ARE MARRIED FEMALE EMPLOYEES SATISFIED WITH WORKING FROM HOME DURING THE COVID-19 PANDEMIC?

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.

Women in the Workplace: COVID-19 and Work-Life Balance: JMI

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.

An organizational analysis of how managers must understand the mental health impact of teleworking during COVID-19 on employees

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.

Pandemic-induced changes in working practices within a global medical communications agency

Objective: To evaluate whether the COVID19 pandemic continues to affect working practices/patterns in staff working in a global medical communications agency, and establish what impact these have on various factors relevant to their work. Research design and methods: Staff were asked to detail changes in working practices (pre- vs post-pandemic), via an online survey conducted in September 2022. Those with changes in working patterns were asked to assess the resulting impact on key work-related aspects. Categories were: communication, creativity, effectiveness, resolving queries, briefing, career progression/development opportunities, professional relationships and work/life balance;ratings were: very positive, positive, neutral and negative. Result(s): Of 36 respondents, most (n=32, 89%) reported changes in working patterns post-pandemic: 31 (86%) from predominantly office-based to predominantly remote, and 1 (3%) from predominantly remote to predominantly office-based. Four (11%) reported no change. Seventeen (53%) considered the overall impact on their daily work as neutral, 14 (44%) as positive and one (3%) as negative. Most staff reported a very positive/positive impact on effectiveness (69%) and work/life balance (63%). Categories with majority neutral responses were communication with delivery team (63%), creativity (47%), query resolution (50%), providing/receiving briefs (78%), and career progression/- development opportunities (63%). Overall, 56% of staff felt that their new working pattern negatively impacted their ability to form working relationships with peers. Conclusion(s): Most staff work in a hybrid manner post-pandemic. Although hybrid working has minimal impact on key workrelated aspects, it is important to have balance between office and remote working where possible, to develop and maintain working relationships (and thus foster a sense of community), whilst enabling individual flexibility.

The Attitude of Flexible Work Arrangement on Academics' Job Satisfaction: The Emerging Market Case

The purpose of this study was to gain a better understanding of academics' attitudes toward flexible work arrangements (FWA). The study has attempted to broaden the scope of FWA methods in academia by integrating educators that perceive job satisfaction as an important feature of human resource management. A quantitative approach using a non-probability sampling technique was used to collect the data and examine the impact of FWA parameters on job satisfaction for instructors who worked under FWA norms during COVID-19 at Tribhuvan University, the largest university in Nepal. The FWA parameters could take place at work, either digitally or physically, by changing the shift or schedule as needed. The study used survey data from academics from different disciplines working at Tribhuvan University, and 418 respondents who directly observed FWA behaviors during the COVID-19 epidemic served as the basis for this study. This study was conducted to ascertain whether the psychological and work-life balance in FWAs impacted employees' work satisfaction. To test the study hypothesis, the partial least squares method was used. This paper provides empirical perspectives on how the adaptation of FWAs affects satisfaction. Furthermore, it has been demonstrated to be beneficial in maintaining contentment with the balance of work and personal life. That means the universities or institutes should assess their experiences with FWA practices during COVID-19 and, as a result, re-examine and observe the best flexible job pattern for further practice in the case of an emergency. This study contributes knowledge by addressing the challenges faced by instructors during the COVID-19 pandemic. Therefore, the study adds to our understanding by revealing that a positive attitude toward work-life balance significantly impacts a flexible work schedule during a health crisis like COVID-19. © 2023, Success Culture Press. All rights reserved.

A study to explore the linkage between green training and sustainable organizational performance through emotional intelligence and green work life balance

PurposeThis study aims to review the role of green training and green work life balance (GWLB) on sustainable organizational performance (SOP) with a moderating variable "Emotional Intelligence” (EI).Design/methodology/approachFor the development of the construct of the present study, a Scopus database was selected and research papers published in indexed journals were considered. Relevant keywords were selected and literature was searched on green training, EI, SOP, GWLB. The literature was reviewed to find out the linkage and possibility of development of integrated model. The main focus was on highlighting the relevance of green training on GWLB and its influence on SOP.FindingsSOP can be achieved with the intervention of EI and GWLB;further green training is one of the influential practices of human resource development (HRD) which helps to develop the green behavior.Research limitations/implicationsIt can give new insight to the organization for application of green human resource practices for SOP. Development and designing the cohesive environmental work culture and willingness to protect environment through green training can be implemented by HRD. Perhaps, the application of green training encourages GWLB.Practical implicationsQuantitative research and cross sectional study is required to find out the intervening role of EI and work–life balance between green training and SOP across a broader range of sectors.Originality/valueThis research extends the literature review and developed a new integrated model which shows the link between green training and SOP.

