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The COVID-19 pandemic piqued interest in remote work, but research yields mixed findings on the impact of working from home on workers' well-being and job attitudes. The authors develop a conceptual distinction between working from home that occurs during regular work hours (replacement work-from-home) and working from home that occurs outside of those hours (extension work-from-home). Using linked establishment-employee survey data from Germany, the authors find that extension work-from-home is associated with lower psychological well-being, higher turnover intentions, and higher work-to-family and family-to-work conflicts. By contrast, replacement work-from-home is associated with better well-being and higher job satisfaction, but higher work-to-family conflict. Extension work-from-home has more negative effects for women's well-being and work-to-family conflict. This distinction clarifies the conditions under which remote work can have positive consequences for workers and for organizations. © The Author(s) 2023.
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Purpose: Human history observed an arduous time fighting the novel infectious respiratory disease Covid-19 coronavirus, which started in Wuhan, China and spread rapidly across the globe in 2020. Economies and the countries including India around the world experienced dismay with nationwide lockdowns and the fear of the unknowing. The unforeseen circumstances enforced immediate transitions in the organizations' work environment through remote working, digital infrastructure, online collaborations and new ways of interaction. The pandemic altered the workplace trajectories in lasting ways as the employees settled into a new routine of working from home more quickly than imagined. Now, as India and many other countries slowly move beyond the crisis, there exists a need to realize the implications of the pandemic on the workplace and articulate the future of work. This article, therefore, investigates the key perceived benefits and the HR implications of the new and emerging concept of hybrid workplaces and presents an HRM framework for their successful adoption in India. The findings may prove crucial in framing new workplace norms and shaping them. Moreover, this research would provide practitioners, policymakers, business leaders and HR professionals insights about the need to review the existing workplaces and successfully roll out hybrid work models in accordance with HR strategies. Design/methodology/approach: The methodology of Systematic Review of Literature (SLR) was adopted to study the key perceived benefits and the HR implications of hybrid workplaces. Findings: The findings of the study would help business leaders, HR professionals, policymakers and researchers in developing HR policies and approaches for the adoption of the hybrid workplace as they chart the path toward the post-pandemic future. Research limitations/implications: The study stresses the HR implications of the future of work as the hybrid workplace paradigm evolves. The approach is explorative and would require quantitative validation in different sectors and countries. Originality/value: The study makes a direct link between the hybrid workplaces and the impetus for the transformation of HR strategies. It also examines the changing role of the human resources (HR) functions and professionals after the pandemic. © 2022, Emerald Publishing Limited.
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In order to prevent the spread of Covid-19 and improve the treatment process, interest in hospital design and in-hospital transformation has increased worldwide. Since Covid-19 is not believed to be the last infectious health threat for communities around the world, it is of great importance to study existing hospital adaptations and work on obtaining more planning and design strategies for treatment and wellbeing areas. In this study it is aimed to make constructive recommendations on the basis of in-space planning and mechanical ventilation, which can be applied in hospital transformations for pandemic processes. Published guidelines and literature studies for hospitals to prevent the spread of infection have been examined, structured and unstructured interviews were conducted with architects and engineers specialized in hospital design. Also, a survey was conducted with 35 hospital workers and 4 people from the hospital management to analyze the changes made in the hospital during the Covid-19 process. Afterwards, the design plans of one of the two private hospitals studied in Turkey and the steps that can be applied in the transformation of patient rooms were explained in this article with the case study. Interdisciplinary work was carried in order to ensure infection control in hospital transformations, since it is required to make in-hospital space planning (separation/ transformation of spaces, interior zoning) and ventilation (filtration, zoning of mechanical ventilation) in harmony. Suggestions were developed that could play a role in ensuring the consistency of mechanical and architectural planning in order to successfully complete hospital transformation practices to prevent the spread of infections in pandemic processes. As the transformation scenarios in this study were performed through an exemplary private hospital room in accordance with the criteria of the Turkish Ministry of Health, ventilation plans on the standard room project were detailed and shown in the conclusion section, where the transformation steps can also be adapted to other hospitals. © 2023 Gazi Universitesi Muhendislik-Mimarlik. All rights reserved.
