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Objective To survey the psychological reaction status and influencing factors of the nurses in a class 3A hospital of Chengdu under the normalized prevention and control of COVID-19 epidemic to provide a theoretical basis for the related department of the hospital formulating the interventional strategy. Methods The cluster sampling methods was used to select 1 079 nurses in a class 3A Women and Children Specialized Hospital of Chengdu City as the study subjects under trending to normalized prevention and control after the outbreak of the novel coronavirus infection from May to June 2021.The self-made general data qestionnaire, Generalized Anxiety Disorder（GAD-7) scale and Maslach Burnout Inventory (MBI) were used to conduct the questionnaire survey, and the SPSS25.0 statistical soft was used for conducting the data analysis. Results Among 1 079 nurses, 304 nurses（28.2%） had the GAD-7 score ≥5 points, which was correlated with the education background, working years, professional and technical posts, working post during the epidemic, awareness of the impact of COVID-19 on work and social and family support, and the differences were statistically significant（P＜0.05）.In the work burnout scale, the subjects with meddle and high levels in the emotion burnout sense, work apathy sense and work non-achievement sense accounted for 40.7%（439/1 079）,33.3%（359/1 079） and 65.7%（709/1 079） respectively. Different professional and technical positions, work position and social and family support during the epidemic had the influence on the level of emotional burnout, different professional and technical posts, work positions during epidemic had the influence on the work apathy sense, different the educational backgrounds and profesional and technical posts and work posts during epidemic had the influence on the work non-achievement sense, and the differences were statistically significant（P＜0.05）.The nurses in the first line epidemic prevention posts had significant work burnout sense. Conclusion The nurses had a certain degree of anxiety and work burnout sense from COVID-19 epidemic outbreak to the normalized prevention and control, which needs to give the psychological support and better prevention and control strategies. (English) [ FROM AUTHOR] 目的 调查成都某三甲妇女儿童医院护士在新型冠状病毒感染(新冠)疫情常态化防控下心理反应状况及影响因素，为医院相关部门制定干预策略提供理论依据。方法 采用整群抽样方法选取2021年5-6月新冠疫情暴发流行后逐渐趋于常态化防控下成都市某三甲妇女儿童专科医院护士1 079名作为研究对象，使用自制一般资料问卷、广泛性焦虑量表、工作倦怠感量表对其进行问卷调查，采用 SPSS25.0 统计软件进行数据分析。结果 1 079名护士中广泛性焦虑量表评分大于或等于5分者304名(28.2%),与学历、工作年限、专业技术职务、疫情防控期间所在工作岗位、新冠疫情对工作影响的认知、社会家庭支持相关，差异均有统计学意义(P＜0.05);工作倦怠感量表的情感倦怠感、工作冷漠感、工作无成就感的中、高水平者分别占40.7%(439/1 079)、33.3%(359/1 079)、65.7%(709/1 079),不同专业技术职务、疫情防控期间所在工作岗位、社会家庭支持对情感倦怠感水平有影响，不同专业技术职务、疫情防控期间所在工作岗位对工作冷漠感有影响，不同学历、专业技术职务、疫情防控期间所在工作岗位对工作无成就感有影响，差异均有统计学意义(P＜0.05),一线防疫岗位护士有明显的工作倦怠感。结论 新冠疫情暴发至常态化防控下护士存在一定程度的焦虑症状和工作倦怠感，需要给予心理支持及更好的防控策略 (Chinese) [ FROM AUTHOR] Copyright of Journal of Modern Medicine & Health is the property of Journal of Modern Medicine & Health and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full . (Copyright applies to all s.)
