Advantages of and Barriers to Crafting New Technology in Healthcare Organizations: A Qualitative Study in the COVID-19 Context.

Nursing professionals are constantly required to adapt to technological changes, and especially so in the wake of COVID-19, which has prompted the development of new digital tools. A new and specific form of job crafting in relation to new technology has recently emerged in the literature; that is, adoption job crafting. However, little is known about this specific form of job crafting, especially within the pandemic context. We aim, in this study, to explore the advantages of and barriers to adoption job crafting. We used NVivo software to analyze 42 semi-structured interviews conducted during COVID-19. Our findings revealed that nurses had proactive and positive attitudes toward new technology (adoption job crafting) to enhance efficiency, sustainability, well-being, virtual teamwork, communication, and knowledge sharing. We also identified many barriers to adoption job crafting due to several organizational obstacles, such as the lack of human resource management practices, especially training, and the characteristics of the technology used. We contribute to the literature by documenting innovative cases of and barriers to adoption job crafting, which have not been explored before. These findings stress the necessity to adopt human resources practices, especially training, to foster positive job crafting among nurses and safeguard their adaptive expertise.

Job Demands and Job Resources Among Western Airline Cabin Crews: A Comparative Study of Canadian, German, and French Flight Attendants

Flight attendants are frontline workers in charge of onboard security, safety and customer service. They are required to perform a number of tasks requiring physical and psychological efforts associated with numerous health costs for this group of workers. In the aftermath of Covid-19, flight attendants employed at major airlines will likely be faced with increased job demands. However, little is known about how widespread job resources are among Western cabin crews. Based on recent findings in flight attendant job-demands literature along with the ability-motivation-opportunity (AMO) framework in strategic HRM, this paper questions airline leeway and choices in resource allocation to flight attendants in a cross-country comparison of perceived job demands, job resources, stress and burnout among Canadian, French and German cabin crew. Despite belonging to similar institutional contexts, German flight attendants scored consistently better than the French on most job demands and burnout, while presenting the most varied offer of organizational resources.