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This study aims to examine the complex relationship between the personality meta-traits of stability and plasticity and time-based work–family conflict (WFC). Stability and plasticity are hypothesized to influence WFC directly and indirectly, via boundary strength at work (BSW) and boundary strength at home (BSH) domains. WFC has two dimensions – conflict due to family interfering in work (FIW) and conflict due to work interfering in family (WIF).

Data was collected from 419 full-time employees in multiple US companies. Hypotheses were tested using structural equation modeling.

Stability was associated with lower levels of WFC and stronger boundaries around the work and home domains. BSW mediated the relationship between stability and FIW; BSH mediated the relationship between stability and WIF. plasticity was associated with weaker boundaries around the work and home domains. BSW and BSH had a negative relationship with FIW and WIF, respectively.

The study is cross-sectional and limited to time-based work–family conflict. The results support the adoption of a more agentic view of personality in the boundary setting and WFC literatures.

Employers need to design flexible work programs that offer employees control over work–home boundary strength.

The study links stability and plasticity to WFC. It expands the nomological network of work–home boundaries.

A growing body of research has suggested that the fallout of the Covid-19 pandemic has disproportionately impacted vulnerable groups such as working women, parents and older adults. Accordingly, and via the lens of social role and identity theories on gender and age at work, the authors examined the intersection of age, gender and potential caregiving responsibilities on worker well-being, work-family conflict and performance while working remotely during the Covid-19 pandemic.

In all, 1,174 Turkish job incumbents working from home either full- or part-time responded to a survey measuring self-reported anxiety, depression, stress, work-to-family conflict, family-to-work conflict and performance in the summer of 2020.

Despite using Bayesian modeling, good sample variability on age, gender and caregiving responsibilities, data collection timing allowing for the maximization of variance in individual attitudes toward working from home during the pandemic, outcome measures that evidenced excellent reliability and reasonably good data fit, and the inclusion of appropriate covariates and stringent robustness tests, hypothesized effects were overall found to be null.

The authors suggest that if remote work helps level the playing field, then that is impetus for organizations to further transition into such work arrangements.

The authors speculate on these counterintuitive results and suggest implications for future research and practice on the confluence of remote work and workplace diversity, including the potential benefits of remote work for women and older adults, the role of cultural values and the use of Bayesian methods to infer support for the null.

During the COVID-19 pandemic, many working mothers in India adopted involuntary telecommuting work option for the first time. However, no research explored their adjustments and experiences in the new work setting. This paper aims to gain an in-depth understanding of Indian working mothers' lived experience of involuntary telecommuting.

A phenomenological research design was adopted. The authors conducted 14 in-depth, semi-structured telephonic and online interviews. Data were analyzed using Interpretative Phenomenological Analysis framework.

The data analysis yielded two interconnected superordinate themes in this research: (1) characteristics of involuntary telecommuting and (2) the impact of involuntary telecommuting. Under the first theme, four sub-themes emerged: long working hours, increased family demands, reduced interaction with coworkers and technology-enabled communication with supervisors. The second theme comprised five sub-themes: time-based work interference with family, time-based family interference with work, strain-based family interference with work, absence of emotional and professional support and performance management concerns. Involuntary telecommuting mothers faced challenges due to lack of control over their daily work schedule and demands, along with an increased burden of unpaid household work, leading to difficulties in managing their work schedule and negotiating their professional role identity within the family. These findings emphasize that working mothers who participated in involuntary telecommuting encountered bidirectional time-based conflicts and unidirectional strain-based conflict.

The study examines a particular subset of women telecommuters who were working mothers with young children. These potential limitations are to be addressed in future research.

The findings suggest that managers should develop HR policies and telecommuting ecosystems in order to enhance effectiveness of telecommuting. Specifically, organizations offering telecommuting work options should create opportunities for informal interaction among peers and formal one-to-one interaction with managers. Moreover, HR managers should develop and implement employee-friendly telecommuting policies.

The research contributes to HRM and gender literature.

The paper contributes to the discourses of work-life balance, workplace relationships and work policies within telecommuting literature.

This exploratory paper aims to examine attitudes and practices with regard to the COVID-19 pandemic, as well as the effects of mandatory teleworking from home in the wake of the first state of emergency orders in Japan in 2020.

An online survey of married employees retrospectively assessed changes in work style, subjective well-being, work–family conflict and job performance before and during forced teleworking from home in Tokyo and three of the surrounding prefectures.

Regular employees reported high levels of anxiety and to have thoroughly implemented government-recommended hygiene and safety practices. A majority of respondents were satisfied with mandatory telework from home and desired to continue partial telework after the end of the pandemic. The strongest predictor of satisfaction with mandatory telework from home turned out to be adequate workspace at home for both men and women. However, the antecedents of the desire to continue working from home differed by gender.

