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This study applies the job demands-resources model the conservation of resources theory to explain and examine the impacts of home-work conflict, perceived insufficient organizational support, and perceived social isolation, that is, work-from-home stressors, o

Data were collected from 418 Thai employees who worked from home during the nationwide lockdowns at two time points. The hypotheses were tested and analyzed by means of a confirmatory factor analysis, structural equation modeling, and a bootstrapping procedure.

The results indicate that the three work-from-home stressors significantly cause emotional exhaustion and that these stressors are negatively associated with job embeddedness and life satisfaction via the mediation of emotional exhaustion.

To reduce error in parameter estimation due to self-report data, future research could use a more rigorous longitudinal design with a longer time lag and collect data from multiple sources.

Realizing how critical situations shape the workplace would help organizations understand the issues concerning a remote work approach and create more applicable interventions to improve employees' retention and wellbeing.

This study reinforces the application of COR in times of crisis and extends the traditional JD-R model beyond the normal work context.

By utilizing boundary theory and distraction–conflict theory, this study attempted to examine the influential process of supportive teleworking practices granting work scheduling autonomy on work-to-family conflict (WFC) via the mediating mechanism of work interruption initiated from home.

The study conducted two-wave online questionnaire survey to obtain a final sample of 277 remote knowledge workers in Taiwan during the peak period of COVID-19 pandemic. Hypotheses were tested with partial least squares-structural equation modelling using SmartPLS 3.0 software.

The results revealed that supportive teleworking practices did not directly decrease the level of WFC while home-sourced work interruptions fully mediated the negative relationship between supportive teleworking practices and WFC.

This provides a more nuanced explanation for how and why supportive teleworking practices are beneficial for employees to cope with the challenge of work–home interferences under the new ways of working. The findings simultaneously address evidence-based practices to better deal with mandatory teleworking during potential societal crisis beyond the COVID-19 pandemic.

This study explores the organisational dynamics in a change process across work units in a Swedish municipality. The purpose of this study is to understand how and why co-creation unfolds during efforts to bring different units into one united work unit.

A qualitative longitudinal study was designed using data triangulation for eight months, comprising written reflection texts, meeting protocols and interviews. This study is based on a back-and-forth inductive and abductive grounded theory analysis.

The main results of this study indicate that there was friction in the co-creation process between units, between the members of the change group and supervisors, as well as friction within the change group. Further, the results indicate that communications, relations, supervisor support and governing strategies clashed with work routines and methods, work cultures, roles and responsibilities and that the units had differing views of the needs of the intended target group. This thereby challenged the propensity for change which, in turn, may have limited developmental learning at a workplace and organisational level.

Working across units to find common and new paths and work methods for labour market inclusion proved to be challenging because of contextual circumstances. Crossing and merging organisational boundaries through co-creation processes was demanding because of new expectations from the organisation, as it shifted towards trust-based governance in conjunction with working during a pandemic when social interactions were restricted to digital communication channels.

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.

Executive isolation of C-suite executives (CXOs), amplified by imposed and voluntary remote working practices, has emerged as a major challenge that is impacting the collaborative needs of CXOs, the work–life balance and hence career progression. This paper aims to examine the impact of remote working on executive isolation impacting the collaborative needs, work–life balance and career of CXOs from organizations in India.

Qualitative research approach was adopted for the study. The respondents based on inclusion criteria were selected through purposive sampling. The survey was administered to 50 CXOs representing multinational companies in India, of which 45 CXOs responded. The data was analyzed using MAXQDA 2022 (Verbi Software, Berlin, Germany).

Companies try to save costs by promoting remote working but might countermine its implications on CXOs collaborative needs, work–life balance and career slowdown. Businesses are now able to hire CXOs and other people who do not physically work alongside their counterparts but at the cost of enhancing executive isolation and loss of productivity. Imposed remote working can adversely affect the CXOs interactivity and productivity, thus enhancing executive isolation and impacting career progression.

The remote working was mandatory during the pandemic but became a practice henceforth. The impact of remote working on the CXOs collaborative needs, work–life balance and career progression has largely been unstudied. There is limited awareness about impact of remote working on executive isolation and its multiplier effect impacting the CXOs careers and it is an inward challenge which needs to be mitigated by the companies. This aspect can lead to the CXOs not being able to achieve their objectives, making the organizations lose trust on their ability to lead and eventually slowing down their career progression, due to remote working led executive isolation.

The purpose of this paper is to examine the relationship between virtual meeting participation and wellbeing. Based on the conservation of resources theory, we hypothesize that participation in more virtual meetings is associated with both negative and positive wellbeing indicators.

An online survey was sent to 3,530 employees across five Belgian universities in April 2020. Useful data from 814 respondents was collected and analyzed to test the hypothesized relationships.

