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This paper aims to investigate the shifting boundaries between two experiential categories – home and work – for office workers. The boundaries are both spatial and temporal, and the paper seeks to analyse how certain kinds of mobile technology are being used in such a way as to make these boundaries increasingly permeable.

The research involved both the collection of quantitative data using a survey tool, and the gathering of qualitative data through in‐depth interviews.

The paper finds that the mobile technology discussed enables work extension – the ability to work outside the office, outside “normal” office hours. This provides flexibility with respect to the timing and location of work, and makes it easier to accommodate both work and family. But at the same time, of course, it also increases expectations: managers and colleagues alike expect staff to be almost always available to do work, which makes it easier for work to encroach on family time, and also leads to a greater workload. The ability to perform work extension is, then, a dual‐edged sword.

The paper provides both managers and non‐managers with insight into the effects of providing mobile technology to office workers, and suggests some mechanisms to mitigate negative effects.

The paper explores the impact of mobile technologies on non‐mobile office staff.

Studies of the work “choices” of mothers are plentiful – from the factors that influence occupational selection to the reasons why women work or “opt out” when they have children. However, we know little about how subjective preference for full or part-time work is “aligned” or “misaligned” with mothers’ objective work status. Based on qualitative interviews from the MacArthur Network’s “Transition to Adulthood and Public Policy” study, we consider the “alignment” of objective work intensity (full vs. part time) and subjective preferences, finding that one-third of the working mothers in the sample are “misaligned.” At the same time, the majority preferred full-time work: two-thirds (66 percent) either wanted to work full time and did so, or wanted to work full time but were actually employed part time. One-third of the working mothers had a preference for part-time work (although some worked full time). Only 12 percent of the working mothers in the sample were able to work part time and desired this arrangement. Furthermore, regardless of the alignment of their objective work status and preference, the majority of these mothers emphasized self-fulfillment and intrinsic satisfaction though work.

As a way of alleviating nursing workforce shortages, health care managers are employing two types of workforce flexibility: supplemental staffing and floating among units. In this paper, the authors investigate the moderating effects of two critical situational variables – namely, job-level workload and severity of illness (SOI) in a given unit – on the relationship between workforce flexibility and quality of care as assessed by the nurses at the unit-level.

The authors empirically test the relationship between a unit's floating of nurses and the use of supplemental workforce on the quality of patient care and the moderating role of patient SOI and job-level workload on this relationship using 357 hospital-unit observations.

The authors find that situational variables play a critical role in flexible staffing strategies and they should be accounted for carefully to obtain the best quality of care outcomes. The authors find that the well-known negative effect of supplemental staffing on quality of care is not universal and appears to be moderated by the situational factors studied in this paper.

For best outcomes, staffing manager who oversee multiple units should use supplemental staff on units that have lower job-level workload and on units that have high severity of illness. The authors also find that managers of units with patients who are less-severely ill should encourage nurses to float out and return to their home unit. This strategy will improve quality of patient care in the home unit.

While some research analyzes the direct link between flexibility and quality performance, how this relationship is affected by varying situational factors within a unit has not been studied so far.

This study aims to examine some of the benefits and drawbacks of communication visibility. Specifically, building on communication visibility theory, the authors study how and why message transparency and network translucence may increase knowledge reuse and perceived overload through behavioral responses of vicarious learning and technology-assisted supplemental work.

Drawing on survey data obtained from 1,127 employees of a global company operating in the industrial machinery sector, the authors used structural equation modeling to test the hypothesized model.

The results demonstrate that the two aspects of communication visibility yield somewhat differential benefits and drawbacks in terms of knowledge reuse and communication overload, through vicarious learning and supplemental work practices.

The results demonstrate the relationship between different aspects of communication visibility and knowledge reuse, specifically through vicarious learning. Furthermore, the findings highlight a potential drawback of visibility – communication overload – specifically through technology-assisted supplemental work. Overall, network translucence seems more beneficial compared to message transparency in terms of knowledge reuse and communication overload.

The study connects with recent work on communication visibility by distinguishing differential direct and indirect effects of message transparency and network translucence. It also extends this work by testing relationships between communication visibility and a potential drawback of visibility – communication overload – specifically through technology-assisted supplemental work.

To analyze the relationship between technology-assisted supplemental work (TASW) and well-being in the workplace – burnout and engagement. Furthermore, this study aims to test the relationship between TASW and burnout, mediated by work-to-family conflict (WFC) and the relationship between TASW and engagement mediated by work-to-family enrichment (WFE).

The data was collected from a service company operating in Portugal. A total of 338 responses from a services company in Portugal were analyzed. Two statistical programs were used for the data analysis: IBM statistical package for the social sciences (SPSS 25.0) and SPSS analysis of moment structures (AMOS 25.0).

The results highlight the positive relationship between TASW and engagement and the relationship between TASW and burnout, which only exists when WFC is present. Moreover, the relationship between TASW and engagement is stronger through WFE.

Using the conservation of resources theory as a framework, the results contribute to the literature by shedding further light upon the positive effects of TASW on employees’ well-being and the work and family relationship.

This paper uses a quasi-experimental approach to test the impact of textbook-related chapter videos and companion quizzes as the pre-lecture resources in an entry-level accounting course. Two side-by-side sections of an introductory Management Accounting class, at a large university, establish the control and treatment groups. The results indicate that with the availability of pre-lecture resources (chapter-related videos), students in the treatment group exhibit significantly better final exam performance results and self-report a higher rate of pre-reading before each class lecture. Students reported the videos were helpful and clear. This paper contributes to the literature by examining the effect of “nudging” and rewarding students for completing pre-lecture learning activities on cumulative final exam performance. In so doing, this paper also provides insight into what can be an effective pre-lecture, or supplemental, resource in the accounting classroom.

The following classified, annotated list of titles is intended to provide reference librarians with a current checklist of new reference books, and is designed to supplement the RSR review column, “Recent Reference Books,” by Frances Neel Cheney. “Reference Books in Print” includes all additional books received prior to the inclusion deadline established for this issue. Appearance in this column does not preclude a later review in RSR. Publishers are urged to send a copy of all new reference books directly to RSR as soon as published, for immediate listing in “Reference Books in Print.” Reference books with imprints older than two years will not be included (with the exception of current reprints or older books newly acquired for distribution by another publisher). The column shall also occasionally include library science or other library related publications of other than a reference character.

In this chapter, the authors study work from home (WFH) and work from office (WFO) formats using institutional logic. Four start-ups in India have been studied using qualitative interview data reflecting their transition to WFH during the COVID-19 crisis and subsequent nationwide lockdown. Institutional logics is the framework drawn upon to enhance our understanding of the phenomenon. While conceptualising institutional logics in the context of WFH and WFO, the authors discuss the implications of WFH for both entrepreneurs and entrepreneurship. Finally, it is proposed that hybrid workspaces may be the way for the future.