Remote work mindsets predict emotions and productivity in home office: A longitudinal study of knowledge workers during the Covid-19 pandemic

2021 ◽  
pp. 1-27
Author(s):  
Lauren C. Howe ◽  
Jochen I. Menges
Keyword(s):  
Longitudinal Study ◽  
Knowledge Workers ◽  
Remote Work ◽  
Home Office

The moderating role of remote work in the relationship between organizational culture and OCB: case studies from the financial sector

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Zoltán Krajcsák ◽  
Anita Kozák
Keyword(s):  
Organizational Culture ◽  
Organizational Citizenship Behavior ◽  
Financial Sector ◽  
Three Dimensions ◽  
Citizenship Behavior ◽  
Remote Work ◽  
Structured Interviews ◽  
Home Office ◽  
Content Type ◽  
Study Approach

PurposeThe purpose of this article is to show how remote working affects employees' organizational citizenship behavior (OCB).Design/methodology/approachThe authors conducted research on organizations in the financial sector, as this segment was able to easily adapt to the challenges of remote working and teleworking. They used the case study approach: they analyzed organizational documents and management communications related to crisis management back to March 2020, when the pandemic started in Hungary, and conducted semi-structured interviews with managers and subordinates.FindingsThe results highlighted that the dominant organizational culture determines the effects of remote working on OCB. In organizations with a dominant market culture, OCB has changed the least because of the home office, with only a decline in the dimension of civic virtue. In organizations with a dominant clan culture, conscientiousness decreased, while the other three dimensions increased. The dominant hierarchy culture reacted the most unfavorably, excluding the dimension of courtesy, as all dimensions decreased.Originality/valueThe study shows how the pandemic and working in home office have changed the dimensions of OCB in different organizational cultures.

scholarly journals THE PSYCHOLOGICAL PREDICTORS OF ACTIVITY OF IT-PROFESSIONAL SINCONDITIONS OF ORGANIZATIONAL TRANSITION TO REMOTE WORK

2018 ◽  
pp. 38-42
Author(s):  
N. Maksymenko
Keyword(s):  
Personal Characteristics ◽  
Value Orientations ◽  
Professional Activity ◽  
Remote Work ◽  
Home Office ◽  
Actual Problem ◽  
Organizational Transition ◽  
Low Level ◽  
Self Confidence ◽  
Dispositional Factors

The article is devoted to the actual problem of psychological support of the transition of office workers to remote work. The purpose of the article is the definition of psychological and socio-demographic determinants of the activities of managers in the context of junior personnel transfer to virtual / home office. This problem is considered on the example of IT-professionals (n = 182) from four countries of Central and Eastern Europe. It is proved that the basic dispositional features that contribute to the realization of the activity potential are conscientiousness and openness to experience. Among the value orientations such predictors are the orientations towards competent and tolerant leadership. Another important thing is the value orientations of altruism and independence. The author makes conclusion that duing formation of uncertainty in their actions, individual personal traits play a great role, especially such traits as: ease of occurrence of negative emotions, individualism, preference for independence, disorganization, spontaneity, low level of purposeful behavior. Therefore, an orientation towards social support makes it difficult to implement an orientation towards quality in an activity and reinforces the lack of self-confidence feelings. It was revealed that under conditions of restructuration dispositional factors begin to play a major role, and the degree of value regulation decreases. In addition, the author suggests that a low level of integrity promotes creativity. This can be explained by the fact that an individual, who has such low level, remains open for longer to various possibilities of thought and action. The results of the analysis of the research data indicate that value orientations act as a kind of basis. They head the realization of the personal characteristics of a specialist in professional activity and they are important qualities in everyday life. In the article it is determined that the desire for success decreases in the specialists who get older, and the value orientations for support and leadership contribute to this aspiration. The author has shown that openness of experience, combined with tolerant leadership, is a prerequisite for determination in promoting organizational change.