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Purpose: Numerous empirical studies and meta-analyses have offered ample evidence for the relationship between the strategic management of human resources and a variety of important organizational outcomes, such as individual- and firm-level performance. The outbreak of the COVID-19 pandemic, however, steered the discussion away from the traditional performance-related outcomes of the strategic human resource management and brought to the fore the importance of resilience. The purpose of this paper is to identify areas in which strategic human resource management can help organizations to become more resilient. Design/methodology/approach: On the basis of a brief overview of the different phases of the COVID-19 pandemic and its impact on the management of human resources, this conceptual paper uses the Ability-Motivation-Opportunity framework as the backbone for the development of suggestions for the strategic management of employees to create and maintain organizational resilience. Findings: A series of actionable suggestions regarding the way forward in building organizational resilience through the effective and ethical management of employees are presented and discussed. Specifically, the importance of using flexibility-oriented human resource management systems is highlighted. This "flexibility-orientation” involves all functions of human resource management, such as selection, training and compensation. Originality/value: The proposed suggestions can benefit organizations by offering actionable recommendations regarding the management of human resources by taking stock of lessons learned during the COVID-19 pandemic. © 2021, Emerald Publishing Limited.
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Purpose: The purpose of this study was to examine students' innovation capability in virtual team projects from the COVID-19 pandemic era. Design/methodology/approach: The researchers conducted an empirical study and the data were collected from a total of 308 participants engaging in virtual team projects. A structural equation modeling (SEM) was used to assess the relationship of the conceptual framework. Findings: The findings showed that virtual team culture positively influenced propensity to innovate. Also, knowledge management and communication influenced propensity to innovate through the mediation of support for innovation. Practical implications: Developing a strategy for propensity to innovate in any organization demands that project team members should be able to seamlessly communicate. Developing knowledge management, communication and support for innovation strategy in a virtual team may prepare an organization for permanently different post-pandemic events and the future turbulent business environment. Originality/value: This study highlights innovation capability for the propensity to innovate, a topic that is not widely researched, especially in the context of virtual teams. © 2022, Emerald Publishing Limited.
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The impact of COVID-19 on global human resource (HR) management has been swift, dramatic and has fundamentally changed HR processes. The prompt online migration of business has altered the skills required by employees to succeed in the workplace of the future. This research examines the hard and soft skill gaps that exist in the digital marketing and advertising industry. Through the use of two data collection points in 2019 and 2020, the research identified a renewed importance being placed on soft skills in the wake of the COVID-19 pandemic. Soft skills and the development thereof have become a key focal area of training for new employees as a result of remote working. The identified hard skill gaps are indicative of the future growth areas of the industry, focusing on data analytics, marketing automation and user experience. Future research should consider an expansion to other industry-specific skills and contrast country-level skill gaps. © 2022 The Authors. Thunderbird International Business Review published by Wiley Periodicals LLC.
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Team development is critical to the success of any organization, especially in construction projecta. If the team includes members from diverse locations, it brings diversity to the team. In recent times, a new breed of virtual teams has evolved in various construction organizations. However, coordinating such virtual teams on building projects remains a difficult challenge. Therefore, this research aims to identify the factors affecting efficient virtual teams to manage and tackle the challenges of virtual teams in construction projects in Egypt. To achieve the research aim, a combination of comprehensive research methods is adopted, in addition to the applied study that includes the distribution of the questionnaire survey among 55 members working in virtual teams in the field of the construction industry. The findings of this research contribute to identifying the challenges of virtual team management during the project lifecycle and studying the strategies and technological tools to deal with these challenges. © 2022 THE AUTHORS
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We analyze a large-scale survey of small business owners, managers, and employees in the United States to understand the effects of the COVID-19 pandemic on those businesses. We explore two waves of the survey that were fielded on Facebook in April 2020 and December 2020. We document five facts about the impact of the pandemic on small businesses. (1) Larger firms, older firms, and male-owned firms were more likely to remain open during the early stages of the pandemic with many of these heterogeneities persisting through the end of 2020. (2) At businesses that remained open, concerns about demand shocks outweighed concerns about supply shocks though the relative importance of supply shocks grew over time. (3) In response to the pandemic, almost a quarter of the firms reduced their prices with price reductions concentrated among businesses facing financial constraints and demand shocks;almost no firms raised prices. (4) Only a quarter of small businesses had access to formal sources of financing at the start of the pandemic, and access to formal financing affected how firms responded to the pandemic. (5) Increased household responsibilities affected the ability of managers and employees to focus on their work, whereas increased business responsibilities impacted their ability to take care of their household members. This effect persisted through December 2020 and was particularly strong for women and parents of school-aged children. We discuss how these facts inform our understanding of the economic effects of the COVID-19 pandemic and how they can help design policy responses to similar shocks. © 2022 INFORMS.
