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PurposeNew ways of working have rapidly increased in organizations, promising employees a better control over their work time, space, and more autonomy. The present study analyzes the relationship between new ways of working and employee engagement and productivity.Design/methodology/approachA survey was conducted to evaluate organizational practices developed based on flexible schemes and the relevance of employee engagement for better productivity based on digital tools. Data were analyzed using structural equation modeling.FindingsNew ways of work requires an integration of workspaces' design, social interaction, and individual wellness. Organizations need to recognize how employees' trust, commitment, and passion are fundamental to face current and future changes. Flexibility in time and space and digital tools for work are critical.Practical implicationsA personalization of organizational practices to support individual well-being and flexible and hybrid schemes of work are needed. Developing policies collaboratively to work together respectfully in a hybrid environment is necessary.Social implicationsHybrid work format is allowing women to balance career and childcare, reducing the wage gap with men. The green imperative has also played a role reducing the amount of carbon monoxide produced via commuter.Originality/valueThe present study exposes how organizational practices must ensure employee well-being and autonomy to perform their tasks. In this regard, employees need to be recognized as individuals, physically and mentally. Attempting to force a one-size-fit-all solution can have detrimental effects on the workforce, particularly on women, people of lower socioeconomic status, and people in less advanced economies. Personalization requests empowerment and democratization at work.
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In the arena of clinical research, gender equity accelerates research excellence: we need multiple perspectives and all the brain power we can muster to maximize research productivity and quality. [...]women physician investigators enhance enrollment of women as participants in clinical trials, which is crucial to our ability to generalize from the data and to maintain the health of women. Women are underrepresented among academic grand rounds speakers,14 speakers at medical conferences15, and award recipients from medical specialty societies.16 Time pressure is especially intense on young women faculty. Besides spending more time on domestic chores, they spend more time at work on teaching, service, and mentoring. Female primary care physicians spend more time with patients.22 Elderly hospitalized patients treated by female internists experience lower mortality and readmission rates.23 Patients undergoing coronary artery bypass grafting had shorter hospital length of stay when treated by an all-female physician team as compared with an all-male team.24 Female patients treated by male physicians following acute myocardial infarction have higher mortality than those treated by female physicians.25 Sex discordance between patient and surgeon is associated with increased likelihood of adverse postoperative outcomes-and that observation that is driven by worse outcomes for female patients treated by male physicians.26 Clinical trials play a fundamental role in bringing new medications and interventions to our patients, yet women have often been excluded from participation. Among 60 randomized controlled trials (RCTs) of lipidlowering therapies reported between 1990 and 2018, there was a modest increase in enrollment of women over time, but women remain underrepresented compared with the relative burden of disease.30 In another study of 317 RCTs of heart failure with reduced ejection fraction published in highimpact journals over the past 20 years, only 25% of participants overall were female, and females were under-enrolled in 72% of these trials.
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The purpose of this study is to examine and analyze the influence of mental workload and person-organization fit on turnover intention, using basic psychological needs frustration (BPNF) as the intervening variable in the hospital in Daerah Istimewa Yogyakarta. The sample of this study is vocational nurse in the hospital in Daerah Istimewa Yogyakarta. The sample is carried out through survey from 153 respondents, which is processed using Structural Equation Modeling (SEM) method. This study finds that mental workload does not have direct influence on turnover intention, but it is mediated (full mediation) by need for competence frustration and need for relatedness frustration. Person-organization fit has a positive influence on need for autonomy frustration. However, person-organization fit does not have an influence on turnover intention, and basic psychological needs does not mediate the relationship of these variables. This study also found that the category of mental workload is quite low, person-organization fit is low, basic psychological needs frustration is quite low, and turnover intention is low. Nurse has the extrinsic motivation of identified regulation, thus hospital leaders should bring their motivation from identified regulation to intrinsic motivation, through internalization by establishing supportive work environment, namely Islamic spiritual workplace (ISW), with basic psychological needs supporting in each of its dimension. This study is expected to be a reference for practitioners in human resource management, especially regarding human resource retention function through the implementation of ISW. ISW contributes to lower mental workload, the increase of person-organization fit, establishment of basic psychological need satisfaction, as well as the decrease of basic psychological needs frustration and turnover intention.