Mobile Portals for Knowledge Management

2011 ◽  
pp. 599-605
Author(s):  
Hans Lehmann ◽  
Ulrich Remus ◽  
Stefan Berger
Keyword(s):  
Knowledge Management ◽  
Knowledge Workers ◽  
Working Environment ◽  
Home Office ◽  
Critical Data ◽  
Knowledge Intensive ◽  
Time Critical ◽  
To Receive

More and more people leave their fixed working environment in order to perform their knowledge-intensive tasks at changing locations or while they are on the move. Mobile knowledge workers are often separated from their colleagues, and they have no access to up-to-date knowledge they would have in their offices. Instead, they rely on faxes and messenger services to receive materials from their home bases (Schulte, 1999). In case of time-critical data, this way of communication with their home office is insufficient.

scholarly journals “Not One Less”! Adaptation to the Home Office in Times of COVID-19

2021 ◽  
Vol 25 (spe) ◽  
Author(s):  
Thaís Lopes de Lucena Alves ◽  
Amanda Florense Alves Amorim ◽  
Maria Clara Cunha Bezerra
Keyword(s):  
Implementation Process ◽  
The State ◽  
Remote Work ◽  
Home Office ◽  
Process Of Change ◽  
New Normal ◽  
New Model ◽  
Face To Face ◽  
Governance Model ◽  
Technology Market

ABSTRACT This case describes the process of changing Chianca Softwares’ face-to-face work regime to the home office during government decrees caused by the new coronavirus pandemic. Chianca Softwares, a family company, which has been a player in the technology market in the state of Paraíba since 2003, went through a process of change in its governance model in 2012, and due to the improvements in its processes, it was awarded the Prêmio Média e Pequenas Empresas (MPE) of Sebrae PB in 2016. Given its adaptability, it faced the coronavirus crisis differently, overcame difficulties, and needed to reinvent itself to survive the ‘new normal.’ In this context, the case aims to lead students to reflect on the home office implementation process in Chianca, to identify the benefits and challenges of this teleworking regime and to think about ways to mitigate these challenges and create tools and practices to mobilize, integrate, and engage people in remote work. Thus, after restructuring its entire team to the new model of work in the home office, students are led to reflect on the dilemma that Chianca managers face due to the release of their face-to-face activities: stay in the home office regime or return to original patterns.

scholarly journals Telework as the development direction of the ways of providing work by an employee in the crisis situation

2021 ◽  
Vol 2021 (154) ◽  
pp. 249-259
Author(s):  
Marzena PYTEL-KOPCZYŃSKA ◽  
◽  
Piotr OLEKSIAK ◽  
Keyword(s):  
Design Methodology ◽  
Legal Regulations ◽  
Remote Work ◽  
Home Office ◽  
Advantages And Disadvantages ◽  
Crisis Situation ◽  
Development Direction ◽  
Secondary Study ◽  
Organisation Design ◽  
Epidemiological Situation

Purpose: The purpose of this article is to present the peculiarity of telework as a form of providing work relation in the crisis situation in the organisation. Design/methodology/approach: The article demonstrates the term of telework, its legal regulations, advantages and disadvantages of telework as well as shows the results of empirical study concerning this issue in the period of Covid-19 pandemic. The article is based on the literature review in this scope and presents the results of secondary study relating to the telework in Polish companies during the pandemic. Findings: The considerations presented in the article indicate that the epidemiological situation connected with coronavirus enforced the necessity to take immediate and efficient actions to implement telework widely, which got a big group of supporters both among employers as well as employees. It is likely that home office may be the main form of providing work relation, e.g. the office one, in the nearest future. Originality/value: The value of this paper is theoretical. The possibilities of implementing remote work were presented in the paper concerning its advantages and limitations, with the particular consideration of Polish work market. The paper is original due to its multiaspect approach to the academic issue whereas the obtained results may be useful both for management practitioners as well as may be an inspiration for further research.

The association between frequent difficult deadlines at work and sleep quality. A longitudinal study among Danish knowledge workers

2012 ◽  
Author(s):  
Reiner Rugulies ◽  
Marie H. T. Martin ◽  
Anne Helene Garde ◽  
Roger Persson ◽  
Karen Albertsen
Keyword(s):  
Longitudinal Study ◽  
Sleep Quality ◽  
Knowledge Workers

Employees' dedication to working from home in times of COVID-19 crisis

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jana Prodanova ◽  
Ljupco Kocarev
Keyword(s):  
Structural Equation ◽  
Remote Work ◽  
Theoretical Frameworks ◽  
Home Office ◽  
Content Type ◽  
Working From Home ◽  
Work Tasks ◽  
Personal Experiences ◽  
Intention To Continue ◽  
Selection Of

