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This paper aims to create a better understanding of the challenges posed by work from home (WFH) during the ongoing COVID-19 pandemic, to investigate the public sentiment toward this transition, and to develop a conceptual model incorporating the relationships among the factors that influence the effectiveness of WFH.

This paper uses netnography method to collect data from the Twitter platform and uses Python programming language, Natural Language Processing techniques and IBM SPSS 26 to conduct sentiment analysis and directed content analysis on the data. The findings are combined with an extensive review of the remote work literature to develop a conceptual model.

Results show the majority of tweets about WFH during the pandemic are positive and objective with technology and cyber security as the most repeated topics in the tweets. New challenges to WFH during pandemic include future uncertainty, health concerns, home workspaces, self-isolation, lack of recreational activities and support mechanisms. In addition, exhaustion and technostress mediate the relationship between the antecedents and outcomes of WFH during the ongoing COVID-19 pandemic. Finally, the fear of pandemic and coping strategies moderates these relationships.

This paper is one of the first efforts to comprehensively investigate the challenges of WFH during a crisis and to extend the remote work literature by developing a conceptual model incorporating the moderating effects of fear of pandemic and coping strategies. Moreover, it is the first paper to investigate the tweeting behavior of different user types on Twitter who shared posts about WFH during the ongoing pandemic.

With the emergence of COVID-19 and increased infections, organizations urged their employees to work from home. Furthermore, with the on-going pandemic, employees take measures to ensure individual safety and their families. Hence, work from home culture can result in long-term employee satisfaction. However, no study addresses the development of work from the home culture in an integrated framework. Therefore, the current research explores the role of safety during the pandemic, organizational commitment and employee motivation on work from home culture, which may influence employee satisfaction. Furthermore, job demands and home demands were also evaluated for employee satisfaction.

The study used existing scales of the factors to develop the measures and collect perceptual responses from employees working from home, supported with a pre-test. The study executed a survey with effective responses from 132 individuals spread across different sectors to validate the hypotheses. The responses were analysed using partial least squares in ADANCO 2.2.

Findings suggest safety concerns along with organization commitment enhances work from home culture. Such work from home culture enhances employee motivation and employee satisfaction. Furthermore, job demands and home demands also influence employee satisfaction.

To the best of the authors knowledge, the study is the foremost to develop an integrated empirical framework for work from home culture and its antecedents and consequences. The study has several important implications for managers.

The purpose of this study is to investigate how working from home (WFH) affects the relationship between internal corporate social responsibility (ICSR) and employee creativity in times of uncertainty when employees’ occupational stress increases and their identification with their company decreases.

Applying social identity theory, the authors derive and test the hypotheses presented in this study regarding ICSR’s direct effects on employee creativity, given the amount of time they spent on WFH and the role of threat in this relationship. The authors use partial least squares structural equation modeling to analyze the various effects. Via an online questionnaire and using the snowball technique, the authors collected data from 158 participants in different industries in Germany.

The empirical results of this study show that ICSR activities increase employee creativity, partly by reducing one harmful aspect of stress, namely, threat. In addition, the authors find that WFH moderates this effect, such that the higher the degree of WFH, the weaker the ICSR activities’ effects are.

This study focused on the respondents’ WFH situation during the global COVID-19 pandemic. As such, this research contributes to understanding the roles that modern work practices, human resource management (HRM) and ICSR actions play in respect of employee creativity. The authors expand the theoretical understanding, which is based on social identity theory, by showing that the greater the amount of time spent on WFH, the more it reduces ICSR’s positive effect on employee creativity. The findings of this study open avenues for future research and longitudinal studies that compare the ICSR effects during and after the pandemic, as well as for those that compare WFH and its effects on organizational creativity.

This study shows that managers should encourage appropriate ICSR measures in their organizations and should specifically consider the work setting (i.e. WFH or at the office) as a boundary factor for these measures’ effectiveness. However, ICSR actions, such as anti-discrimination measures, are less effective in respect of building the employee–employer relationship and supporting employees’ identification with and commitment to the company when they work from home. Given the economic benefit of decreased turnover rates and the societal benefit of a company output with higher creativity levels, this study has an impact from both an economic and a societal perspective.

This study sheds light on employee creativity and ICSR’s roles in current HRM practice, which is still underexplored. More importantly, to the best of the authors’ knowledge, this study provides the first empirical evidence of a hitherto overlooked mechanism explaining ICSR activities’ effects on, or their perceived threat to, employee creativity.