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FNIH will manage an ACTIV steering committee to develop an inventory of potential candidates, launch master protocols with a single control arm, and set criteria for ranking potential candidates for first-wave and subsequent evaluation. [...]a third group will tap NIH's extensive clinical trial network infrastructure to build capacity for expediting trials and to study different populations and disease stages. ?o advance vaccine development, another ACTIV group will form a collaborative framework to map epitopes and develop assays, establish protocols for sampling and immunological analyses, collect clinical data on immunological responses and endpoints, and engage with regulators on surrogate endpoints for clinical evaluation. Jill Wechsler MULTIPLE WEBSITES IDENTIFY AND TRACK RESEARCH ON COVID Widespread research activity is available from these and other organizations: * The University of Oxford Center for Evidence-Based Medicines lists more than 1000 clinical trials at http:// covid19.trialstracker.net/index.html * Bill & Melinda Gates Foundation with Cytel identifies more than 600 trials in the US and other regions at https://covid19-trialscom * TranspariMed offers a guide to multiple trials at https://www.transparimed.org/ * Bi°Century tracks vaccines and therapeutics in its COVID-19 Resource Center, https://www.biocentury.com/ clinical-vaccines-and-therapies * World Health Organization: https://www. who.int/emergencies/diseases/novelcoronavirus-2019/global-researchon-novel-coronavirus-2019-ncov/ * Regulatory Affairs Professionals Society: https://www.raps.org/newsand-articles/news-articles/2020/3/ covid-19-therapeutics-tracker
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Objectives: To investigate the prevalence of workplace violence in public health administration agencies and its effects on health outcomes. Methods: A survey was conducted in March 2022. Staff who had been working for at least one year in the Ministry of Health and Welfare or its subordinate agencies, the Department of Health, or in public health centers were recruited. Data were collected anonymously with a structured, online questionnaire. A total of 492 valid questionnaires were collected. Results: A total of 48.17% participants reported having experienced workplace violence (physical, psychological, verbal, or sexual). The most common type of violence was verbal (43.50%), followed by psychological (31.71%). Supervisors were the primary perpetrators of verbal and psychological violence, followed by clients and colleagues. Staff reported long working hours and high levels of psychological and physical stress. Furthermore, 22.97% of workers reported poor self-rated health, 60.57% had personal burnout levels higher than 50, and 63.41% reported poor mental health. Regression analyses showed that low workplace justice was most strongly associated with internal verbal and psychological violence, whereas routine work requiring interaction with the public was most strongly associated with external verbal violence. Staff who had experienced workplace violence in the past year had significantly higher risks of poor self-rated health, mental health, and personal burnout, and poor health was more strongly associated with workplace violence that originated inside the organization than with workplace violence that originated from outside the organization. Conclusions: This survey was conducted on-line anonymously, so the representativeness of our findings might be limited. However, heavy workloads and workplace violence in public health administration agencies during the COVID-19 pandemic are important issues deserving urgent attention. (Taiwan J Public Health. 2023;42(1) :42-61)
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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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This chapter explores the major lessons learned from the COVID-19 pandemic, which has strongly influenced collaboration in almost all private and public organizations. Hybrid collaboration refers to the balance between onsite and remote collaboration in such a way that organizational performance, employee involvement and innovativeness can be optimized. When we focus on different levels of aggregation, it is proposed that different balances of hybrid work collaboration are needed at the level of teams, the internal organization, and the organization in relation to its external stakeholders (ecosystem). Such a hybrid collaborating organization requires a multidisciplinary understanding and effort in which (top) management, employees, and other internal and external stakeholders share knowledge, interact, and work together to generate benefits, both tangible and intangible, that an organization can provide to what relevant stakeholders actually value. In conclusion, some dilemmas that most organizations have to deal with during their journey toward shaping hybrid collaboration organizations will be discussed. © The Author(s), under exclusive license to Springer Nature Switzerland AG 2023.
