Workplace attachment: Perceived employee support and commitment: A qualitative, descriptive, phenomenological study

The purpose of this qualitative phenomenological descriptive study was to understand how employees perceive the level of support received from their employers in the workplace. The study encompassed employees with both secure and insecure attachment style types from across the entire State of Maryland. The study collected data via interviews from the participants, taking note of their perceptions of how they felt supported in the workplace. Twelve participants with varying occupations were selected and completed the following: a qualifying questionnaire, a workplace attachment questionnaire (Self-Reliance Inventory), and a personal semistructured, open audio interview with the researcher. Data was analyzed using the Braun & Clarke 6 Step Thematic Analysis Approach. As a result of the analysis, five themes emerged: Workplace, Work, Agency, Job & Organization;Management;Colleagues & Coworkers;Support & Commitment;and COVID-19. There is a research gap on this topic in workplace studies and employee attachment. By conducting this study, future researchers would be able to build upon this research to continue improving relationships in the workplace. (PsycInfo Database Record (c) 2023 APA, all rights reserved)

Impacts of the Strength and Conformity of Social Norms on Well-Being: A Mixed-Method Study Among Hybrid Workers in Japan

Previous studies have suggested that organizational social norms can positively affect employee well-being. However, such social norms have not been well developed during the post-COVID-19 transition to hybrid work, which combines office and remote work, and it is unclear how employees' perceptions of social norms for hybrid work affect their well-being. In this study, we investigated the impact of social norms for hybrid work on the well-being of hybrid workers living in Japan through a mixed-method approach consisting of an online survey (n = 212) and semi-structured interviews (n = 20). The results indicate that hybrid workers who feel subject to strong social norms have lower well-being. Conversely, those who are more willing to conform to social norms have higher well-being. Given our findings, we discuss implications for the design of systems to help hybrid workers conform to organizational social norms and to improve their well-being. © 2023 ACM.

Assessing Trust in Online Collaboration in E-government during the COVID-19 pandemic: An Employee Perspective

Due to the outbreak of the COVID-19 pandemic, firms and institutions have to shift to work from home to prevent the spreading of the pandemic. As a public sector, employees in government institutions also collaborate online during the lockdown. Collaboration online has been identified as a challenge for employees. While our understanding of how employees' perception and trust of the e-government is still limited. To address this research gap, this study intends to investigate the antecedents of employees' trust in e-government during their work process in the new normal. By conducting a qualitative study with 14 in-depth interviews with employees with e-government experience during the COVID-19 pandemic, we extracted several key antecedents of employees' trust in e-government. Based on the qualitative data analysis, a theoretical model of trust antecedents was proposed. Our study provides a deep understanding of the specific antecedents of employees' trust in the e-government context. © 2022 IEEE Computer Society. All rights reserved.

Employee Perception of Enforced Telework in the Context of the Covid-19 Pandemic

Natural catastrophes, human-made disasters, or as most recently pandemics can force governments to impose telework for their citizen. With Twitter data from the Covid-19 time, where telework was required in Great Britain for certain periods, we look at employees' experience of telework. Our preliminary results indicate a more positive perception of telework while it was enforced due to Covid-19 restrictions, compared to a regular telework period. In our future research, we plan to deepen the understanding of the employees' topics of concern and to develop a model explaining how enforcement affects their perception of telework. © 2022 Owner/Author.

Self-rated health implications of noise for open-plan office workers: An overview of the literature

In open-plan offices (OPO), workspaces without ground-to-ceiling dividers, noise is one of the most complained about aspects, causing physical and psychological impacts. With the increasing interest for a human-centric design, notably after the publication of ISO 22955, this review aims to identify the main noise sources in this office layout and the employees' perception of related health effects, evaluating the interventions proposed to overcome their impacts. Following the PRISMA guidelines, a review was conducted using the Scopus and PubMed databases, considering subjective questionnaires distributed in offices, which could include physical workspace assessment. It excluded studies limited to: (a) laboratory experiments;(b) isolated cognitive tests;(c) office layouts other than OPO;(d) systematic reviews;and (e) mathematical models. Sixty studies were identified and the screening process resulted in 11 selected for inclusion, which indicated irrelevant speech, chatting, and telephone ringing as the main noise sources causing productivity loss, stress, and low comfort rates due to distraction and lack of privacy. To overcome these impacts, researchers suggested the use of sound-absorbing surfaces, separated zones for different tasks and headphones, although their effectiveness relies on human behaviour and economic feasibility. Thus, the evidence indicates that noise is a recurrent issue in OPOs, it demonstrates the importance of appropriate acoustic performance of the workspace and the necessity of new studies regarding OPO workers' perception of noise and their health, particularly after the COVID-19 new safety guidelines. © The Author(s) 2023.

An Approach to Strengthen Pandemic Resilience of the IT Industry Considering Employees Perception—A Systematic Survey

The whole world is presently battling against the Coronavirus pandemic, which has tested every aspect of life. The virus spread has severe implications on the global economy. In the face of a deteriorating economic environment brought on by globalisation, Indian industries must bear the significant economic brunt and suffer severe consequences. One among the seriously affected industry is the well-reputed Indian IT industry. During COVID 19 era, employees from the IT sector have faced various troublesome situations. In the present study, a web-based survey consisting of questions concerning WFH during pandemic has been conducted to visualise the repercussions caused due to COVID 19 pandemic. This paper studies the benefits, challenges, and implications for IT firms moving forward while also analysing employees’ perceptions of the current work situation to improve the current systems. © 2023, The Author(s), under exclusive license to Springer Nature Singapore Pte Ltd.

Formal and informal learning as deterrents of turnover intentions: Evidence from frontline workers during a crisis

Employee learning and development is critical to organizational success, particularly during times of crisis when increased volatility and demand necessitate adaptability and skill. We draw on theories of workplace learning and social exchange to investigate the unique influence of formal training, informal learning, and organizational support for training on the turnover intentions of frontline workers battling COVID-19. Survey data were gathered from a sample of Direct Support Professionals (N = 481) in New York state who continued their work supporting individuals with developmental and intellectual disabilities during the global coronavirus pandemic. The results support our predictions that employee engagement in formal training and, to a lesser extent, informal learning, as well as individuals' perceptions of organizational support for training, explain unique variance in turnover intentions. Alternative predictors. including tenure and region, explained some unique variance in turnover intentions, but neither age nor learning goal orientation demonstrated meaningful effects. Relative weights analysis revealed that the strongest negative predictors of to mover intentions were organizational support for training and engagement in formal training. Altogether these findings identify possible methods of deterring turnover intentions, by highlighting the key role that organizations play in supporting continuous learning amongst their employees, even in times of crisis. Implications of this study are discussed for research and practice on workforce learning and development for frontline workers and others, more generally.