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The Problem. Scholars in the feedback-seeking domain have predominantly focused on employee feedback seeking. However, there is less known about feedback seeking when the leader is the seeker of feedback. This is unfortunate because in dynamic and uncertain environments, as presented by the COVID-19 crisis, leaders will need to seek feedback from others to develop a holistic view of the emerging situation and respond in a timely manner. The Solution. The authors make a case for leader feedback seeking by identifying its four potential benefits for leaders themselves and organizations. Subsequently, they discuss four human resource development practices that can promote leader feedback-seeking behavior within organizations. The Stakeholders. This article will benefit organizations that seek to encourage their leadership talent to seek feedback at work.
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Existing studies show that the COVID-19 pandemic influences employee outcome in the work domain. However, the impact of business threat due to COVID-19 on employee daily insomnia remains unexplored. Addressing this research gap can help scholars understand the risks of COVID-19 in the non-work domain. Drawing on appraisal theories of emotion, we explore how and when business threat due to COVID-19 triggers employee insomnia. Using an experience sampling methodology where 89 employees are surveyed for 7 workdays, our multilevel analyses show that employee daily hope and workplace anxiety mediate the effects of business threat due to COVID-19 on employee insomnia. Furthermore, socially responsible human resource management (SRHRM) practices weaken the negative relationship between business threat due to COVID-19 and employees' hope and mitigate the positive relationship between business threat due to COVID-19 and their workplace anxiety. We also find that SRHRM practices influence the indirect effect of business threat due to COVID-19 on employee insomnia via workplace anxiety. Our study helps understand the underlying mechanisms in the relationship between business threat due to COVID-19 and employee insomnia and further sheds light on the role of SRHRM in mitigating the destructive effect of business threat due to COVID-19.
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BACKGROUND With the outbreak of COVID-19 the emotional health problems of healthcare workers have been further aggravated. If now left unaddressed this can lead to distress as well affect their effectiveness at work. It becomes essential to look at those specific emotional needs of healthcare workers, enabling them experience emotional well –being at different levels. OBJECTIVE This study examines the Human Resource (HR) Champion approach in combating the emotional health problems of healthcare workers. The objectives of the study included identifying the different emotional needs of Health care workers, mapping the various Human Resource Champion roles towards each of the identified emotional needs of workers and the different levels of emotional well-being. The study further looks at the feasibility/availability of the various identified employee champion roles in healthcare. METHODS Based on a mini review the purpose of the paper is to create a unique synthesis and proposal for utility of healthcare organizations The exploration included terms of search in combination and in particular related to emotional fitness of healthcare workers, COVID-19, HR role in managing employee stress, workplace stress, employee champion and HR champion. The potential chances of subjectivity in selection of the papers cannot be overlooked though the various databases used for review include Google Scholar, Web of Science, Semantic Scholar which provides the most cited work RESULTS The study reports a negative influence of pandemic on HCW's mental health. The identified needs of healthcare workers during the pandemic include caring, protecting, hearing, preparing and supporting them. The identified needs have been mapped towards the various HR champions i.e., physical, social, financial, emotional, work-life integration and meaning in work champion. The various practices that were available and were considered feasible have also been evaluated. The fulfillment of the specific emotional needs of HCW's can lead to emotional well- being at different levels including essentials, belonging, purpose and flourishing. But the fact remains that many of the champion roles are way far from being implemented in healthcare due to the nature of work and to an extent attitude of the management. CONCLUSIONS The findings of the study reveal that different employee champions can nurture the specific emotional needs of healthcare workers thereby leading to fulfillment of their emotional well-being at different levels. Some champion roles are more visible (physical and financial champions) as compared to work- life integration, social, emotional, meaning in work champions in healthcare organizations. © Australasian College of Health Service Management. All rights reserved.
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Research methodology: The case was developed by interviewing Rizwan Koita, CitiusTech chief operating officer (CEO) and cofounder. Case overview/Synopsis: CitiusTech, Inc. was a privately held health-care technology and consulting services provider with over 6,000 employees worldwide, with the majority in India. Since 2015, CitiusTech has been certified as one of India's best workplaces by the Great Place to Work Institute®.The case is set in 2020 when CitiusTech's business operations were severely disrupted as its customers suspended work on health-care technology projects to focus on responding to the COVID-19 pandemic. As a result, Rizwan Koita, CitiusTech's CEO and cofounder, suddenly found himself with a considerably large, highly qualified, underused talent pool and a significant loss in revenue. Instead of laying off highly skilled and trained employees, CitiusTech took a long-term view of the situation, believing that business would pick up in the third or fourth quarters and there would be a need to scale up teams. However, as 2020 was closing, Koita wondered if he had done enough to enhance employee engagement amid the disruption caused by COVID-19. Complexity academic level: This case is intended for use in undergraduate courses focusing on leadership, industrial and organizational psychology or human resources management. This case may be positioned after students have been familiarized with the fundamental concept of employee engagement. © 2022, Emerald Publishing Limited.