Workload, work–life interface, stress, job satisfaction and job performance: a job demand–resource model study during COVID-19

Purpose: This study, using a comprehensive job demand–resources (JD-R) model, aims to explore the pressures of workload, work–life interface and subsequent impacts on employee stress and job satisfaction, with implications for employee job performance, in the context of working from home during the COVID-19 pandemic. Design/methodology/approach: A cross-sectional sample of employees at seven universities (n = 4,497) and structural equation path analysis regression models are used for the analyses. Findings: The results show that a partial mediation JD-R model was supported, where job demands (such as workload and actual hours worked) and job resources (including expectations, support and job security) have relationships with work interference with personal life and personal life interference with work. These have subsequent negative path relationships with stress. Further, stress is negatively related to job satisfaction, and job satisfaction is positively related to employee job performance. Practical implications: Potential policy implications include mitigation approaches to addressing some of the negative impacts on workers and to enhance the positive outcomes. Timely adjustments to job demands and resources can aid in sustaining balance for workers in an uncertain and fluid environmental context. Originality/value: This study makes a contribution to knowledge by capturing sentiments on working arrangements, perceived changes and associated outcomes during a key period within the COVID-19 pandemic while being one of the rare studies to focus on a comprehensive JD-R model and a unique context of highly educated workers' transition to working from home. [ FROM AUTHOR] Copyright of International Journal of Manpower is the property of Emerald Publishing Limited 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.)

A Product Design Approach to Promote: Psychological Detachment in Remote Work from Home

This research seeks to respond to a current problem, which has to do with the impact of remote work, from home, on the mental health of "knowledge workers” in particular. One of the greatest struggles people report having is being able to disconnect from work, a state known in the field of psychology as Psychological Detachment. In this context, the main objective of this work was to create a product capable of helping people in the process of disconnecting from work at home. To this end, we established an interdisciplinary research where the contribution of psychology stood out. After conducting a literature review, which culminated in the definition of a theoretical framework, we carried out user research, starting with surveys to find out about users who are being affected and concluding this stage with an Ideation workshop where users were encouraged to design solutions to help them disconnect from work. This collaborative and iterative process resulted in a number of ideas emerging alongside the theoretical framework, culminating in the proposal of three product concepts specifically aimed at helping people disconnect. These were subsequently evaluated by users and, according to their perceptions, gathered using User Experience Questionnaire. One of the concepts was chosen for refinement. Due to constraints imposed by the COVID-19 pandemic it was not possible to produce a prototype of this concept for evaluation with users, which limits this study. Obtained results and their implications are discussed. © 2023, The Author(s), under exclusive license to Springer Nature Switzerland AG.

Working from home during COVID-19 Lockdown: Changing Competencies and work-home life Boundaries

Crisis situations often introduces drastic lifestyle changes. This study is focused on the COVID-19 pandemic and aims to shed light on an unprecedented context of forcing employees to work from home with a short notice of companies and the government. The goal is three-fold: i) to understand the extent to which employees were indeed prepared to work from home;ii) to uncover the most important competencies that enabled employees to deal better with a crisis situation, such as the COVID-19 pandemic;and iii) to discuss the real impact that working from home had in the employees' lives during the pandemic situation and the quarantine period. Using narrative inquiry, this study explores the experiences of 18 young adult consultants working in different business areas, in Portugal. Semi-structure interviews were conducting during the third wave (12/2020 - 03/2021) and thematic analysis was used to analysis the transcripts. The analysis revealed three main themes: 'management competencies', 'work-life balance' and 'work flexibility'. Each theme consisted of several subthemes which illustrates how the participants perceived working from home and the factors that reflect their experiences and understanding. The research findings illustrate that interpersonal communication, anxiety and stress management, time management, and e-leadership are vital skills to cause a great impact on participants' productivity and well-being at work. Participants all appeared to notice that working from home provides a better work-life balance (e.g. saving time on daily commute) and more flexibility with regards to the work schedule and home commitments. Nonetheless, their experiences of home working depend on the personal situation, personality and the perceived management support offered during the COVID-19 lockdown. The research highlights a need to train employees on soft skills and prepare them to future crisis situations. Theoretical implications suggest that academics should expand research and interventions to include not only the work environment but also other external factors that affect employees. The limitations of the study and recommendations for future research are suggested. © 2022 Authors. All rights reserved.

Personality and Risk-Perception Profiles with Regard to Subjective Wellbeing and Company Management: Corporate Managers during the Covid-19 Pandemic.

