Gauging the impact of personal lifestyle, indoor environmental quality and work-related factors on occupant productivity when working from home

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Xingzhou Guo ◽  
Hongyue Wu ◽  
Yunfeng Chen ◽  
Yuan Chang ◽  
Yibin Ao
Keyword(s):  
Environmental Quality ◽  
Healthy Lifestyle ◽  
Indoor Environmental Quality ◽  
Related Factors ◽  
Content Type ◽  
Work Related ◽  
Working From Home ◽  
Home Based ◽  
Flexible Schedule ◽  
Environment Control

PurposePersonal lifestyle, work environments and work-related factors can significantly affect occupant productivity. Although many studies examine the affecting factors of occupant productivity in offices, explorations for the home-based work environment, which is designed mainly for living purposes, are still scarce. Moreover, current pandemic has made work from home a new normal for workers around the world. Therefore, it is important to identify key causal factors of occupant productivity when working from home.Design/methodology/approachThis study employed descriptive analysis and regression analysis method to explore the relationship among personal lifestyle, indoor environmental quality and work-related factors toward occupant productivity. A questionnaire including a comprehensive list of key measures was designed and 189 valid responses were collected from more than 13,000 participants.FindingsResults show that a healthy lifestyle, the perceived satisfaction of visual and acoustic environment, communication, interest in work, workload, flexible schedule and privacy positively affect occupant productivity when working from home, while coffee consumption, outside views and windows have negative effect.Originality/valueOpportunities to enhance occupants' home-based work productivity include developing a healthy lifestyle by taking advantage of flexible schedule, equipping a working room at home with advanced and intelligent environment control systems, and improving communication, workload and schedule by changing the policy of companies.

Let me go to the office! An investigation into the side effects of working from home on work-life balance

2020 ◽  
Vol 33 (6/7) ◽  
pp. 771-790
Author(s):  
Rocco Palumbo
Keyword(s):  
Side Effects ◽  
Work Engagement ◽  
Work Life ◽  
Private Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Content Type ◽  
Work Related ◽  
Working From Home ◽  
Home Based

PurposeThe disruptions brought by COVID-19 pandemic compelled a large part of public sector employees to remotely work from home. Home-based teleworking ensured the continuity of the provision of public services, reducing disruptions brought by the pandemic. However, little is known about the implications of telecommuting from home on the ability of remote employees to manage the work-life interplay. The article adopts a retrospective approach, investigating data provided by the sixth European Working Conditions Survey (EWCS) to shed lights into this timely topic.Design/methodology/approachAn empirical, quantitative research design was crafted. On the one hand, the direct effects of telecommuting from home on work-life balance were investigated. On the other hand, work engagement and perceived work-related fatigue were included in the empirical analysis as mediating variables which intervene in the relationship between telecommuting from home and work-life balance.FindingsHome-based telecommuting negatively affected the work-life balance of public servants. Employees who remotely worked from home suffered from increased work-to-life and life-to-work conflicts. Telecommuting from home triggered greater work-related fatigue, which worsened the perceived work-life balance. Work engagement positively mediated the negative effects of working from home on work-life balance.Practical implicationsTelecommuting from home has side effects on the ability of remote workers to handle the interplay between work-related commitments and daily life activities. This comes from the overlapping between private life and work, which leads to greater contamination of personal concerns and work duties. Work engagement lessens the perceptions of work-life unbalance. The increased work-related fatigue triggered by remote working may produce a physical and emotional exhaustion of home-based teleworkers.Originality/valueThe article investigates the side effects of remotely working from home on work-life balance, stressing the mediating role of work engagement and work-related fatigue.

scholarly journals Perception and Preference for Home-Based Telework in the COVID-19 Era: A Gender-Based Analysis in Hanoi, Vietnam

2021 ◽  
Vol 13 (6) ◽  
pp. 3179
Author(s):  
Minh Hieu Nguyen ◽  
Jimmy Armoogum
Keyword(s):  
Gender Inequality ◽  
Sustainable Development Goal ◽  
Related Factors ◽  
Social Distancing ◽  
Work Related ◽  
Home Based ◽  
The Social ◽  
The Government ◽  
Gender Based ◽  
Using Data

The rapid and widespread of COVID-19 has caused severe multifaceted effects on society but differently in women and men, thereby preventing the achievement of gender equality (the 5th sustainable development goal of the United Nations). This study, using data of 355 teleworkers collected in Hanoi (Vietnam) during the first social distancing period, aims at exploring how (dis)similar factors associated with the perception and the preference for more home-based telework (HBT) for male teleworkers versus female peers are. The findings show that 56% of female teleworkers compared to 45% of male counterparts had a positive perception of HBT within the social distancing period and 63% of women desired to telework more in comparison with 39% of men post-COVID-19. Work-related factors were associated with the male perception while family-related factors influenced the female perception. There is a difference in the effects of the same variables (age and children in the household) on the perception and the preference for HBT for females. For women, HBT would be considered a solution post-COVID-19 to solve the burden existing pre-COVID-19 and increasing in COVID-19. Considering gender inequality is necessary for the government and authorities to lessen the adverse effects of COVID-19 on the lives of citizens, especially female ones, in developing countries.