The authors find support for their hypotheses, namely that participating in more virtual meetings is associated not only with negative wellbeing indicators (workload, stress and fatigue) but also with a positive wellbeing indicator, namely work influence.

Given the unique work-from-home context during the pandemic, the generalizability of our findings may be limited. Nevertheless, this study contributes to the literature on Meeting Science and Virtual Work, as it is the first study to empirically relate virtual meetings to wellbeing indicators, including a positive one.

As virtual meetings and work-from-home are expected to remain prevalent, understanding wellbeing implications is of high managerial importance. Their findings can be useful for (HR) managers who develop flexible work policies for a post-pandemic world.

The findings draw attention to the importance of maintaining a healthy balance between productivity and wellbeing in creating a sustainable work(-from-home) context.

The COVID-19 lockdown provided a unique opportunity to obtain insight on the relationship between virtual meetings and wellbeing at an unprecedented scale.

This chapter has been specifically written for readers interested in incorporating positive education into practice. Expanding on concepts and models first introduced in Chapter 1, it starts with an overview of commonly used wellbeing models and frameworks from positive psychology adapted for application in schools. The chapter also explores the significance of positive education in enhancing educator wellbeing and shares experienced-based insights on how positive education has been implemented effectively, or not. As part of this, the chapter identifies common implementation challenges and offers key recommendations for achieving success. Aligned to this book’s overarching objective of connecting theory with practice, it provides empirical and practical insights, including a Positive Psychology in Practice case study of a UK educator’s experience with embedding positive education in further education (FE).

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Leaders boasting relevant e-competencies can help employees make a successful transition from conventional to more remote methods of working. This positive influence on global virtual teams (GVTs) can be increased further when such leaders also possess high levels of emotional intelligence.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

This article aims to explore the advantages of integrating a new generative artificial intelligence (AI) technology in education. It investigates the use of ChatGPT in personalized learning, assessment and content creation and examines ways to manage its limitations and some ethical considerations. The purpose is to stimulate discussion on the effective application of ChatGPT as a tool for learning and skill development while remaining mindful of the ethical issues involved.

The methodology in this article includes four steps: a literature search, screening and selection, analysis and synthesis. The literature was thoroughly screened and selected on the basis of its relevance to the research question, before selected material were carefully read and analyzed. The insights gained from this analysis were then synthesized to identify key considerations in integrating ChatGPT in education.

The study concludes that ChatGPT can be effectively integrated into education to automate routine tasks and enhance the learning experience for students, ultimately increasing productivity and efficiency and fostering adaptive learning. However, the limitations of ChatGPT, even when updated, must be borne in mind, including factual inconsistencies, potential bias promotion, lack of in-depth understanding and safety concerns. The study nevertheless highlights the benefits of responsibly integrating ChatGPT within the field of education.

This study has practical implications for educators and policymakers who are interested in the integration of AI technology in education. The study provides insights of using ChatGPT in education.

This article contributes to the existing literature by specifically examining the advantages of integrating ChatGPT in higher education and offering recommendations for its responsible use. Moreover, the article emphasizes ethical considerations in the context of ChatGPT integration.

Consumers are increasingly choosing social media over other channels and mechanisms for grievance redressal. However, not all social media grievances elicit a response from businesses. Hence, in this research the authors aim to explore the effect of the complainant's social characteristics and the complaint's social and content characteristics on the likelihood of receiving a response to a grievance from the business on social media.

The authors build a conceptual model and then empirically test it to explore the effect of the complainant's characteristics and the complaint's characteristics on the likelihood of response from a business on social media. The authors use data of consumer grievances received by an Indian airline operator on Twitter during two time periods – the first corresponding to lockdown during Covid-19 pandemic, and the second corresponding to the resumption of business as usual following these lockdowns. The authors use logistic regression and the hazard rate model to model the likelihood of response and the response delay, respectively, for social media customer grievances.

Complainants with high social influence are not more likely to get a response for their grievances on social media. While tagging other individuals and business accounts in a social media complaint has negative effect on the likelihood of business response in both the time periods, the effect of tagging regulatory bodies on the likelihood of response was negative only in the Covid-19 lockdown period. The readability and valence of a complaint were found to positively affect the likelihood of response to a social media grievance. However, the effect of valence was significant only in lockdown period.

This research offers insights on what elicits responses from a service provider to consumers' grievances on social media platforms. The extant literature is a plenty on how firms should be engaging consumers on online media and how online communities should be built, but scanty on grievance redressal on social media. This research is, therefore, likely to be useful to service providers who are inclined to improve their grievance handling mechanisms, as well as, to regulatory authorities and ombudsmen.