PurposeAs part of the COVID-19 preventive measures that have entirely impacted individuals' lives worldwide, remote work has been indicated as one of the most challenging aspects that have passed through great adaptation in the past months, highlighting the need for its better understanding. Following the fundamental theoretical frameworks of motivation, the authors argue that remote work tasks and the environment highly determine employees' productivity and satisfaction, which in turn influence their intention to continue working from home once the restrictions are relaxed.Design/methodology/approachData from 363 remote work employees were collected, indicating their personal experiences of working from home during COVID-19 quarantine. The analyses were carried out using partial least squares–structural equation modelling (PLS-SEM) methodology, employing the SmartPLS3 software.FindingsThe results reveal the possibility for reconciliation and the adequate remote work's flow as motivating, and the interruptions and technology-related anxiety as interfering impacts, in the process of achieving functional home office. However, although employees might be productive, it is not a sufficient condition for them to show an intention to continue working remotely after the COVID-19 pandemic is over, contrary to their satisfaction, which is found crucial for their future intentions.Originality/valueThe theoretical and practical implications of this study suggest several avenues for productive management of the transition to remote work, especially when the need is imposed urgently and an adequate selection of the most indispensable aspects for constructive working from home must be rapidly reached.

scholarly journals Extroversion and Conscientiousness Predict Deteriorating Job Outcomes During the COVID-19 Transition to Enforced Remote Work

2021 ◽  
pp. 194855062110390
Author(s):  
Anthony M. Evans ◽  
M. Christina Meyers ◽  
Philippe P. F. M. Van De Calseyde ◽  
Olga Stavrova
Keyword(s):  
Longitudinal Study ◽  
Turnover Intentions ◽  
Well Being ◽  
The Other ◽  
Remote Work ◽  
Job Outcomes ◽  
The World ◽  
Deteriorating Job ◽  
The Relationship ◽  
Over Time

At the beginning of the COVID-19 pandemic, organizations around the world rapidly transitioned to enforced remote work. We examined the relationship between personality and within-person changes in five job outcomes (self-reported performance, engagement, job satisfaction, burnout, and turnover intentions) during this transition. We conducted a four-wave longitudinal study, from May to August 2020, of employees working from home due to COVID-19, N = 974. On average, self-reported performance decreased over the course of the study, whereas the other outcomes remained stable. There was also significant between-person variability in job outcomes. Extroversion and conscientiousness, two traits traditionally associated with desirable outcomes, were associated with deteriorating outcomes over time. Extroverted employees and conscientious employees became less productive, less engaged, and less satisfied with their jobs; and extroverted employees reported increasing burnout. These results add to our understanding of how personality predicts within-person changes in performance, well-being, and turnover intentions during the pandemic.

scholarly journals “Nenhum a Menos”! A Adaptação ao Home Office em Tempos de COVID-19

2021 ◽  
Vol 25 (spe) ◽  
Author(s):  
Thaís Lopes de Lucena Alves ◽  
Amanda Florense Alves Amorim ◽  
Maria Clara Cunha Bezerra
Keyword(s):  
Implementation Process ◽  
The State ◽  
Remote Work ◽  
Home Office ◽  
Process Of Change ◽  
New Normal ◽  
New Model ◽  
Face To Face ◽  
Governance Model ◽  
Technology Market

ABSTRACT This case describes the process of changing Chianca Softwares’ face-to-face work regime to the home office during government decrees caused by the new coronavirus pandemic. Chianca Softwares, a family company, which has been a player in the technology market in the state of Paraíba since 2003, went through a process of change in its governance model in 2012, and due to the improvements in its processes, it was awarded the Prêmio Média e Pequenas Empresas (MPE) of Sebrae PB in 2016. Given its adaptability, it faced the coronavirus crisis differently, overcame difficulties, and needed to reinvent itself to survive the ‘new normal.’ In this context, the case aims to lead students to reflect on the home office implementation process in Chianca, to identify the benefits and challenges of this teleworking regime and to think about ways to mitigate these challenges and create tools and practices to mobilize, integrate, and engage people in remote work. Thus, after restructuring its entire team to the new model of work in the home office, students are led to reflect on the dilemma that Chianca managers face due to the release of their face-to-face activities: stay in the home office regime or return to original patterns.

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