Your browser doesn't support javascript.
Show: 20 | 50 | 100
Results 1 - 2 de 2
Add filters

Document Type
Year range
BMC Public Health ; 22(1): 1987, 2022 10 31.
Article in English | MEDLINE | ID: covidwho-2098328


BACKGROUND: The COVID-19 pandemic has drastically changed various aspects of our lives, including how we work. Since the start of the pandemic, numerous organizations in Canada have mandated their employees to work from home (WFH) on a full-time basis. The rapid rise in the number of remote workers and the possibility for WFH continuing in the future signifies the importance of understanding the health and well-being of employees working from home over the course of the pandemic in Canada. We present the findings of two surveys (initial and 6-month follow-up) to examine the health and well-being of WFH employees during the COVID-19 pandemic in Canada. We analyzed the changes in mental and physical health and well-being of employees who were working from home between two time points during the pandemic. METHODS: Initial survey was completed between October 2020 and December 2020 (n = 1617); follow-up survey was completed between May 2021 and June 2021 (n = 382). We calculated the frequencies for survey questions involving demographics, WFH preferences, workstation setup training, employment situation, provision of hardware technologies, provision and usage of software technologies, and organization's return to work plan. We conducted Wilcoxon signed-rank tests to analyze the within-individual changes in mental and physical health and well-being of the 382 respondents who completed both the initial and follow-up surveys. RESULTS: Our analyses showed significant changes in various aspects of employee mental and physical health and well-being. Burnout, stress, general mental health, and job insecurity levels significantly decreased between the two time periods. Work-related sedentary behaviour reduced over time; however, the average proportion of time spent sitting during work hours was more than 80% in both surveys. Employees received more help and feedback from their colleagues and experienced a better sense of community with their co-workers over time. CONCLUSION: The findings can inform workers and organizations on the changes in mental and physical health and well-being of employees working from home during the pandemic. By understanding the changes in worker health and well-being, employers can develop effective strategies and implement policies that help protect employees' health and well-being.

COVID-19 , Humans , COVID-19/epidemiology , Pandemics , Canada/epidemiology , Mental Health , Employment
PLoS One ; 17(10): e0274728, 2022.
Article in English | MEDLINE | ID: covidwho-2065124


Work-from-home has become an increasingly adopted practice globally. Given the emergence of the COVID-19 pandemic, such arrangements have risen substantially in a short timeframe. Work-from-home has been associated with several physical and mental health outcomes. This relationship has been supported by previous research; however, these health and safety issues often receive little resources and attention from business perspectives compared to organizational and worker performance and productivity. Therefore, aligning work-from-home practices with business goals may help catalyze awareness from decision makers and serve to effectively implement work-from-home policies. We conducted a review to synthesize current knowledge on the impact of work-from-home arrangements on personal and organizational performance and productivity. Four large databases including Scopus, PubMed, PsychInfo, and Business Source Complete were systematically searched. Through a two-step screening process, we selected and extracted data from 37 relevant articles. Key search terms surrounded two core concepts: work-from-home and productivity/performance. Of the articles published prior to the COVID-19 pandemic, 79% (n = 19) demonstrated that work-from-home increased productivity and performance whereas 21% (n = 5) showed mixed or no effects. Of the articles published during the pandemic, 23% (n = 3) showed positive effects, 38% (n = 5) revealed mixed results, and 38% (n = 5) showed negative effects. Findings suggest that non-mandatory work-from-home arrangements can have positive impacts on productivity and performance. When work-from-home becomes mandatory and full-time, or external factors (i.e., COVID-19 pandemic) are at play, the overall impacts are less positive and can be detrimental to productivity and performance. Results will help foster an understanding of the impact of work-from-home on productivity and performance and inform the development of organizational strategies to create an effective, resilient, and inclusive work-from-home workplace by helping to effectively implement work-from-home policies that are aligned with business goals.

COVID-19 , Pandemics , COVID-19/epidemiology , Efficiency , Humans , Teleworking , Workplace