This study examined the role of the Big Five personality traits and risk perception profiles among a sample of corporate managers concerning their subjective wellbeing (SWB) and corporate management practices during the Covid-19 pandemic. Two hundred and fifty-five chief executive officers (CEOs) and chief financial officers (CFOs) of companies listed on the main market of the Warsaw Stock Exchange (WSE) in Poland participated in the study by completing the Satisfaction with Life Scale, Positive and Negative Affect Scale, Ten-Item Personality Inventory, Stimulation-Instrumental Risk Inventory, and a business survey on the Covid-19 pandemic's impact on company management. Latent profile analysis revealed the existence of diverse profiles among the participants regarding personality traits and risk perception, which were variously related to their SWB and managerial practices during the pandemic. It seems that individual differences in personality traits and risk perception not only matter for the individual life satisfaction of managers but may also translate into effective company management in times of crisis. The results of our study may be an adjunct to understanding underlying sources of managerial biases in corporate management as well as to developing more effective methods of psychological counseling of corporate managers, a topic that remains still a highly understudied research area.

Burnout effect on working mothers in leadership positions during the COVID-19 lockdown

PurposeThis study aims to understand how the recent COVID-19 pandemic impacted burnout levels among working mothers in leadership positions and how income and work schemes play an important role in their burnout. Design/methodology/approachData were collected from 961 working mothers and fathers in leadership positions in Mexico under different work schemes during the COVID-19 lockdown. Snowball sampling was used in this study. The Maslach Burnout Inventory General Survey was distributed online, using the burnout scale, with income and work schemes as categorical variables. FindingsBurnout levels among working mothers in leadership positions were higher than those among working fathers. The hybrid work scheme (i.e. working from home combined with working from office) lessens burnout in working mothers, contributing both theoretically and empirically to better understanding burnout levels of mothers in leadership positions. Practical implicationsThe findings can encourage human resource areas to reflect on the overexertion and work stress of mothers in leadership positions, and potential support resources can be provided to motivate them and retain their talent. Originality/valueThe introduction of the notion of lockdown in a conceptual model to observe its interaction with burnout and hybrid work schemes (i.e. working from the office and home) has rarely been discussed in existing literature. The impact, especially for working mothers in leadership positions, must be thus carefully considered while dealing with future crises, thereby helping to develop policies and processes accordingly.

Automated Text-Based Psychological Support to Improve Work-Life Balance and Sleep Quality: A Pilot Study Report of Work-from-Home Workers in Indonesia

BACKGROUND: Work-at-home jobs may raise the risk of mental health concerns as they blur the boundaries between one's job and personal responsibility. This study aimed to develop and test the feasibility of an online psychological intervention using the WhatsApp (c) messaging application.MATERIALS AND METHOD: During the 14-day intervention period, two messages were sent twice a day consisting of positive psychological affirmation aimed at assisting participants (N= 48;13 males and 35 females) to achieve work-life balance and better sleep quality. The Indonesian-adapted Fisher's work-life balance scale and the sleep disturbance scale were used to measure both constructs. These measures were administered at the beginning and end of the intervention. In addition, we provided participants with brief open-ended questions to check the program's feasibility and acceptance of the intervention.RESULTS: A paired t-test analysis revealed that although there was an increase in work-life balance scores in the post-test com pared to the pre-test, the difference was not significant (t (47) =-1.75, p >.05). Nevertheless, individuals' sleep quality scores improved significantly after the intervention (t (47) = - 2.85, p <.05). DISCUSSION: The findings of this study are expected to provi de a preliminary argument to further pursue the development of behavioral interventions using online strategies in Indonesia during the pandemic.

Italian Experiences in Coworking Spaces During the Pandemic

The chapter presents and discusses the results of two surveys addressed to coworking spaces managers in Italy, during the COVID-19 pandemic, in 2020 and 2021, respectively. The strategies coworking spaces have adopted to cope with the pandemic are described, and the determinants of the coworking resilience level (e.g., size, ownership, sector specialisation, hybridization) are presented. It is explored how the coworking spaces managers have kept the community alive and the perception of the interviewees about the future in the two years. The results of the survey in 2021 show that the average level of profitability and confidence in coworking performance returned to the pre-pandemic level. The pandemic has underlined a potential key role of CSs in enhancing work-life balance and promoting the socio-economic development of peripheral and rural areas. Besides, during the pandemic, Southern Italy has attracted remote workers (e.g., "southworkers”), and promoted the so-called ‘community garrisons', willing to host them and ‘retain' young people. © 2023, The Author(s).