ABSTRACT
This study sought to investigate the impact of COVID-19-induced flexible work arrangements (FWAs) on gender differences in research outputs during COVID-19. A mixed research methodology was used, focusing on higher learning institutions in Zimbabwe. Purposive sampling was applied to select 250 researchers from the 21 registered universities in Zimbabwe. The study's findings revealed that institutions of higher learning in Zimbabwe did not provide the necessary affordances to enable both male and female academics to work from home effectively. The study also established that FWAs were preferred and appreciated by both male and female academics. However, whilst both male and female academics performed their teaching responsibilities without incident, unlike males, females struggled to find time for research, thus affecting professional growth and development negatively for female academics. Cultural traditions were found to subordinate females to domestic and caregiving responsibilities unrelated to their professions. The findings raise questions on the feasibility of the much-recommended FWAs for future work on female academics' research careers. Thus, without the necessary systems and processes to support female researchers, FWAs can only widen the gender gap in research outputs. This study contributes to the Zimbabwean higher learning institutions' perspective on how FWAs' policies and practices could be re-configured to assist female researchers in enhancing their research outputs as well as their career growth.
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The COVID-19 pandemic has accelerated digital transformations across industries, but also introduced new challenges into workplaces, including the difficulties of effectively socializing with colleagues when working remotely. This challenge is exacerbated for new employees who need to develop workplace networks from the outset. In this paper, by analyzing a large-scale telemetry dataset of more than 10,000 Microsoft employees who joined the company in the first three months of 2022, we describe how new employees interact and telecommute with their colleagues during their "onboarding"period. Our results reveal that although new hires are gradually expanding networks over time, there still exists significant gaps between their network statistics and those of tenured employees even after the six-month onboarding phase. We also observe that heterogeneity exists among new employees in how their networks change over time, where employees whose job tasks do not necessarily require extensive and diverse connections could be at a disadvantaged position in this onboarding process. By investigating how web-based people recommendations in organizational knowledge base facilitate new employees naturally expand their networks, we also demonstrate the potential of web-based applications for addressing the aforementioned socialization challenges. Altogether, our findings provide insights on new employee network dynamics in remote and hybrid work environments, which may help guide organizational leaders and web application developers on quantifying and improving the socialization experiences of new employees in digital workplaces. © 2023 ACM.
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After two years of online learning, minor changes happened in some tiny places which we may not always notice. These changes may impact the school management, education arrangement, and curriculum design: what do students expect from their teachers, and the school? Are they expecting forever online learning, and getting their degree completely online? In this study, we examined 93 final-year students from the school of computing science which mainly used work-based learning applied to learn pedagogy. We analyze their viewpoint on how COVID-19 changed their understanding of teaching and learning: what is the role of teachers and students? And how do they see the arrangement for the internship program? We found that over 92% of students agree that a creditable degree can better secure a job;over 68% of the students believed that face-to-face teaching is still a better choice, but at the same time, over 73% wish to have the materials recorded so that they can access them at their convenience time. We also examined some of the course design elements, especially those related to the internship program, to achieve a possible curriculum improvement for the students in the Asia Pacific region. © 2022 ACM.
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This study identified and analysed the job satisfaction of married female employees working from home during the prolonged COVID-19 pandemic. The research was conducted in Jakarta. This study adopted a quantitative approach, using surveys and sturctural equation modelling (SEM). The results were then obtained using the Lisrel 8.5 program. The population in this study were female employees who were married and working from home in Jakarta. The sampling technique used was a nonprobability sampling method, with a purposive sampling technique. The findings are surprising, as work from home (WFH) had no positive effect on work stress and work-life balance. Work-life balance also had no negative effect on job satisfaction. The implication of this finding is that companies can make new policies that regulate working hours and put in place new mechanisms for working in the office or from home. © 2022, Nigerian Economic Society. All rights reserved.
