Migrants' human rights and health protection during the COVID-19 pandemic in the Mediterranean Sea: what we have learnt from direct inspections in two Italian hotspots.

This study aims to assess the situation of Italian hotspots for migrant reception during the COVID-19 pandemic, and specifically analyzing the situation of two hotspots located in the Sicily Region (Pozzallo harbor and Lampedusa Island), to identify critical issues. At the same time, we hypothesize solutions to guarantee the respect of human rights and suggest an operational protocol to be applied in similar situations, considering that the migration phenomenon is increasing and involving new geographical areas. Based on data obtained through the site inspections, the facilities of Pozzallo and Lampedusa exceeded their capacity to adequately contain the spread of the SARS-CoV-2 infection. Considering these findings, we suggest a practical workflow summarizing the main actions that should be applied to contain COVID-19, or other infectious disease, spreading in hotspots for migrants. The impact of the COVID-19 pandemic on migrants has received limited attention, although the migration phenomenon did not slow down during the pandemic period. Regarding the risk of spreading infectious diseases such as COVID-19, it is necessary that those countries who are most exposed to migration flows, such as Italy, plan dedicated strategies to minimize the possibility of transmission of SARS-CoV-2, using adequate protocols to monitor the possible insurgence of variants of interest (VOIs) or variants of concern (VOCs). Finally, it is important to state that these suggestions could be applied in any future pandemics.

Working Remotely During the COVID-19 Pandemic: Work-Related Psychosocial Factors, Work Satisfaction, and Job Performance Among Russian Employees

Background The spread of COVID-19 has forced organizations to quickly offer remote work arrangements to employees. Objective The study focuses on remote work during the first wave of the pandemic and describes how Russian employees experienced remote work. The research has three main objectives: (1) to investigate the influence of gender and age on employees' perceptions of remote work;(2) to investigate the relationship between remote work and psychosocial variables, such as remote work stress, remote work engagement, and family–work conflict;(3) to examine whether and how much such psychosocial factors are related to remote work satisfaction and job performance. These objectives were the basis for developing six hypotheses. Design A cross-sectional study involved 313 Russian employees. Data were collected using an online survey distributed in April and May 2020. The hypotheses were tested using ANOVA, correlations, and multiple linear regression analyses. Results Women experienced more stress and more engagement when working remotely;older employees perceived remote work as a less positive experience;opinions about remote work and remote work engagement were positively related to remote work satisfaction;leader–member exchange (LMX) was a significant predictor of job performance. Conclusion During the lockdown, remote work was perceived as a positive experience. We discuss some practical implications for organizations and managers.

Is a Good Boss Always a Plus? LMX, Family–Work Conflict, and Remote Working Satisfaction during the COVID-19 Pandemic

This study investigated the relationships between leader–member exchange (LMX) and workers' perceptions of family–work conflict (FWC) and between LMX and satisfaction with remote working (SRW). It also assessed the moderating effect of employees' ability to cope (AC) with the work in the interaction between LMX and FWC. Using a cross-sectional design, this study tested a moderated mediation model using Model 7 of Macro 'PROCESS';for SPSS. The study sample consisted of 455 employees engaged in remote working activities during the COVID-19 health emergency. Surprisingly, the results showed that LMX was positively associated with FWC, while the latter was negatively associated with SWR. There were neither direct nor indirect effects of LMX on SRW, but the moderation of the AC with work on the relationship between LMX and FWC was significant and negative. In particular, the results showed that, in workers who reported lower values of AC, the increase in the quality of LMX also corresponded to an increase in FWC. Conversely, in employees with very high AC, as LMX increased, FWC decreased. Good relationships with the boss in a new and challenging situation such as remote working during COVID-19 threatens employees' well-being when accompanied by poor coping skills. This study sheds light on these mechanisms and opens new questions in the literature about family–work conflict and remote working.

Working Remotely During the COVID-19 Pandemic: Work-Related Psychosocial Factors, Work Satisfaction, and Job Performance Among Russian Employees.

Background: The spread of COVID-19 has forced organizations to quickly offer remote work arrangements to employees. Objective: The study focuses on remote work during the first wave of the pandemic and describes how Russian employees experienced remote work. The research has three main objectives: (1) to investigate the influence of gender and age on employees' perceptions of remote work; (2) to investigate the relationship between remote work and psychosocial variables, such as remote work stress, remote work engagement, and family-work conflict; (3) to examine whether and how much such psychosocial factors are related to remote work satisfaction and job performance. These objectives were the basis for developing six hypotheses. Design: A cross-sectional study involved 313 Russian employees. Data were collected using an online survey distributed in April and May 2020. The hypotheses were tested using ANOVA, correlations, and multiple linear regression analyses. Results: Women experienced more stress and more engagement when working remotely; older employees perceived remote work as a less positive experience; opinions about remote work and remote work engagement were positively related to remote work satisfaction; leader-member exchange (LMX) was a significant predictor of job performance. Conclusion: During the lockdown, remote work was perceived as a positive experience. We discuss some practical implications for organizations and managers.