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Purpose: This paper aims at examining the impact that COVID-19 pandemic and its related work implications have on the relationship between lean implementation and service performance. Design/methodology/approach: The author surveyed service organizations that have been implementing lean for at least two years and remotely maintained their activities during the COVID-19 outbreak. Multivariate data techniques were applied to analyze the dataset. This study was grounded on sociotechnical systems theory. Findings: The findings indicate that organizations that have been implementing lean services more extensively are also more likely to benefit from the effects that the COVID-19 had on work environments, especially in the case of home office. Nevertheless, social distancing does not appear to mediate the effects of lean services on both quality and delivery performances. Originality/value: Since the pandemic is a recent phenomenon with unprecedented effects, this research is an initial effort to determine the effect the pandemic has on lean implementation and services' performance, providing both theoretical and practical contributions to the field. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
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The purpose of this case study was to provide a better understanding on how COVID-19 has impacted the relationship between employees and the hybrid employment model in the Information Technology (IT) field. A review of the literature regarding the general background of a hybrid employment model and the relationship it has with employees in the IT field and related technologies is provided. Hypotheses were tested using a research model. Data was collected through a survey that was conducted on individuals that worked in the IT field. A total of 102 participants completed the survey. The findings indicated that before COVID-19, individuals of an older age who worked in the Information Technology industry perceived that working remotely is not a better place for them to be productive while in a post COVID-19 society, individuals of an older age who worked from home did not perceive a negative impact on their career due to a lack of face-to-face interaction with colleagues and managers. © 2022 Authors. All rights reserved.
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This chapter explores the barriers and disruption to community and communication resulting from remote working during the COVID-19 pandemic. The University of Utah's decision to abruptly transition to a fully online model resulted in several communication impacts for staff. First, staff participants received little and inconsistent communication from the University. This caused uncertainty within departments, which trickled down to the students staff serve. Second, this led to staff participants feeling disconnected from the institution and increased their concerns around misinforming students. At the same time, the move to online learning and work decreased efficient communication between colleagues. Casual interactions in the office became email threads and extended feedback processes. Third, staff reported that online communications with students became less personal, which created difficulty for building and maintaining rapport. Finally, staff members' overall sense of community consistently dropped as the COVID-19 pandemic raged on and they were forced to continue to work remotely. The discontent and apprehension felt by staff members around the communication provided from University leadership was compounded by the impact of working from home. (PsycInfo Database Record (c) 2023 APA, all rights reserved)
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Introduction. The high risk of infection of healthcare workers dictates the need to study their working conditions during the COVID-19 pandemic. The study aims to research the working conditions of medical workers during the COVID–19 pandemic in multidisciplinary medical and preventive organizations. Materials and methods. Analysis of working conditions of medical workers of medical and preventive organizations. The study design is a closed population (four medical institutions were randomly selected), a target group (doctors and nurses). The authors analyzed the staffing table and 16 reports on a special assessment of working conditions at 1,251 workplaces (1,845 medical workers, of which 787 doctors, 1,058 nurses). Statistical analysis included: standard methods of descriptive statistics, determination of relationships by logistic regression (odds ratios (OR) and 95% confidence intervals (OR CI)). p<0.05 was taken as the critical level of significance. Results. The largest number of ill medical workers provided assistance to patients without signs of COVID-19 both in hospitals (86.06% of doctors, 85.85% of nurses) and in outpatient polyclinic treatment and prevention organizations (90.31% of doctors, 92.05% of nurses). The probability of getting sick COVID-19 was maximum in an infectious diseases hospital (compared with emergency departments OR 2.049;95% OR CI 1.194–4.608 and diagnostic and treatment units of medical institutions OR 3,057;95% OR CI 1,876–4,98). The workplaces of medical workers who have undergone COVID-19 in infectious diseases hospitals and specialized teams are classified as harmful class 1–3 degrees, and workers are classified as high occupational risk groups according to SARS-CoV-2. The probability of getting sick with COVID-19 is significantly higher when in contact with pathogens of infectious diseases (class of working conditions 3.3 compared to 3.1 or 3.2). Conclusion. The workplaces of medical workers who have undergone COVID-19 in infectious diseases hospitals and specialized brigades are classified as harmful class of the first to third degree, and workers are classified as high occupational risk groups for COVID–19. Ethics. Scientists have conducted the study in compliance with the Ethical principles set out in the Helsinki Declaration of 1975 with amendments of 1983 and obtaining the informed consent of patients. © 2023, Izmerov Research Institute of Occupational Medicine. All rights reserved.