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The COVID-19 pandemic accelerated many organisations' reliance on the Internet, with schools, companies, and government agencies, among other institutions, all shifting their operations online in a relatively short period of time. This sudden shift created opportunities for cybercriminals, as did the burden on the healthcare sector, the rush for unemployment benefits, and the desire for up-to-date information about outbreaks and health precautions. This chapter examines the trends in cybercrime during the COVID-19 pandemic that were spurred by these changes, as well as the mitigation measures implemented by government and private industry stakeholders to help protect critical infrastructure and online operations. It argues that the nature of cybercrime and the most common forms of criminal activity did not change substantially during the pandemic, but rather that criminals' focus on whom to target and how to exploit evolving current events enabled them to wield existing criminal tools to greater effect, and potentially also at greater scale, though reliable statistics on the frequency and size of cybercrimes are scarce. Finally, the chapter considers how these trends in cybercrime forced private organisations and governments to undertake new cybersecurity measures and programs and whether the long-term effects of the pandemic might actually include stronger cybersecurity if these efforts continue past the end of the public health crisis. © 2023 the authors.
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Background: The overarching aim of the study was to (1) investigate how working with COVID-19 patients has impacted work environment, and (2) to identify how factors in the work environment impact adverse health outcomes among hospital personnel (HP), throughout the four waves of the pandemic. Material(s) and Method(s): In a web-based survey altogether 2472 HP participated from four large university hospitals in Norway, whereof N = 680 in April-June 2020 (T1), N = 1073 in December-January 2020/2021 (T2), N = 818 in April-May 2021 (T3), and N = 972 in December 2021-February 2022 (T4). At each time point participants reported on pandemic related work tasks, work environment and adverse health outcomes. Somatic symptoms, psychological distress, posttraumatic stress symptoms and burnout served as outcomes of multivariable linear regression models. The percentage of responders involved in ICU treatment of COVID-19 patients varied between 21% and 40% from T1-T4. Result(s): Reported stressors altered in strength during the 4 waves. Preliminary results indicate that exposure to patients with COVID-19 was associated with more frequent experience of work environmental factors. Compared to colleagues not working with patients with COVID-19 HP reported challenges related to professional competency and training, predictability in teams and work environment, manageable workload, adequate help and support for work stress management, user-friendliness of Personal Protection Equipment and infection protection safety. Furthermore, these environmental factors were associated with symptoms of psychological unhealth on at least one timepoint. Conclusion(s): The results may help guide organizational efforts to maintain professional competency and to reduce stress more efficiently among hospital personnel at different stages in response to long-term crises.
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Organizational citizenship behavior (OCB) is necessary in overcoming emergency conditions, including learning difficulties such as experienced during and after the Covid-19 pandemic. Therefore, this research explored the visionary leadership effects of teachers' OCB through quality of work-life (QWL) and organizational commitment, and developed a new empirical model of the mediation mechanism. A quantitative approach with a survey method was used in this research, where Likert-scale questionnaires were distributed to 387 social sciences teachers in Indonesia. Using structural equation modeling (SEM) analysis, it was found that visionary leadership, QWL, and organizational commitment have a significant effect on OCB;visionary leadership significantly influences QWL and organizational commitment;and visionary leadership has a significant effect on OCB through QWL and organizational commitment. This evidence promotes a new model regarding the effect of visionary leadership on teachers' OCB mediated by QWL and organizational commitment. It not only confirms several previous studies as the basis for developing this research hypothesis, but is also an antithesis to previous research with contradictory conclusions. With such conditions, the new model provides theoretical and practical contributions which require in-depth and critical discussion before it is adopted or adapted as a model in improving teacher OCB via visionary leadership supported by QWL and organizational commitment. © Authors This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License (CC BY-NC-ND 4.0)
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This chapter is contextual in nature. It provides an overview of the impact of COVID-19, highlighting both the significant number of deaths caused by the pandemic as well as the economic disruption that occurred. Particular attention is paid to the role of digital technologies during the pandemic, which enabled a wide range of activities (e.g. work, education and shopping) to go online. The disruptive impact of COVID-19 is widespread and far-reaching, with the pandemic acting as a 'change agent' expanding and encouraging the greater use of digital technologies. The second half of the chapter presents summaries of the other chapters in the book. In doing so, it illustrates the scope and scale of the impact of COVID-19, the multitude of different challenges it has caused, and how these varied across different regions and contexts, as well as the diversity of reactions to the pandemic. Some of these reactions are technical in nature, while others are commercial and political. The summaries also draw attention to ongoing policy debates, the significance of which has been heightened by the pandemic. © 2023 the authors.