These findings can help individuals, firms and governments better understand the effects of mandatory teleworking from home and devise countermeasures to maximize employee well-being and job performance. This is all the more crucial, as Japan has had successive waves of the virus and has declared numerous states of emergency since the beginning of the pandemic, forcing office workers to continue social distancing and remote working for the time being.

To the best of the authors’ knowledge, this research is one of the first to provide insights on how imposed teleworking from home in the context of COVID-19 in Japan affected regular employees’ personal and professional lives and to identify predictors of satisfaction with teleworking and the desire to continue doing so.

This paper aims to explore work interfering with family (WIF) and family interfering with work (FIW) as the mediators linking psychological resilience to happiness.

Data gathered from tour guides in Türkiye were used to test the aforesaid associations. In this paper, partial least squares structural equation modeling was performed to gauge the direct links and mediating impacts of WIF and FIW simultaneously in the link between psychological resilience and happiness.

Psychological resilience exerts a dual influence on WIF and FIW. Simply put, psychologically resilient tour guides balance their work demands with those of the family or vice versa and exhibit low levels of WIF and FIW. As hypothesized, WIF and FIW are the two mediating mechanisms relating psychological resilience to happiness.

It is important to create a family-supportive atmosphere where tour guides can avail themselves of family-friendly practices (i.e. family leave, flexible work schedules, breaks to be spent with family members after long tours and convenient working hours). Psychologically resilient tour guides, with the abovementioned practices, would experience alleviated conflicts between work and family roles and would therefore have heightened happiness.

Although the extant literature has presented plenty of empirical studies about the predictors and outcomes of WIF and FIW, evidence about the links of personal resources as third variables to WIF and FIW simultaneously is still scanty. In addition, there is no evidence linking personal resources such as psychological resilience to nonwork outcomes such as happiness through the mediating roles of WIF and FIW. This paper fills in these voids by gauging the links given above using data collected from tour guides, a population that has been subjected to limited inquiry in the WIF and FIW literature.

Society is critically dependent on an adequate supply of hospital doctors to ensure optimal health care. Voluntary turnover amongst hospital doctors is, however, an increasing problem for hospitals. The aim of this study was to systematically review the extant academic literature to obtain a comprehensive understanding of the current knowledge base on hospital doctor turnover and retention. In addition to this, we synthesise the most common methodological approaches used before then offering an agenda to guide future research.

Adopting the PRISMA methodology, we conducted a systematic literature search of four databases, namely CINAHL, MEDLINE, PsycINFO and Web of Science.

We identified 51 papers that empirically examined hospital doctor turnover and retention. Most of these papers were quantitative, cross-sectional studies focussed on meso-level predictors of doctor turnover.

Selection criteria concentrated on doctors who worked in hospitals, which limited knowledge of one area of the healthcare environment. The review could disregard relevant articles, such as those that discuss the turnover and retention of doctors in other specialities, including general practitioners. Additionally, being limited to peer-reviewed published journals eliminates grey literature such as dissertations, reports and case studies, which may bring impactful results.

Globally, hospital doctor turnover is a prevalent issue that is influenced by a variety of factors. However, a lack of focus on doctors who remain in their job hinders a comprehensive understanding of the issue. Conducting “stay interviews” with doctors could provide valuable insight into what motivates them to remain and what could be done to enhance their work conditions. In addition, hospital management and recruiters should consider aspects of job embeddedness that occur outside of the workplace, such as facilitating connections outside of work. By resolving these concerns, hospitals can retain physicians more effectively and enhance their overall retention efforts.

Focussing on the reasons why employees remain with an organisation can have significant social repercussions. When organisations invest in gaining an understanding of what motivates their employees to stay in the job, they are better able to establish a positive work environment that likely to promote employee well-being and job satisfaction. This can result in enhanced job performance, increased productivity and higher employee retention rates, all of which are advantageous to the organisation and its employees.

The review concludes that there has been little consideration of the retention, as opposed to the turnover, of hospital doctors. We argue that more expansive methodological approaches would be useful, with more qualitative approaches likely to be particularly useful. We also call on future researchers to consider focussing further on why doctors remain in posts when so many are leaving.

This paper aims to understand how context-related factors impacted productivity for managers while working from home in the Luxembourgish market during the COVID-19 pandemic. It also screens for coping mechanisms causing better mental and work-related results.

A focus group approach was applied with 46 participants. Participants were placed into 11 groups, and the research was conducted from July 2021 to October 2021. The findings are based on the in-depth analysis of the qualitative data using atlas.ti software.