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PurposeThe unimagined workplace disturbance caused by the Coronavirus, also known as COVID-19, has made many organizations virtual or telework driven workplaces, often without the infrastructure and systems in place to support employees facing these sudden workplace changes (Burrell, 2020). Many stressors accompanied this transition, to include lack of childcare, home-school responsibilities and layoffs and business closings. These stressors have perpetuated concerns for the job and financial security for all workers (Fox, 2020), leading some employees to struggle with the work-life balance out of concern for being laid off due to perceived low productivity (Fox, 2020). This study aims to explore those manifestations.Design/methodology/approachThis qualitative research case study explores the impact COVID-19 induced telework has on their job satisfaction, mental well-being and aspects of organizational commitment to fill a gap in the literature concerning emerging workplace dynamics due to COVID-19 for small real estate businesses in the USA.FindingsThe results of this qualitative research case study provide knowledge and information about the need for small businesses to be resourceful and resilient in the way that they support and engage remote workers. This qualitative research case study explores the impact COVID-19-induced telework has on their job satisfaction, mental well-being and aspects of organizational commitment for small real estate businesses. The analysis of current work-life structures through a qualitative lens provides trends among workers to gain a greater perspective of the current accelerators and barriers to worker success in a COVID-19 teleworking environment.Originality/valueThis qualitative research case study explores the impact COVID-19 induced telework has on their job satisfaction, mental well-being and aspects of organizational commitment to fill a gap in the literature concerning emerging workplace dynamics due to COVID-19 for small real estate businesses. The value of this research is that majority of the participants were African-Americans, which represents a participant group that is highly under researched.
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The rise of e-commerce and online shopping platforms has revolutionized the way we shop and make purchases. While the convenience and accessibility of online shopping have been a boon for consumers, it has also led to the rise of compulsive buying behavior and online shopping addiction among women. The purpose of this paper is to explore the phenomenon of compulsive buying behavior and online shopping addiction among women and to understand the factors that contribute to this problem. This paper provides a comprehensive review of the literature on compulsive buying behavior and online shopping addiction using a purposeful sample of two hundred women who consider themselves to be addicted to online shopping. The findings from this paper can help shed light on the issue and inform future research and interventions aimed at addressing compulsive buying behavior and online shopping addiction among women. © 2023 NSP Natural Sciences Publishing Cor.
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In Sri Lanka, womens labor force participation has never exceeded 35% in over three decades. As of 2022, the country was ranked 110 out of 146 countries in the World Economic Forums Gender Gap Index. The gaps in womens participation in the formal economy alongside womens limited political empowerment are two leading causes for the country to be lagging in such global gender equality indicators. At a large cost to the economy, the existence of archaic gender norms that promulgate womens unpaid care work often exclude women from the formal labor force. This paper dissects the socio-economic and socio-political factors that lead to the invisibility of women in Sri Lankas economy, while seeking to understand how such underlying causes have been aggravated within the precarity of the post-pandemic context. It is important, now more than ever, to recognize the invisibility of women in Sri Lankas formal economy, while bringing about a transformative vision with a multi-pronged approach to address existing gaps and challenges. With reference to key principles of feminist economics, including the theoretical foundations of Claudia Goldin, Nancy Folbre, and Diane Elson, among others, the paper will make a case for inclusivity and intersectionality in policy recommendations aimed at encouraging womens entry, active engagement, contribution, and retention in Sri Lankas economy. The paper reaches a conclusion that when women lead, participate, and benefit equally in all aspects of life, societies and economies will thrive, thereby contributing to sustainable development and inclusive economic growth.
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This article highlights the relevance of the two important Indian labor legislations in relation to migrant workers. A few observed gaps in these legislations are discussed. The article addresses the research questions and objectives through an understanding of both the laws. ISMA and the Occupational Safety, Health and Working Conditions code (2020) (OSH). The identified gaps in these legislations could be a reason for their ineffectiveness at critical situations like the crisis caused by the Covid 19 lockdown. The study takes a timely review to bring some suggestions to enhance the applicability and effectiveness of the upcoming Occupational Safety, Health and Working Conditions Code 2020.
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This study examined talk by parents about the early years transitions of their children (n = 7) in the context of parental non‐standard working hours and Finnish early childhood education and care (ECEC) services. Parents were interviewed at three time points: when their child was aged one, four, five or six years (a total of 21 interviews). The third interview was conducted during the COVID‐19 pandemic. This article focuses on the children's ECEC transitions and the interpretative frames used by parents when talking about their work and childcare. The frames used by the parents to discuss the children's transitions were stabilising the children's lives, balancing between staying at home and attending ECEC and adjusting to norms and rules. The diversity of families' experiences and their children's transitions during the early years should be considered when developing family policy and ECEC services. [ FROM AUTHOR] Copyright of International Journal of Social Welfare is the property of Wiley-Blackwell 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.)