Work-from-home (WFH) gained ground with COVID and will now continue to be a part of India’s future of work. Under WFH information and communication technologies (ICT) media become the primary/sole mode of communication for employees, which holds several implications for employers and employees. Therefore, this study aims to investigate the impact of ICT media characteristics and usage frequency on multiple WFH outcomes. Specifically studied was ICT media’s ability to support synchronicity or coordinated behaviours of individuals working together.

This work examined the effect of ICT media’s synchronicity-supporting ability and usage frequency on WFH employees’ need for competence and relatedness satisfaction, thereby wellbeing and preference to WFH. Data from 301 white-collar employees of varied manufacturing and services organizations of India was analysed via partial least squares structural equation modelling.

Achieving more synchronicity by frequently using ICT media that can better facilitate coordinated behaviours did not directly influence WFH employees’ feeling of belongingness (need for relatedness) or wellbeing. It did, however, positively affect their feeling of effectance (need for competence) and thereby wellbeing. However, unexpectedly, it negatively influenced preference to WFH more often.

This study has uniquely combined media synchronicity and self-determination theories to investigate the implications of a work practice on employee wellbeing and preferences. Also, an extensible media evaluation parameter was created that encompasses the characteristics and usage frequency of a set of ICT media.

Work-from-home (WFH) has gained popularity over the past years. This study aims to conduct a bibliometric analysis to systematically review and synthesize scholarly literature on the complex interplay between WFH, employee well-being and performance.

The study incorporates analysis of the bibliometric including performance analysis, content analysis and scientific mapping that is applied to 497 Scopus papers. VOSviewer software was used to evaluate the data.

This study posits an imbalance between the count of documents and the citations earned by each author. International Journal of Environmental Research and Public Health was regarded as a leading journal with maximum citations and publications. The highest count of publications came from most Asian countries such as India, China, Indonesia and Japan. The investigation indicated that the writers with the maximum citations were predominantly the authors of the majorly cited papers. Further, the text mining through co-occurrence of keyword analysis generated five clusters and cocited references revealed three themes.

The current research might benefit both research groups as well as human resource professionals since it also reveals the research necessity and gaps in the WFH domain.

This research delves into unexplored facets of WFH beyond traditional studies over the past decade by examining remote work arrangements in today’s economy, revealing previously unnoticed dynamics affecting employee well-being and performance. This innovative viewpoint enhances the literature and provides an empirical foundation for strategic organizational decision-making and future study.

Much of what we know about work from home (WFH) is based on data collected in routine times, where WFH is applied on a partial and voluntary basis. This study leverages the conditions of mandatory WFH imposed by COVID-19 lockdowns to shed new light on factors that relate to well-being and performance among employees who WFH. Specifically, the authors explore how boundary control and push–pull factors (constraints and benefits that employees associate with WFH) interact to shape employees' exhaustion and goal setting/prioritization.

Surveys were administered in Israel and in the USA to 577 employees in “teleworkable” roles who were mandated to WFH shortly after the COVID-19 outbreak (March–April 2020).

(1) Boundary control is negatively related to exhaustion and positively related to goal setting/prioritization. (2) These associations are weakened by perceptions of high WFH constraints (push factors). (3) WFH benefits (pull factors) attenuate the moderating effect of WFH constraints.

Organizations may benefit from identifying and boosting the saliency of WFH benefits, while considering and remedying WFH constraints.

The authors contribute theoretically by integrating push–pull factors into the discussion about WFH and boundary management. We also make a contextual contribution by drilling down into the specificities of nonvoluntary WFH. The expected upward trends in nonvoluntary WFH rates underscore the need to understand factors that improve outcomes among individuals who lack agency in the decision to WFH.

During the COVID-19 pandemic, working from home (WFH) has become the norm for many employees and their families in Germany. Although WFH has been suggested as a form of flexible work to foster work–life integration (especially for workers with greater care responsibilities), studies have also pointed to its risks when the boundaries between these two life spheres become blurred. To help disentangle these inconsistent findings in relation to work–family conflict, this study focuses on two main concerns: the relevance of additional forms of flexibility for those who work from home (i.e., temporal flexibility, job autonomy, fixed rules about availability) and the implications of WFH for employees’ social relationships with co-workers and supervisors. Based on linked employer–employee data collected in the spring of 2021, the study examined work-to-family conflict (WFC) and family-to-work conflict (FWC) among a sample of 885 employees who worked from home. The results indicate that three factors – temporal flexibility, job autonomy, and fixed rules about availability as a way to set boundaries between work and family life – are important predictors of fewer work–family conflict. This equally applies to employees with caring obligations who overall experience more work–family conflicts while WFH. For those who cared for relatives, autonomy contributed even to fewer work–family conflicts. Supportive relationships with supervisors and co-workers are certainly directly beneficial when it comes to avoiding conflict, but they also reinforce the positive implications of flexible work, whereas poor relationships counteract the benefits of such flexibility. Thus, employers need to provide additional forms of flexibility to employees who work from home and should pay attention to social relationships among their employees as a way to support families and other individuals.