Not All Remote Workers Are Similar: Technology Acceptance, Remote Work Beliefs, and Wellbeing of Remote Workers during the Second Wave of the COVID-19 Pandemic.

Although a large part of the world's workforce engaged in mandatory Work from Home during the COVID-19 pandemic, the experience was not the same for everyone. This study explores whether different groups of employees, based on their work and organizational characteristics (i.e., organizational size, number of days per week working from home, working in team) and personal characteristics (i.e., remote work experience, having children at home), express different beliefs about working remotely, acceptance of the technology necessary to Work from Home, and well-being. A study was conducted with 163 Italian workers who answered an online questionnaire from November 2020 to January 2021. A cluster analysis revealed that work, organizational, and personal variables distinguish five different types of workers. ANOVA statistics showed that remote workers from big companies who worked remotely several days a week, had experience (because they worked remotely before the national lockdowns), and worked in a team, had more positive beliefs about working remotely, higher technology acceptance, and better coping strategies, compared to the other groups of workers. Practical implications to support institutional and organizational decision-makers and HR managers to promote remote work and employee well-being are presented.

The Implementation of a Remote Work Program in an Italian Municipality before COVID-19: Suggestions to HR Officers for the Post-COVID-19 Era.

This case study describes the implementation stages and some outcomes of a remote work program that was adopted in an Italian municipality before the COVID-19 pandemic. This research used a qualitative case study approach, proposing a semi-structured interview with 14 staff members (six remote-worker employees, their respective managers, and two intermediate-level managers) about the experience with the remote work program. In addition, two researchers attended two preparatory program meetings. The evidence shows that, even before the COVID-19 pandemic, remote work was mainly performed at home, for one or two days a week. Together with their manager, remote workers decided the tasks to perform remotely and the criteria to monitor remote work. Furthermore, employees appreciated the remote work program, perceiving themselves to be more productive in their work. Elements of this case study may be relevant for companies that aim to move from an emergency to a more planned remote work.

Work From Home During the COVID-19 Outbreak: The Impact on Employees' Remote Work Productivity, Engagement, and Stress.

OBJECTIVE: The COVID-19 pandemic made working from home (WFH) the new way of working. This study investigates the impact that family-work conflict, social isolation, distracting environment, job autonomy, and self-leadership have on employees' productivity, work engagement, and stress experienced when WFH during the pandemic. METHODS: This cross-sectional study analyzed data collected through an online questionnaire completed by 209 employees WFH during the pandemic. The assumptions were tested using hierarchical linear regression. RESULTS: Employees' family-work conflict and social isolation were negatively related, while self-leadership and autonomy were positively related, to WFH productivity and WFH engagement. Family-work conflict and social isolation were negatively related to WFH stress, which was not affected by autonomy and self-leadership. CONCLUSION: Individual- and work-related aspects both hinder and facilitate WFH during the COVID-19 outbreak.

Social Isolation and Stress as Predictors of Productivity Perception and Remote Work Satisfaction during the COVID-19 Pandemic: The Role of Concern about the Virus in a Moderated Double Mediation

From mid-March to the end of May 2020, millions of Italians were forced to work from home because of the lockdown provisions imposed by the Italian government to contain the COVID-19 epidemic. As a result, many employees had to suddenly switch to remote work, experiencing both troubles and opportunities. Social isolation from colleagues and the workplace represents a typical aspect of remote work which increased significantly during the social confinement imposed by the government. This study investigates the correlates of social isolation in terms of stress, perceived remote work productivity and remote work satisfaction, proposing the sequential mediation of stress and perceived remote work productivity, and the moderating role of concern about the new coronavirus. An online survey was conducted, and the responses of 265 employees showed the deleterious role of social isolation in stress, which leads to decreased perceived remote work productivity that, in turn, is related to remote work satisfaction. Furthermore, the results suggest that concern about the virus moderates the relationships between social isolation and remote work satisfaction, from one side, and remote work perceived productivity and remote work satisfaction from the other. This latter result suggests that the indirect sequential effect of social isolation on remote work satisfaction is conditional on concern about the virus. Some conclusions are drawn to support managers and HR officers in the choices to better manage employees’work during the health emergency.