scholarly journals Understanding employee turnover in humanitarian organizations

2016 ◽  
Vol 48 (4) ◽  
pp. 208-214 ◽  
Author(s):  
Rameshwar Dubey ◽  
Angappa Gunasekaran ◽  
Nezih Altay ◽  
Stephen J Childe ◽  
Thanos Papadopoulos
Keyword(s):  
Employee Turnover ◽  
Factor Loading ◽  
Personal Factors ◽  
Related Factors ◽  
Content Type ◽  
Factors Affecting ◽  
Work Related ◽  
Humanitarian Organizations ◽  
Using Data ◽  
High Level

Purpose – At a time when the number and seriousness of disasters seems to be increasing, humanitarian organizations find that besides their challenging work they are faced with problems caused by a high level of turnover of staff. The paper aims to discuss these issues. Design/methodology/approach – Based on the 24 variables leading to employee turnover identified by Cotton and Tuttle (1986) the authors analyse the work-related, external and personal factors affecting employee turnover in humanitarian organizations, using a survey of members of the Indian National Institute of Disaster Management. Findings – Results indicated that the three factors are present. Of the external factors, only employment perception had a factor loading over 0.7; of the work-related factors, all were significant; of the personal factors, biographical information, marital status, number of dependants, aptitude and ability and intelligence had the highest loadings. It was also shown that behavioural intentions and net expectation were not significant. Originality/value – Only a few studies reported on employee turnover and its reasons are not well understood in the context of humanitarian organizations. To address this need, the aim of this paper is to explore the personal reasons impacting employee turnover in humanitarian organizations. In the study the authors have adopted 24 variables used in Cotton and Tuttle (1986) and classified into constructs to explain turnover, and further tested the model using data gathered from humanitarian organizations.

Importance-performance analysis (IPA) of the indoor environmental quality (IEQ) of an EDGE-certified building in Ghana

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Kofi Agyekum ◽  
Elorm Emil Koku Akli-Nartey ◽  
Augustine Senanu Kukah ◽  
Amma Kyewaa Agyekum
Keyword(s):  
Performance Analysis ◽  
Environmental Quality ◽  
Gap Analysis ◽  
Green Buildings ◽  
Indoor Environmental Quality ◽  
Content Type ◽  
Artificial Lighting ◽  
Survey Results ◽  
Space Layout ◽  
Visual Privacy

PurposeThe excellence in design and greater efficiencies (EDGE) certification system has seen a gradual adoption worldwide, with Ghana having six out of its eight certified green buildings bearing an EDGE certification. However, little is known about occupants’ satisfaction with the indoor environmental quality (IEQ) of EDGE-certified buildings. Therefore, the purpose of this study is to examine the satisfaction of occupants with the IEQ of an EDGE-certified building in Ghana by identifying their perceived performance of the indoor environment relative to their perceived importance.Design/methodology/approachA survey was conducted to evaluate the performance of 12 IEQ parameters with the occupants of an EDGE-certified office building. The survey results were evaluated using a gap analysis and both traditional and alternative Importance-Performance Analysis (IPA) matrices.FindingsThe findings revealed that noise level, temperature, cleanliness, sound privacy, air quality and humidity were IEQs that required the highest priority for improvement. Daylight and artificial lighting showed no appreciable performance gap. Space layout was adequately satisfied, whereas space size was overly satisfied. Visual privacy and outdoor view were found to require low priority of improvement.Originality/valueThis study contributes to the state-of-the-art of the IEQ of green buildings. It pioneers the research that seeks to examine the IEQ of EDGE-certified buildings. The gap analysis and the IPA were effective in prioritizing the IEQs for improvement action and provided a practical research framework that helped researchers examine the performance of green buildings, thereby giving valuable feedback to policymakers and building owners.