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COVID-19 transformed frontline anti-violence workers' organizational routines by transitioning to virtual formats, decreasing face-to-face interactions, and shifting client needs. To address ever-changing workplace stressors, service providers adapted and/or modified coping mechanisms. In this paper, we analyze interviews with 23 anti-violence workers in the US Great Plains region, focusing on tactics used to avoid burnout and meet client needs. We discuss how workplace pace, direct-action coping practices, and a lack of inter/intra-agency social support impact how workers do their necessary jobs. Though some challenges were pervasive pre-pandemic, anti-violence workers' experiences also highlight how "post-COVID-19” workplaces must adequately support staffers. © The Author(s) 2023.
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On the verge of the expiry of land contracts, it is theoretically and practically important to explore the willingness and motivations of farmers to stabilize the land contract relationship, with regards to protecting their land contract rights, addressing potential contradictions during the land contract extension, and maintaining the stability of contracted land. Using China Land Economic Survey Data in 2020, this paper explores the impact of differences in areas per capita of household contracted land on farmers' willingness to stabilize land contract relationship. The findings show that most farmers support the stability of land contract relationship;the smaller areas per capita of contracted land are occupied by households than the average in the village, the weaker of the farmers' willingness to stabilize the land contract relationship. The difference between the areas per capita of contracted land ownership of a household and the average in the village has a greater impact on the willingness to stabilize land contract relationship for middle-and low-income farmers, while the development of land transfer market does not increased the willingness. Affected by the COVID-19 pandemic, the land plays a more important role of employment security, which reduces farmers' willingness to stabilize the land contract relationship. Furthermore, the promotion of socialized agricultural service has also mitigated the willingness of farmers o stabilize the land contract relationship.
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This study examines the use of information and communications technology (ICT) in remote work practice during the COVID-19 pandemic by integrating task-technology fit theory and the post-acceptance model of IS continuance into a research framework. In addition, it operationalizes the technological characteristics of TTF (task-technology fit) with the technology acceptance model (TAM) and the diffusion of innovation (DOI) theory. The methodology to test the research model takes support from the partial least squares structural equation modeling (PLS-SEM) method using a sample of 320 employees. The results show that TAM significantly explains TTF. Furthermore, there is a positive impact of ICT use on individual and organizational performance. User satisfaction has the most significant effect on individual performance, organizational performance, and IS continuance intention. The authors provide some managerial implications for addressing the challenges of remote work related to ICT disruptions for the post-COVID-19 period.
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COVID-19 triggered a monumental shift to remote work. The challenge of connecting and relating among knowledge employees emerged globally, and research about remote work in this unique circumstance surged. However, we know more about the impact of remote work on knowledge employees in low-context cultures than in high-context. Given that Brazil is high context, we explored how remote work impacted relating and connecting among knowledge employees in Brazil. First, employees lost the informality of work-life;instead of informal, fluid communication and collaboration, participants had to book appointments and schedule time to discuss simple issues. Second, good-humoured behaviours diminished, implicating connectedness. Third, non-verbal communication ceased, and employees lost facial expressions, eye contact, and other prevalent signs necessary for context. Fourth, the loss of unstructured exchange of experiences and ideas lessened tacit knowledge sharing. Fifth, workspace inequalities emerged as the employees' homes were unequipped for remote work. Lastly, the most significant win was work-life balance. Therefore, remote work in high-context cultures is not without peril;culture and socioeconomics underline remote work's self-generating, self-organizing mechanisms. Thus, corporate leaders and human resource professionals should address remote work as a layered phenomenon and, carefully, with employees, co-construct the notion of connecting and relating. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
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The COVID-19 pandemic has caused disruption to the economy due to the increasing infection that affects the workforce in different sectors. The Philippine government has imposed lockdowns to control the spread of infection. This urged the different sectors to implement flexible work schedules or work from home setup. A work-from-home (WFH) setup burdens both the employee and employer by installing different equipment set-ups such as WiFi-equipped laptops, computers, tablets, or smartphones. However, the internet stability in some of the areas in the Philippines is not yet reliable. In this study, an application is used collect survey information and provide an estimate of the telework internet cost requirement of a given government employee or a given government employee implementing a work-from-home set up in their respective household. This involves survey results from different respondents who are currently on a work-from-home setup and significant factors from the survey have been analyzed using machine learning (ML) algorithms. Among the machine learning algorithms used, the ensemble bagged trees model outperformed the other ML models. This work can be extended by incorporating a wider scope of datasets from different industry doing work from home set-up. In addition, in terms of education, it is also recommended to determine the WFH set up not just with the government employee and employer but to also extend this into the education side. © 2022 IEEE.
