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COVID-19 disrupted the usual way of working for many people across the globe, making full-time work from home and hybrid models two popular work arrangements. Despite the proliferation and high acceptance of the hybrid model, very little research has focused on the same. This study aims to compare the impact of transitions caused by remote work on work disengagement under two settings: remote work and hybrid model.

The data is collected from three corporate hubs in India: Hyderabad, Gurgaon and Bangalore. This study’s respondents represent two working models: full-time work from home and a hybrid model. Responses were collected using Google forms-based questionnaire, which resulted in the following usable responses: 356 (hybrid) and 398 (work from home).

The findings reveal that the structural model for the hybrid sector explained 11% of the variance in work disengagement, while the same for work from home model accounted for 20% of the variance in work disengagement. The authors also tested for the moderation of individual resilience between work-home and home-to-work conflicts and home-to-work transitions and work-to-home conflict under full-time work-from and hybrid models. Based on 356 respondents from hybrid category and 398 from work from home, the study found that employees experience less work-to-home and home-to-work conflicts in the hybrid model and employees experience more work-to-home and home-to-work conflicts in the full-time work from home model.

The study is also the first to examine the moderating role of individual resilience as a tool to bounce back and handle conflicts. As the full-time work from home model leads to more work-to-home and home-to-work conflicts, individuals have more scope to exhibit resilience, and thus, the moderating relationship is stronger in the full-time work from home model. The paper offers theoretical and managerial implications.

This study aims to explore the career transition process of women professionals when they return to the workplace after a break and re-integrate with their career aspirations.

This research used a qualitative approach with semi-structured interviews for data collection. All 20 women participants have returned to their careers after a break.

The data analysis reveals women’s career transition and re-integration process into the workplace after a career break. Supervisory support, work–life balance practices, role models, coworker support and career success emerged as factors enabling successful transition. The employing organisations’ diversity, equity and inclusion (DEI) hiring strategy emerged as an important mechanism for re-entry.

Although previous research has studied women professionals returning after a break, the “transition process” that enables re-entry is missing.

A new type of digital-based worker emerged during the COVID-19. As a result, during the adjustment to this scenario, family, resources and emotions were impacted. Technological and emotional skills were crucial to give continuity and certainty to business. However, despite benefits, remote working has negative consequences, especially in well-being perception. This study proposes a model to measure the impact on the well-being perception of workers that adapted their job to remote positions during a pandemic and offers a valuable framework to understand future emerging changes in remote working and the relationship with well-being perception, especially during crisis scenarios.

The study used an online questionnaire and a structural equation methodology by partial least squares (PLS) using SmartPLS 3.3.3. Data were obtained from 567 respondents workers who adapted to their jobs during the pandemic in Mexico.

The results showed that six model dimensions: human relations (RH), emotions (E), well-being behaviors related to Covid-19 (CB), family economics (EF), routines and habits (RS) and family life (VF) were positive and significant to reflect the Index of Perception of Well-being (iWB) using a structural equation model. This indicates how the lockdown process changed people's perception of well-being and concerns. According with this, for remote working employees, two dimensions were relevant: RH and EF. This finding is relevant because during emergency lockdown, these workers needed to adapt their activities and were separated from all human interactions.

The researchers’ model of Index of Perception of Well-being (iWB) has conceptual and practical implications. From a conceptual point of view, it offers a methodology to measure the relationships between remote working and employees' well-being perception. While for practice, it offers managerial implications to better manage remote working adaptation without compromising people's well-being to create future innovation management environments (IME) for organizations.

This study contributes to develop research about changes in workers' well-being perception during digital adaptation.

The purpose of this paper is to understand how digital interventions are mediating the identity work of community health workers (CHWs) in the context of two African countries.

This paper analyzes the everyday work of CHWs in two low- and middle-income country (LMIC) contexts (Uganda and Malawi) and seeks to understand changes in collective identity and the role of Information and Communication Technologies (ICTs) in mediating this “identity work”. As CHWs conduct their everyday tasks of care giving, data reporting and maintaining social interactions, they play two primary roles. One is the care giving role oriented towards the community, and two, is reporting and administrative work by virtue of them being affiliated with the Ministry of Health, either in formal or voluntary capacity. The ambivalence which they experience as they move back and forth between these two worlds of work is significantly now mediated through ICTs. The paper analyzes these dynamics and identifies three key sets of ambivalence in identity work: (1) role embracing-institutional distancing; (2) conformist-resistant and (3) dramaturgical-transformative. The paper makes unique contributions to information systems (IS) and ICT for development (ICT4D) studies in that it focuses on a nonprofessional group, which plays a fundamental role in providing care to underserved populations and also conducts data work which provides the foundation of the national health information system. This contrasts with dominant research in the field which focuses on professional groups, largely based in Western business organizations.

The paper identifies identity related tensions that emerge with the mediation of digital technologies in the work world of CHWs. These include tensions of conformist-resistant; and (3) dramaturgical-transformative. These findings are relevant and unique to the field of IS and ICT4D studies in that it focuses on a nonprofessional group, which plays a fundamental role in providing care to underserved populations and also conducts data work which provides the foundation of the national health information system.

While acknowledging identity construction and negotiation is a function of both work and social lives, in this paper we could only focus on the work lives.

As digital interventions in the health sector of low and middle income countries is becoming increasingly widespread, often the focus is more on the supply side (the supply of the technology) rather than on the demand side (users experiences and aspirations). Identity becomes a lens to understand these demand side dynamics, which helps provides practical guidance on implementation approaches to ensure that the technology adds value to user work processes and there is a seamless and not a disruptive transition.