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To develop sustainable societies, it is necessary to reduce the use of fossil fuels. Therefore, widespread use of electric vehicles (EVs) is the need. Many subjects such as mathematics-and physics-based-mechanics of machine taught at the universities are useful to meet this problem. However, to design EVs, the ability to unify such knowledge along with the fabrication cost, time management, and teamwork management is necessary. We think that EV competition is a useful exercise in design education that helps develop this ability. Considering the energy problem, we proposed an official competition for small EVs, named 'pico-EV Eco Challenge', as an exercise in engineering design education. In this competition, a small one-person EV using only small rechargeable batteries (7.2 V, 1000 mAh in total) is fabricated and the fabricated EVs run a 60 m circuit. The competition in the years 2021 and 2022 was held on online due to COVID19 pandemic. In this paper, the competition criteria, the flow and the analyses of EVs on 2021 competition are described. © 2022 ICROS.
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Existing studies show that the COVID‐19 pandemic influences employee outcome in the work domain. However, the impact of business threat due to COVID‐19 on employee daily insomnia remains unexplored. Addressing this research gap can help scholars understand the risks of COVID‐19 in the non‐work domain. Drawing on appraisal theories of emotion, we explore how and when business threat due to COVID‐19 triggers employee insomnia. Using an experience sampling methodology where 89 employees are surveyed for 7 workdays, our multilevel analyses show that employee daily hope and workplace anxiety mediate the effects of business threat due to COVID‐19 on employee insomnia. Furthermore, socially responsible human resource management (SRHRM) practices weaken the negative relationship between business threat due to COVID‐19 and employees' hope and mitigate the positive relationship between business threat due to COVID‐19 and their workplace anxiety. We also find that SRHRM practices influence the indirect effect of business threat due to COVID‐19 on employee insomnia via workplace anxiety. Our study helps understand the underlying mechanisms in the relationship between business threat due to COVID‐19 and employee insomnia and further sheds light on the role of SRHRM in mitigating the destructive effect of business threat due to COVID‐19. [ FROM AUTHOR]
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PURPOSE: The purpose of this short communication is to provide theoretical considerations that support Human Resources (HR) professionals' decisions regarding the development of a post COVID-19 pandemic career resilient Generation Z's workforce. Building on the work of Pataki-Bittó & Kapusy [1] and Pichler, Kohli & Granitz [2], an effort to provide practical recommendations, that align workplace policies and practices with Generation Z's work values will be made, in order to develop a resilient workforce. DESIGN/METHODOLOGY/APPROACH: The authors review literature on Generation Z, namely regarding the factors that shaped their underlying development and consequent work values. Furthermore, literature regarding current organizational policies and practices focused on this generation was reviewed. FINDINGS: Although the recommendations made here allow worker integration and a better person-organization fit, this conceptual framework also suggests that very little is known about this generation, and as such, no one-size-fits-all recommendation exists for managers. It is our understanding that the recommendations set out here must be adapted to each organizational context, and each manager should pay more attention to its content than its form. ORIGINALITY/VALUE: This short communication presents a reflection regarding recommendations, that align workplace policies and practices with Generation Z's work values, in order to develop a career resilient workforce. It is a work that combines previous works and as such it offers a more encompassing systematization of the latest recommendations regarding this generation.