An Overview of Work-Life Wellness for Teleworking Couples

A sizeable number of employees throughout Canada are continuing to telework following the COVID-19 pandemic. Cou-ples who telework may experience tension between their work and personal life. Telework may also have positive and negative impacts on work-life wellness depending on employee circumstances. For example, teleworking women with children may be expected to prioritize their home and family over their work. COVID-relat-ed restrictions have eased across Canada, which allow for increased freedom around home and work arrangements. It is plausible that a long-term shift towards allowing employees to work remotely full or part-time will occur, and with that, there will be associated changes in family dynamics as both part-ners adjust to this "new normal. " In response to the complex rela-tionship between teleworking and work-life wellness in the context of couples, the first author has pro-posed a study to research work-life wellness for teleworking couples, addressing the research question, "how do teleworking couples construct and cultivate work-life wellness together? ". It is anticipat-ed that this study will foster under-standing of work-life wellness in teleworking couples, and inform policies, counselling techniques, and future research.

The New Regulation of Telework and Remote Work in Portugal: Considerations and Prospects

COVID-1 9 led to an extraordinary increase in both telework and remote work, exposing some of the fragilities and loopholes of the Portuguese applicable regulation and leading the Portuguese Parliament to approve a new law on teleworking in the form of an amendment to the Labour Code aimed at extending the protection of teleworkers. This paper intends to analyse this new regulation implemented by Law No. 83/2021 of 6 December regarding its concept and scope of application;the telework agreement and the principle of volunteering;teleworkers' rights and employers' duties related to equipment, tools and teleworking-related expenses;employers' duty to abstain from any contact during rest periods;privacy and data protection;health, safety and work-related accidents;and the right to telework, namely for work-life balance reasons. The final objective is to provide a critical overview of the legal regulation, assessing its strengths and weaknesses.

Life Balance and Work Addiction among School Counselors at the Onset of the COVID-19 Pandemic

Life balance is prioritizing work and personal life to create a meaningful, quality lifestyle. Work addiction is overworking at the expense of life balance. COVID-19 disrupted K-12 schools and counseling delivery services nationwide. Like many other front-line helping professionals, school counselors responded to the complex and challenging work conditions created by the COVID-19 pandemic. The authors examined life balance and work addiction among 145 practicing school counselors nationwide. The results of a multiple regression analysis examined the extent to which stress/anxiety and sleep disturbance predicted work addiction. We discuss the findings in light of practice and research. [ FROM AUTHOR] Copyright of Journal of Professional Counseling: Practice, Theory & Research is the property of Taylor & Francis Ltd 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.)

Beyond "Psychic Income”: An Exploration of Interventions to Address Work-Life Imbalances, Burnout, and Precarity in Contemporary Nonprofit Work

Nonprofit scholars and practitioners alike adhere to a long-held assumption that nonprofit work is, and will remain, inherently meaningful work. The long-term marketization of the nonprofit sector coupled with the influence of the COVID-19 pandemic has undercut this narrative. Our research on meaningful nonprofit work indicates that while many nonprofit workers do find their work meaningful, pay, flexibility, and work/life balance are increasingly important to them. This commentary suggests that nonprofit leaders can no longer presume that workers motivated by prosocial values will seek out and stay with nonprofit work, satisfied with the "psychic income” that comes from doing good work. Nonprofits must be managed and led differently such that they center workers' contemporary needs and desires. Organizational and public policy initiatives around pay equity and flexible work can support such a transition for the nonprofit sector. [ FROM AUTHOR] Copyright of Nonprofit Policy Forum is the property of De Gruyter 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.)

Flexible working during the COVID-19 pandemic: gains and strains in a Chinese state-owned organisation

PurposeThis study aims to identify and analyse the gains and strains associated with flexible working practices (FWPs) introduced and adopted prior to and during the pandemic and consider how these experiences are likely to shape the future of workplace flexibility post-pandemic. Design/methodology/approachA case study research strategy was adopted to explore the FWPs implemented by a state-owned organisation in the Chinese publishing industry. A mixed data collection method was used. Quantitative data was collected from 50 valid questionnaires, which was followed by 7 qualitative interviews to gain rich insights into the availability and effectiveness of various FWPs and associated benefits and drawbacks. FindingsWhile the results confirm positive effects FWPs have on employee engagement and retention and on business continuity and employee well-being during the pandemic, the empirical analysis highlights the performance-driven patterns in use and impacts of some FWPs, which caused concerns and dilemmas. Besides the increasing intense market competition, the changing face of state-owned enterprises and managerial attitudes have been found to have significant effects on the use of FWPs. Originality/valueThis paper has contributed to a better understanding of flexible working in an under-researched setting, reflected in changes before and during the pandemic, offering an insight into the commercialised nature of flexible working in the Chinese context. It has implications for organisations and HR practitioners as they envision future workplace flexibility.