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Italy was the first Western EU country to have dealt with the severe effects of the widespread Covid-19 virus since the pandemic began. Many healthcare services were negatively affected, and the delivery of palliative care has been no exception. The Italian healthcare system has suffered more than others due to public spending cuts. The hospital-based approach has not allowed all patients to receive appropriate care. This situation was brought about not only by the pandemic emergency but mainly by pre-existing shortages due to the cut in financial resources before the Covid-19 pandemic. For countries similar to Italy, it is necessary to develop territorialised health care, decongestion hospitals, and strengthen the Third Sector, particularly the voluntary sector. © EuroMediterranean Biomedical Journal 2023.
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The ‘forced' telework from home during the pandemic changed the practices, routines, and especially the working contexts of many employees in a leadership position as leaders themselves became teleworkers in addition to those they were expected to lead. This chapter looks at the challenges and resources of working from home (WFH)-and their ambivalences-among teleworkers and teleworking leaders during the first phase of the COVID-19 pandemic. Survey data was collected immediately after the lockdown. From this data, two subsets were filtered. First, the responses of teleworkers (N = 228) and, second, of teleworking leaders (N = 195) were identified and analysed in regard to the ‘the most challenging' and ‘the most rewarding' issues when working from home. The study shows that telework from home is ‘Janus-faced': telework is simultaneously challenging and rewarding in several respects. In addition, teleworking leaders have a dual role, as they must both adapt to working at home as teleworkers themselves and to being leaders of homeworkers. The findings can be used for designing, organizing, performing, and leading hybrid work in the future. In this evolving ʼnew normal, ' leaders need to adapt to their dual role, learn new leadership competencies, and encourage their employees to lead themselves. © The Author(s), under exclusive license to Springer Nature Switzerland AG 2023.
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The COVID-19 pandemic has cost the lives of an enormous number of individuals around the world, isolated people, and disrupted businesses. These are the direct and devastating consequences of the disease, however there are other peripheral impacts as well. The pandemic is continuing to threaten the work-life balance (WLB) of employees, disrupting their domestic lives, intensifying their general stress levels, and impacting their ability to focus on their careers. This is a significant problem for both working women as well as men, however this study suggests the negative impact is more disruptive to women. Women represent approximately 46% of the human resources for organizations and they are major contributors to advancements in domains such as healthcare, education, government, and commercial development. Organizations, as a defensive measure, need to adapt policies and procedures in an attempt to moderate the disruptive influences the virus is having on their human resources. This paper explores the extant literature and defragments diverse COVID-19 studies to capture an overall picture of the unique impact the pandemic is having on working women. A qualitative study involving semi-structured in-depth interviews with 20 professional women was conducted. Interviews were reviewed holistically with themes across interviews identified. Resulting themes include WLB expectations post-COVID-19, childcare, employers and expectations, and return to work. Thematic findings are discussed and observations relative to organizational implications are provided. Also offered are thoughts and suggestions for the enhancement of WLB, thereby benefiting both women and their organizations.