Challenges that the participants had faced while working from home during COVID-19 revealed issues in all four layers of the context-related framework. Social challenges, namely loneliness, communication and trust, were most present among those four layers. Ensuring a better person-environment fit by using different coping mechanisms by participants, produced a healthier psychological and mental state, claimed by participants.

This research was conducted in Luxembourg and on middle managers and did not involve a large sample. Additionally, future research might strive for quantitative data to better understand the phenomenon of work from anywhere and its relations to work-life integration, stress and resilience.

The paper adds more clarification on the application of the context-related factors and person-environment fit necessary for resilience and thus productivity of employees. In addition, the paper may serve managers and HR managers to develop more impactful practices, processes, education and tools to support working from home.

The paper explores personal challenges and coping mechanisms while working from home during the COVID-19 pandemic in Luxembourg.

Web users rely heavily on online content make decisions without assessing the veracity of the content. The online content comprising text, image, video or audio may be tampered with to influence public opinion. Since the consumers of online information (misinformation) tend to trust the content when the image(s) supplement the text, image manipulation software is increasingly being used to forge the images. To address the crucial problem of image manipulation, this study focusses on developing a deep-learning-based image forgery detection framework.

The proposed deep-learning-based framework aims to detect images forged using copy-move and splicing techniques. The image transformation technique aids the identification of relevant features for the network to train effectively. After that, the pre-trained customized convolutional neural network is used to train on the public benchmark datasets, and the performance is evaluated on the test dataset using various parameters.

The comparative analysis of image transformation techniques and experiments conducted on benchmark datasets from a variety of socio-cultural domains establishes the effectiveness and viability of the proposed framework. These findings affirm the potential applicability of proposed framework in real-time image forgery detection.

This study bears implications for several important aspects of research on image forgery detection. First this research adds to recent discussion on feature extraction and learning for image forgery detection. While prior research on image forgery detection, hand-crafted the features, the proposed solution contributes to stream of literature that automatically learns the features and classify the images. Second, this research contributes to ongoing effort in curtailing the spread of misinformation using images. The extant literature on spread of misinformation has prominently focussed on textual data shared over social media platforms. The study addresses the call for greater emphasis on the development of robust image transformation techniques.

This study carries important practical implications for various domains such as forensic sciences, media and journalism where image data is increasingly being used to make inferences. The integration of image forgery detection tools can be helpful in determining the credibility of the article or post before it is shared over the Internet. The content shared over the Internet by the users has become an important component of news reporting. The framework proposed in this paper can be further extended and trained on more annotated real-world data so as to function as a tool for fact-checkers.

In the current scenario wherein most of the image forgery detection studies attempt to assess whether the image is real or forged in an offline mode, it is crucial to identify any trending or potential forged image as early as possible. By learning from historical data, the proposed framework can aid in early prediction of forged images to detect the newly emerging forged images even before they occur. In summary, the proposed framework has a potential to mitigate physical spreading and psychological impact of forged images on social media.

This study focusses on copy-move and splicing techniques while integrating transfer learning concepts to classify forged images with high accuracy. The synergistic use of hitherto little explored image transformation techniques and customized convolutional neural network helps design a robust image forgery detection framework. Experiments and findings establish that the proposed framework accurately classifies forged images, thus mitigating the negative socio-cultural spread of misinformation.

This study aims to establish a comprehensive understanding of the intricacies of how individuals engage with deepfakes, focusing on limiting adverse effects and capitalizing on their benefits.

This study conducted a meta-synthesis of qualitative studies on deepfakes, incorporating study-specific analysis followed by a cross-study synthesis.

Based on the meta-synthesis, the study developed an integrated conceptual framework based on the perspectives from the social shaping of technology theory embedding deepfake-related assertions, motivations, the subtleties of digital platforms, and deepfake-related repercussions.

The study offers crucial insights into the evolving nature of deepfakes as a socio-technical phenomenon and the significance of platform dynamics in deepfake production. It enables researchers to comprehend the cascading effects of deepfakes and positions them to evaluate deepfake-related risks and associated mitigation mechanisms.

The framework that emerges from the study illustrates the influence of platforms on the evolution of deepfakes and assists platform stakeholders in introducing effective platform governance structures to combat the relentless proliferation of deepfakes and their consequences, as well as providing guidance for governments and policymakers to collaborate with platform leaders to set guardrails for deepfake engagement.

Deepfakes have been extensively contested for both their beneficial and negative applications and have been accused of heralding an imminent epistemic threat that has been downplayed by some quarters. This diversity of viewpoints necessitates a comprehensive understanding of the phenomenon. In responding to this call, this is one of the first to establish a comprehensive, theoretically informed perspective on how individuals produce, process, and engage with deepfakes through a meta-synthesis of qualitative literature on deepfakes.