This study investigates whether prolonged durations of work from home (WFH) leads to workplace ostracism (WO), and whether such relationship is moderated by perceived organizational support (POS). The context of this research is based on the post-COVID-19 pandemic period, when most organizations have either recalled their employees back to their physical workplaces, or in other cases employees are relegated to continued WFH or to a hybrid model that combines both in-office and remote work. The importance of this study is the spotlight it brings to employees who feel ostracized from their workplace due the continued practice of WFH.

A conceptual model is developed, by leveraging the conservation of resources (COR) theory. The hypotheses are tested by using cross-sectional survey data collected from 240 employees working in various organizations in the Sultanate of Oman from both public and private sectors. The data are analyzed using R Core Team software.

The findings of the study reveal that WFH does not have any direct impact on WO. However, when POS is applied as moderator, the results indicate that at low levels of POS, the relationship between WFH and WO becomes significant, but not at moderate to high levels of POS.

This study provides insights into how the phenomenon of WFH is likely to influence perceptions of employees in terms of feeling excluded from the organization by being asked to continue to work remotely, while many of their colleagues have returned to their prepandemic workplaces. The implications of the findings are relevant to the growing literature on employee experiences in the realm of emerging work models being introduced by organizations. Among the limitations of this study is the fact that there may be missing mediators that link WFH with WO, and the possibility that such a study if replicated in other cultural contexts may yield different results.

This study presents evidence to managers on leveraging the power of organizational support to ensure that negative emotions among employees such as WO are mitigated.

This appears to be among the first studies that attempts to provide insights into employee perceptions about WO in the postpandemic period, especially with regards to the emerging work arrangements that are primarily based on WFH that are being widely adopted by many organizations around the world. The results of this study provide useful information about how WFH and POS come together to influence emotions of individuals who have been longing to get back to their normal workplace once the social distancing guidelines of the pandemic were lifted.

Well-being is an important dimension of human life but plays a controversial role in organizations, especially in different working environments. This study aims to explore the role of well-being in work from home (WFH) context, and its consequence on job outcomes among accountants in a fast-developing country, Vietnam.

A quantitative study is conducted with the data from Vietnamese accountants who had to work from home during the pandemic time. Partial least squares structural equation modeling method is applied to analyze the data.

The results show a direct and significant relationship of WFH with the employees’ well-being and job satisfaction (JS). Well-being fully mediates the influence of home-based work and JS on job performance.

This study generates valuable knowledge and practical implication in organizational policies and initiatives that aim to enhance employees’ well-being and promote positive job outcomes in the context of remote work. Organization employers should take their employees’ well-being as a key factor and consider it in personnel policy to enhance their work performance.

This study focuses on work from home (WFH) issues faced by faculty members of higher education institutes in India during the coronavirus infection (COVID-19) pandemic. The study aims to understand the impact of these issues on faculty productivity. The study also analyzes the moderating effect of information technology (IT) training on the relationship between work- from-home issues and faculty productivity.

This study is quantitative. Data were collected from 215 faculty members working in higher education institutes in India. Correlation and hierarchical regression analysis have been used to analyze the data.

The analysis revealed that online teaching, lack of technology acceptance, poor working environment and work–life conflict negatively impacts faculty productivity. Thus, IT training work as a moderator plays an important role in reducing the WFH issues mainly Online Teaching, Lack of Technology acceptance & Poor Working Enviornment by increasing faculty productivity. IT training work does not moderate the relationship between work–life conflict and faculty productivity.

This research is limited to the higher education sector; the research limits the generalization of the higher education sector's finding to other sectors.

The findings would help policymakers and educational institutes to explore the use of digital technology to break boundaries of workplace and education institutes to disseminate knowledge to a global level. The findings also help to understand how the workplace is essential for the smooth functioning of tasks of the institute.

The study will also help management, institute, organization, society and individuals to change their mindset that education can be imparted through online mode in a better way with the help of digital technology.

There is a scarcity of research work examining WFH issues in conducting mandatory online classes due to COVID-19 pandemic and COVID-19's relation to faculty productivity in the higher education sector. This study contributes to the knowledge regarding the impact of COVID-19 on faculty productivity in the education sector.