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The COVID-19 pandemic makes it difficult for the teaching and learning process to be conducted freely using all learning modes due to the limited interaction between teachers and students by distance. Therefore, teachers must creatively utilize various learning models to ensure students are properly taught during the pandemic. In this regard, this study aims to elaborate on the relationship between training management, effectiveness, and its impact on the teaching creativity of public teachers from kindergarten to upper secondary level. This is an online quantitative survey with a sample of state-funded teachers consisting of civil, honorary, and contract teachers. These three types of teachers were included in the category of teachers of the State Civil Apparatus. The accidental sampling technique was used to obtain data from 405 respondents through the questionnaire distribution for a month. This was greater than the initial target of 200 people as a condition for the eligibility of the number of respondents when using structural equation modeling (SEM)—AMOS analysis. A total of four hypotheses were proposed in this study, with three accepted and one rejected. The result showed that training management contributed significantly to training effectiveness but had a minimal contribution to increasing teachers teaching creativity during the pandemic. Furthermore, training effectiveness had a significant contribution to the invention of teaching teachers and was a full mediator. This study also found the lack of references about management training and the relationships built. Proper management is a key factor in encouraging the effectiveness of activity, but it is unable to improve the creativity of teaching teachers directly. The role of training effectiveness was significant because it increases the contribution of training management to teacher teaching creativity. This research also showed that the training carried out on ASN only be successful with good management. The effectiveness of teachers teaching creativity can only be increased through training, especially during a pandemic.
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Care workers are increasingly using digital technology in their daily lives, for monitoring, financial compensation, training, coordination, and more. State and corporate actors have invested significant resources to enable this digital shift, particularly during the COVID-19 pandemic. However, care work has remained chronically underpaid, and continues to rely on women from minoritized and marginalized backgrounds. Our paper examines how care workers carefully navigate digitization, precarity, and complex social relationships, in an attempt to care for their communities and each other. We analyze the emerging digital ecosystem for frontline health workers in India during the COVID-19 pandemic where these dynamics have been highly visible. Our research draws attention to four interconnected ways in which workers practiced care, by directing their efforts towards survival, resilience, advocacy, and/or resistance. We suggest these also as care orientations that can be adopted by researchers and practitioners, to critically reflect on and direct technology design towards enabling more caring futures, for (and with) workers and communities. © 2022 Owner/Author.
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The COVID-19 pandemic swiftly forced the closure of higher education institutions across the world. As a result, all educational institutions have made a considerable move toward e-learning. E-learning systems suffer from confidentiality, integrity, and availability-related security threats. Hence, understanding this problem from various perspectives that include technology, human behavior, management, and policies, as well as implementing policies and standards will assist in finding the most influencing factors that can help in protecting e-learning information systems from potential security threats. In this research, a review has been conducted to analyze and assess 55 states of the art articles on e-learning security and to identify countermeasures to strengthen e-learning information systems. The study contributes to our understanding of how to strengthen the e-learning information systems security by answering the following questions: What are the factors that have an impact on the e-learning systems vulnerability during the COVID-19 pandemic? What are the most important technology, management, and environment-based factors that need to be considered for protecting e-learning systems from potential security attacks?. The results of this study will enable decision and policymakers at higher education institutions to better understand the essential elements of adopting an e-learning system. Knowing these factors will help the designers and developers of e-learning systems adopt secure software design and development methodologies to reduce the likelihood that such vulnerabilities and it contributes to enhancing the system's security resilience against potential attacks. In addition, university management will be more knowledgeable about how to instruct their staff and students on best practices for using e-learning web applications. © 2022 IEEE.
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The present time is going through one of the worst global crises due to the lockdown, social distancing norms as one of the measures for containing COVID-19, in almost all the countries. Even before the crisis, the hotel industry as a whole lacked proper appreciation and professionalism. This reduction could be due to low employee satisfaction arising out of unstructured and poor wage systems and professionalism. Human resources management is imperative for better commitment to the workplace and for the employee job satisfaction. Therefore, considering the research gap, the motive of this paper is to assess the relationship between human resource practices (HRP) and job satisfaction (JS). Data were collected through questionnaire from 82 hotels in Uttrakhand. The validity of the model and hypotheses was tested from Smart-PLS. The results showed two practices (recruitment & selection and performance appraisal) of human resources have a positive relationship with JS. The limitations and directions for future research are discussed. This study extends the literature by empirically adducing evidence the relationship between HRM practices and job satisfaction of the hotel industry in Uttrakhand.
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In recent years, the epidemic of COVID-19 virus has become more and more serious, resulting in more and more people infected by the virus. In view of the transmission and infection characteristics of novel coronavirus and the potential risks of urban epidemic prevention and control, the COVID-19 epidemic prevention and control management system is designed and implemented based on the spring cloud microservice architecture to implement standardized and intelligent management of urban epidemic prevention and control. The mobile terminal is used to collect the nucleic acid detection information, vaccination information and key personnel information of urban residents according to the region, and conduct statistical analysis on all kinds of information to form intelligent visual data for dynamic display, so as to improve the level of epidemic prevention and control management. © 2022 ACM.