Evaluation of occupants’ well-being and perception towards indoor environmental quality in Malaysia affordable housing

2019 ◽  
Vol 17 (1) ◽  
pp. 90-106 ◽  
Author(s):  
Syahrul Nizam Kamaruzzaman ◽  
Ainur Mardiha Azmal
Keyword(s):  
Environmental Quality ◽  
Affordable Housing ◽  
Questionnaire Survey ◽  
Sick Building Syndrome ◽  
Well Being ◽  
Health Condition ◽  
Indoor Environmental Quality ◽  
Content Type ◽  
Housing Area ◽  
Sick Building

Purpose This paper aims to identify the indoor environmental quality in an affordable housing, as well as the health condition of users. Furthermore, it aims to find the relationship between quality of the indoor environment (IEQ) and sick building syndrome (SBS) and the satisfaction level of the occupants towards the IEQ factor, as well as the importance of the factors in the occupants’ view. Additionally, the purpose of this pilot study is to validate the questionnaire and identify the possible outcome of this research for the main study. Design/methodology/approach There are a few methods to achieve the objective of this paper: first is by literature review and second is by a survey. There are two types of survey made: observation survey and questionnaire survey. The purpose of observation survey is to survey the surrounding and the condition of the apartments, while questionnaire survey was distributed to the respondents in the affordable housing area. Next, is analysis and discussion of the survey, and finally, summary. Findings Aside from achieving the validity of the questionnaire survey, the results of the survey have found that the respondents are dissatisfied with the noise and glare level, as well as the amount of artificial lighting in their unit. Additionally, they have rated health, ventilation and amount of air movement as the most important IEQ factors. More importantly, the occupants have experienced the symptoms of SBS and the health condition of the building occupants. The results show that the most frequent symptoms affected the respondents are fatigue, dizziness and a headache. Originality/value This paper has indicated the IEQ in the affordable housing and identifies the health risk of occupants, specifically in Malaysia.

scholarly journals Social- and healthcare managers' work wellbeing – literature review and key informant interviews

2020 ◽  
Vol 13 (6) ◽  
pp. 633-648
Author(s):  
Niina Herttuala ◽  
Lauri Kokkinen ◽  
Anne Konu
Keyword(s):  
Literature Review ◽  
Literature Search ◽  
Organizational Factors ◽  
International Studies ◽  
Systematic Literature Search ◽  
Healthcare Organizations ◽  
Related Factors ◽  
Content Type ◽  
Factors Affecting ◽  
Work Related

PurposeThe purpose of this study was to describe factors that support and prevent managers' work wellbeing by reviewing international studies and interviewing Finnish social- and healthcare managers.Design/methodology/approachTwenty-two studies were identified in the systematic literature search. Seven social care and healthcare managers were recruited to participate in thematic interviews. Data were analyzed by using content analysis.FindingsSupportive and preventive factors for managers' work wellbeing were identified in the literature review, including managerial position, decision latitude, job control, social support and ethical culture at the workplace. The interviews further suggested that the supportive and preventive factors affecting social and healthcare managers' work wellbeing could be divided into five broad categories: (1) Individual factors, (2) Social factors, (3) Professional support from one's own manager, (4) Work-related factors and (5) Organizational factors.Originality/valueWe conducted a systematic literature search together with expert interviews to find the factors most crucial to managers' work wellbeing. These findings can assist social and healthcare organizations and policymakers to pay attention to these factors as well as in policies guiding them.

scholarly journals New Telework, Time Pressure, and Time Use Control in Everyday Life

2019 ◽  
Vol 11 (11) ◽  
pp. 3067 ◽  
Author(s):  
Eva Thulin ◽  
Bertil Vilhelmson ◽  
Martina Johansson
Keyword(s):  
Everyday Life ◽  
Time Use ◽  
Time Pressure ◽  
Working Hours ◽  
Subjective Time ◽  
Related Factors ◽  
Work Related ◽  
Home Based ◽  
Time Work ◽  
Part Time

This study explores how changing conditions for home-based telework affect the quality of life and social sustainability of workers in terms of time pressure and time use control in everyday life. Changing conditions concern the spread of telework to new types of jobs of a more routine character, involving new practices of unregulated work and anytime smartphone access. Empirically, we draw on survey data from a sample of 456 home-based teleworkers employed by six governmental agencies in Sweden. Results indicate that subjective time pressure is not associated with job type in terms of distinguishing between bounded case work and more independent analytical work. Time pressure is intensified by family-related factors, telework performed outside of working hours, and part-time work, and is moderated by the private use of smartphones. We find no significant associations between subjective time use control, job qualifications, and teleworking practice. Family situation and having small children at home reduce time use control. Also, high levels of smartphone use for work-related purposes are associated with reduced control.

Work engagement, job satisfaction, and turnover intentions

2016 ◽  
Vol 28 (4) ◽  
pp. 737-761 ◽  
Author(s):  
Lu Lu ◽  
Allan Cheng Chieh Lu ◽  
Dogan Gursoy ◽  
Nathan Robert Neale
Keyword(s):  
Job Satisfaction ◽  
Work Engagement ◽  
Turnover Intentions ◽  
Related Factors ◽  
Content Type ◽  
Work Related ◽  
Depth Analysis ◽  
Hotel Managers ◽  
Line Level ◽  
The Relationship