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PurposeThis study examines the performance effect of working capital for a large sample of Indian manufacturing firms in light of supply chain disruption, i.e. the COVID-19 pandemic.Design/methodology/approachThis study is based on secondary data collected from the Prowess database on Indian manufacturing firms listed on the Bombay Stock Exchange (BSE) 500. Panel data regression analyses are used to estimate all models. Moreover, this study has employed robust standard errors to consider for heteroscedasticity concerns.FindingsThe results challenge the current notion of working capital investment and reveal that higher working capital has a positive and significant impact on firm performance. Further, it highlights that Indian manufacturing firms suffered financially post-COVID-19 as they significantly lack the working capital to run day-to-day operations.Originality/valueThis research contributes to the scant literature by examining the association between working capital financing and firm performance in light of the COVID-19 pandemic, representing typical developing economies like India.
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The COVID-19 pandemic and consequent health regulations compelled office-based knowledge workers to work from home (WFH) en masse. Government and employer directives to WFH disrupted common norms of commuting to city office spaces and reshaped the geographies of office-based knowledge work, with potentially lasting implications. Pandemic-induced cohabitation of work-space and home-space saw more workers navigating the performance of paid labour in the home to produce new relational geographies of home, work, and worker. This paper provides a window on the lived experiences of the sizeable cohort of office-based knowledge workers displaced from Sydney's CBD to undertake WFH in the Illawarra region during the pandemic. We explore the unfolding pandemic geographies of work and home by drawing together feminist economic geography and geographies of home literatures. Our analysis reveals the emergent and variegated time-spaces of WFH that emerged as the rhythms and routines of WFH shaped the home and vice versa. The analysis also reveals the differentiated agency of embodied workers to orchestrate emergent configurations of WFH, shaped by gender and by the socio-materialities of home shaped by size, tenure, and life-cycle stage. We conclude by drawing out important lines of analysis for further research as "hybrid work" evidently becomes entrenched post-COVID.
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Profound changes have taken place in working life where the rapid development of information- and communication technologies (ICTs) has changed the way work is organized. Today, an increasing number of employees perform their work regardless of space and time. This flexible way of working has been associated with blurred boundaries between the work and nonwork domains, positive and negative effects on work-life balance, increased work autonomy and productivity, but also with longer working hours, work intensification, and increased stress. This chapter is based on in-depth interviews conducted between 2015 and 2016 with 20 public and private sector managers in Sweden. Reflexive thematic analysis was used to investigate perceptions on leadership in telework;and experiences of managers' own and their employees' management of the boundaries between work and nonwork. Authentic leadership enabled open communication based on trust with employees, and subsequent clear agreements regarding work assignments, as well as supported managers' own and their employees' preferences and needs for work-nonwork boundaries. Although this study was performed before the COVID-19 pandemic, its results are believed to contribute to the ongoing debate on working life in the "New Normal” during and after the COVID-19 pandemic. © The Author(s), under exclusive license to Springer Nature Switzerland AG 2023.
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In this article, we examined the impacts of the COVID-19 pandemic on the well-being, working conditions of social workers employed in UK older people's services and their intentions to leave the social work profession. Data came from a wider study of health and social care practitioners who completed online surveys at five different time points during the COVID-19 pandemic. The surveys contained both quantitative and qualitative questions. We analysed the responses of 426 social workers who worked in older people's services between May 2020 and July 2022 and found that: The well-being of older people's social workers declined as the pandemic progressed and remained low in comparison to UK population norms. Lower well-being scores were associated with greater intentions to leave the social work profession. In comparison to older people's social workers who were aged sixty plus years, those aged between twenty and forty years were more than seven times more likely to state their intentions to leave social work. Lastly, respondents voiced concerns over staffing levels and staff absences;feelings of being unsupported and isolated;increased pressures;and a blurring of home-work boundaries. The social work profession was heavily impacted by the COVID-19 pandemic. In this study, we examined the well-being, working conditions and intentions to leave the social work profession among a sample of UK older people's social workers. This was a cross-sectional mixed methods study analysing data from 426 social workers who worked in older people's services in the UK at five time points of the pandemic spanning 2020-2022. Data were collected using anonymous online surveys which included both quantitative and qualitative questions. The mental well-being of participants decreased as the pandemic progressed and this decline was associated with intentions to leave the profession. Thematic analysis of qualitative data revealed two major themes: Practice challenges and Staff well-being. The findings highlight the nature of stressors related to internal related practice demands, and external health and social care service stressors encountered during the COVID-19 pandemic and have implications for policy, practice and research in older people's social work.