CHWs are the most neglected cadre in the health system of low and middle income countries, even though they provide the cutting edge in care provision work to the most marginalized populations, living in rural and underserved areas. By focusing on how technologies can be more effectively implemented to support these care processes, the paper provides important social implications both for practice and research.

Analysis of identity construction and negotiation of informal groups in the unorganized sector of low and middle income countries has not received adequate attention in IS research. The paper seeks to fill this important gap.

The purpose of this study is to explore public servants’ perspectives on return to office, hybrid work model and digital government. This is done by answering two research questions: what benefits and challenges public servants foresee with return to office and whether hybrid work enables or impedes digital government initiatives.

This research is designed as a mixed methods study of federal and provincial governments in Canada based on the analysis of Reddit data. Research methods include machine-assisted toxicity and sentiment analysis and manual content analysis to identify emerging themes.

The findings highlight public servants’ mostly discussed concerns with return to office. Other notable discussion topics include resistance to the hybrid work model and identifying the ways how it would be operationalized. Some supported return to office.

This study’s limitations are related to using Reddit as the data source and user representation on Reddit. The main implications are its contribution to emerging literature on the future of work and digital government.

This study highlights that perspectives of public servants are paramount for development and implementation of transformational initiatives and offers insights for public sector managers on how to incorporate these into practice while improving the efficiency of digital government initiatives and the system.

This study addresses the gap in literature by seeking to understand the perspectives of public servants in a variety of roles as well as implications of transition to hybrid work on digital government and future of work initiatives.

This article presents the case for creating stronger connections between research on graduate and worker employability. We offer a narrative review of commonalities and differences between these research streams and offer thoughts and suggestions for further integration and mutual learning.

We outline some of the main theories and concepts in the graduate and worker employability domains. Furthermore, we analyze how these show considerable overlap, though they have barely connected with each other yet. We also formulate an agenda for future research that would spur stronger connections between the fields. Finally, we turn to our fellow authors, reviewers, and editors to encourage a more open approach to each other's work that would enable more cross-fertilization of knowledge.

We hope our narrative review, critical analysis and future research suggestions will lead to more collaborations and mutual learning among employability researchers in the educational, career and psychology areas.

While technical vocational education training (TVET) has been studied in-depth, the evolution and performance patterns of the subject remain unknown and limited. A bibliometric analysis was performed to examine the global scientific literature to assess the state of the art in TVET research over the past 23 years.

The Web of Science (WoS) database was searched to explore TVET-related research from 1999 to 2021, resulting in the identification of 7,512 articles. The VOSviewer software was used to investigate the network of collaboration between authors, institutions, countries and author keywords.

The results reveal that the subject categories of “education” and “educational research” are the most prolific contributors to TVET-related research, with 3,314 articles. Most of the previous studies in Phase I (1999–2006) focussed on human capital resources development in the TVET sector. Phase II (2007–2014) follows with the centralisation of TVET, focussing on technology transition in education. However, in Phase III (2015–2021), researchers appear to focus on vocational studies in higher education towards increasing the productivity of human resources via the implementation of technology transition.

The valuable findings of this study can facilitate better understanding among scholars on the trends of TVET research developments and on the direction of future research.

This chapter challenges middle-class bias in work-life literature by examining work-life balance dynamics through a social class perspective. It reveals class-based disparities in physical, temporal, and psychological outcomes, including the role of economic capital in work-life balance and the challenges encountered by the socially mobile in achieving psychological balance. It emphasizes the need to acknowledge social class implications for work-life balance and urges organizations to address class-based inconsistencies and inequalities in their practices.

The COVID-19 pandemic caused significant societal changes and altered how much of the construction industry operates. This study investigates the impacts of pandemic-related changes, how these changes may apply to different companies, and which changes should continue post-pandemic.

We aim to identify pandemic-driven changes that have affected the construction workplace and the advantages and challenges associated with them. We then make recommendations for what could and should endure through the pandemic and beyond, and under what circumstances. To achieve this objective, we conducted both qualitative and quantitative analyses of 40 semi-structured interviews with US-based construction professionals.

Identified through these interviews were 21 pandemic-driven changes across six categories: management and planning, technology, workforce, health and safety, supply chain, and contracts. This study noted both positive and negative impacts of the changes on cost, schedule, productivity, collaboration, employee retention, flexibility, quality, and risk mitigation. Participants indicated that some changes should remain after the pandemic and others (e.g. select safety measures, schedule adjustments) should be temporary.

By incorporating these lessons learned into recommendations, the findings of this study will help businesses identify and implement the most appropriate improvements for their organizations. The findings also provide policymakers with valuable insights on how to promote innovation in the construction industry and potentially enact more effective policies during crises to drive long-term improvements.

This paper aims to examine the Canadian financial sector’s reaction to opportunities and risks created by the green bond market in a low-carbon and climate-resilient (LCR) economy.

The authors used a concurrent mixed methodological approach that undertakes an online survey and semistructured interviews with critical green bond market stakeholders.

The most significant market driver in Canada is the reputational benefit for stakeholders, i.e. its ability to meet the high demand for sustainable finance and the marketing potential of its green credentials. The major market barriers are transactional costs, i.e. additional tracking required for reporting purposes, lack of market liquidity and identification of environmental impact or additionality. Canadian green bonds are also more likely to be evaluated on their green impact than their global market peers.

Limitations of this study include its focus on Canada, which may exclude or not apply to drivers and barriers in other green bond markets.

The paper helps create an accounting-based conceptual framework for key motivations and barriers that affect financial decision-making regarding green bonds.

The authors identify economic and policy-related barriers and drivers for green bonds, addressing the financing gap for the LCR economy.

To the best of the authors’ knowledge, this study is the first to identify and compare Canadian green bond market drivers and barriers and to examine relevant stakeholder- and policy-related approaches that can be targeted to scale this market effectively.