Purpose This study aims to investigate the influence of employee positions (supervisor vs line-level employee) on work-related variables (e.g. work engagement, job satisfaction and turnover intentions). Design/methodology/approach Data were collected from line-level employees and supervisors of 29 mid- to up-scale hotels. A series of one-way ANCOVA were performed to test the position differences in work engagement, job satisfaction and turnover intentions. Hierarchical regression analyses were conducted to examine the moderating role of employees’ positions on the relationships between those variables. Findings Supervisors have significantly higher work engagement and lower turnover intentions than line-level employees, whereas job satisfaction does not differ across positions. Employee positions significantly moderate the relationship between absorption and job satisfaction, and the relationship between dedication and turnover intentions. Practical implications This study provides an in-depth analysis for hotel managers to capture work-related factors (i.e. work engagement, job satisfaction and turnover intentions) across employee positions. Dedication is the primary barometer that significantly leads to job satisfaction and reduced turnover intentions compared to vigor and absorption. Although job satisfaction may be boosted by improving employee work engagement (i.e. vigor, dedication and absorption), increasing absorption is not an effective solution to increase supervisors’ job satisfaction. Hotel managers need to carefully monitor supervisors’ levels of dedication, given its focal impact on turnover intentions. Originality/value This study is one of the first attempts to examine the differences between line-level employees’ and supervisors’ work engagement (i.e. vigor, dedication and absorption) and its consequences (i.e. job satisfaction and turnover intentions). Findings highlight the unique influence of the individual dimension of work engagement on job satisfaction and turnover intentions. This study reveals the moderating effect of employee positions on the links between engagement dimensions and consequences.

How authentic leadership and inclusion benefit organizations

2014 ◽  
Vol 33 (3) ◽  
pp. 275-292 ◽  
Author(s):  
Kenna Cottrill ◽  
Patricia Denise Lopez ◽  
Calvin C. Hoffman
Keyword(s):  
Organizational Citizenship Behavior ◽  
Authentic Leadership ◽  
Online Survey ◽  
Self Esteem ◽  
Theory And Practice ◽  
Citizenship Behavior ◽  
Related Factors ◽  
Content Type ◽  
Work Related ◽  
The Relationship

Purpose – The purpose of this paper is to examine perceptions of inclusion and related factors, to understand how organizations can encourage and facilitate the full participation of employees. The research explored authentic leadership (AL) as an antecedent of inclusion, and two outcomes, organization-based self-esteem (OBSE) and organizational citizenship behavior (OCB). Design/methodology/approach – Using an online survey, data were collected from 107 primary and 219 peer participants in various industries throughout the USA. Primary participants provided perceptual ratings on inclusion, AL, OBSE and OCB. Co-workers assessed primary participants’ OCB. Findings – AL was positively related to inclusion (β=0.58, p<0.01) as well as self-rated OCB (β=0.36, p<0.01). Inclusion was positively associated with OBSE (β=0.48, p<0.01) and self-rated OCB (β=0.63, p<0.01). Inclusion mediated the relationship between AL and self-rated OCB. OBSE mediated the relationship between inclusion and self-rated OCB. All analyses controlled for the effects of race and gender. Practical implications – Results suggest organizations can promote inclusive environments through AL, and that inclusive environments promote employees’ work-related self-esteem and their willingness to go above and beyond in their jobs. Originality/value – This paper examines previously unstudied relationships, thus contributing to organizational theory and practice.

Digital natives vs digital immigrants

2019 ◽  
Vol 32 (6) ◽  
pp. 1051-1070 ◽  
Author(s):  
Mohammad Hossein Jarrahi ◽  
Ali Eshraghi
Keyword(s):  
Technology Use ◽  
Generational Differences ◽  
Personal Characteristics ◽  
Digital Natives ◽  
Digital Immigrants ◽  
Related Factors ◽  
Content Type ◽  
Work Related ◽  
Knowledge Practices ◽  
Social Technologies

Purpose Generational membership is argued to have an impact on how social technologies are used for knowledge sharing and communication in organizational contexts. Previous research has especially underscored the difference between digital natives and digital immigrants in how they make sense of and interact with social technologies for work. The purpose of this paper is to provide a multidimensional perspective and to explore generational differences as well as other factors deriving from both work-related and personal characteristics. Design/methodology/approach The paper presents a summary of the findings from interviews with 58 consultants from 17 managing consulting firms. Participants were selected based on their knowledge-intensive roles and their willingness to share information about their knowledge practices. Findings Findings highlight the significance of the organizational rank, knowledge needs, individuals’ enthusiasm for technology use and personality disposition in shaping workers’ attitudes toward social technologies for knowledge practices. This work builds from a social construction of technology perspective to provide a comprehensive insight into the roles played by work and personality-related factors beyond age and generational differences in the use of social technologies in and for work. Originality/value This research contributes to the discourse on generational differences and the use of social technologies. It puts this question into a broader context, and highlights other factors that shape this relationship.

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