scholarly journals The future of work: Remote work in the emerging new normal

2021 ◽  
Vol 12 (01) ◽  
Author(s):  
Simon J. Best ◽  
Keyword(s):  
Organizational Behavior ◽  
Work Conditions ◽  
The United States ◽  
Remote Work ◽  
Business Economics ◽  
New Normal ◽  
Future Of Work ◽  
Gender Biases ◽  
The Future ◽  
Employee Relationships

What HRM structures and schedules are most likely to characterize the post-pandemic period? This paper, taking a multidisciplinary approach to the analysis of the future of work and hybridized workforces, straddles the fields of HRM, business economics, and organizational behavior. It seeks to provide insights into the evolving post-pandemic’s new normal. The gains from the vaccination efforts in the US, in particular, are leading to shifts from the pandemic’s dismissal as a short-term phenomenon, to one that is now manageable. This paper, hence, analyzes the emerging trends and patterns that will most likely influence and shape the use of the human resource in companies, especially within the United States of America. It highlights the various discovered types, intensities, modalities, related to a range of worker types and work conditions associated with hybridized HRM, and the expected patterns and changes in employer-employee relationships likely to be maintained or expanded, that, informed by the Gratton framework of time and place. The paper maintains that not all work types are suitable for remote work. Additionally, certain gender biases are retained in the pandemic induced HRM hybrid models, while some are even reinforced. New work-life balance issues have also entered into work structuring and scheduling arrangements, with implications for the education attainment of the young, especially if, for example, hybrid education delivery becomes more widespread. The paper concludes with suggested research recommendations prompted by the pandemic’s activated sectoral labor supply challenges.

scholarly journals The future of work: Remote work in the emerging new normal

2021 ◽  
Vol 12 (01) ◽  
Author(s):  
Simon J. Best ◽  
Keyword(s):  
Organizational Behavior ◽  
Work Conditions ◽  
The United States ◽  
Remote Work ◽  
Business Economics ◽  
New Normal ◽  
Future Of Work ◽  
Gender Biases ◽  
The Future ◽  
Employee Relationships

What HRM structures and schedules are most likely to characterize the post-pandemic period? This paper, taking a multidisciplinary approach to the analysis of the future of work and hybridized workforces, straddles the fields of HRM, business economics, and organizational behavior. It seeks to provide insights into the evolving post-pandemic’s new normal. The gains from the vaccination efforts in the US, in particular, are leading to shifts from the pandemic’s dismissal as a short-term phenomenon, to one that is now manageable. This paper, hence, analyzes the emerging trends and patterns that will most likely influence and shape the use of the human resource in companies, especially within the United States of America. It highlights the various discovered types, intensities, modalities, related to a range of worker types and work conditions associated with hybridized HRM, and the expected patterns and changes in employer-employee relationships likely to be maintained or expanded, that, informed by the Gratton framework of time and place. The paper maintains that not all work types are suitable for remote work. Additionally, certain gender biases are retained in the pandemic induced HRM hybrid models, while some are even reinforced. New work-life balance issues have also entered into work structuring and scheduling arrangements, with implications for the education attainment of the young and underserved, especially if, for example, hybrid education delivery becomes more widespread. The paper concludes with suggested research recommendations prompted, in part, by the pandemic’s workforce and HRM challenges.

scholarly journals Within-Occupation Changes Dominate Changes in What Workers Do: A Shift-Share Decomposition, 2005–2015

2020 ◽  
Vol 110 ◽  
pp. 394-399
Author(s):  
Richard B. Freeman ◽  
Ina Ganguli ◽  
Michael J. Handel
Keyword(s):  
United States ◽  
Job Characteristics ◽  
The United States ◽  
Job Attributes ◽  
Future Of Work ◽  
The Future ◽  
Occupational Composition ◽  
Occupational Employment

This paper measures aggregate changes in job characteristics in the United States from 2005 to 2015 and decomposes those changes into components representing shifts within occupations and changes in occupational employment shares. Per our title, within-occupation changes dominate, raising doubts about the ability of projections based on expected changes in the occupational composition of employment to capture the likely future of work. Indeed, our data show only weak relationships between automatability, repetitiveness, and other job attributes and changes in occupational employment. The results suggest that analysts give greater attention to within-occupation impacts of technology in assessing the future of work.

The co-evolution of remote work and expectations in a COVID-19 world utilizing an expectation disconfirmation theory lens

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Colleen Carraher-Wolverton
Keyword(s):  
Online Survey ◽  
Remote Work ◽  
Research Issues ◽  
Content Type ◽  
Future Of Work ◽  
Level Of Satisfaction ◽  
The Future ◽  
Expectation Disconfirmation ◽  
Intention To Continue ◽  
The Impact

Purpose As researchers are being called to examine the evolving technology research issues for COVID-19 and other pandemics, remote work has been accelerated and represents the future of work. Although it is known that one of the top forces shaping the future of work is changing employee expectations, the knowledge of remote work during a pandemic remains scant. Thus, this paper aims to determine the impact of remote worker’s expectations on their level of satisfaction and intention to continue to work remotely. Design/methodology/approach Using one of the prominent theories on expectations, Expectation Disconfirmation Theory (EDT), the authors conduct an online survey of 146 individuals who are currently working remotely. Findings By applying EDT, the findings demonstrate that an individual’s expectations regarding remote work impact their level of satisfaction with remote work and intention to continue to work remotely. Incorporating extant research, the findings extend the research stream to indicate that employees’ expectations about remote work significantly impact both their level of satisfaction and level of productivity. Originality/value The discussion elucidates the significance of understanding employee expectations regarding remote work in the evolving new normal. The findings from the study demonstrate the importance of an individual’s expectations regarding remote work on their level of satisfaction with remote work and intention to continue to work remotely. Thus, this study fills a gap in the literature by applying EDT to the remote work context.

Sociaal en A&O psychologen bij economie en bedrijfskundefaculteiten: zonde of gezond?

2012 ◽  
Vol 25 (3) ◽  
Author(s):  
Janka Stoker
Keyword(s):  
Social Psychology ◽  
United States ◽  
The Netherlands ◽  
Organizational Behavior ◽  
Business Schools ◽  
The United States ◽  
Budget Cuts ◽  
Current Trends ◽  
The Future ◽  
Pessimistic Scenario

Social and I&O psychologists working at business schools: A sin or sane? Social and I&O psychologists working at business schools: A sin or sane? Over the last years, more and more social and industrial and organizational psychologists in The Netherlands started to work at business schools. This article describes the causes of this trend. Moreover, it outlines the differences in research between social psychology, I&O psychology and organizational behavior (at the business schools). The paper concludes with two possible scenarios for the future. In a pessimistic scenario, driven by budget cuts and to some extent based on current trends in the United States, one of the three disciplines disappears. In a more optimistic scenario, the borders between the three fields fade away. In this scenario, interdisciplinarity is a key issue. This last scenario calls for a clear positioning of the three disciplines, and also for strong cooperation between them.

scholarly journals How Will the Future of Work Shape the OSH Professional of the Future? A Workshop Summary

2020 ◽  
Vol 17 (19) ◽  
pp. 7154 ◽  
Author(s):  
Sarah Felknor ◽  
Jessica Streit ◽  
L. Chosewood ◽  
Michelle McDaniel ◽  
Paul Schulte ◽  
...  
Keyword(s):  
Occupational Safety ◽  
Well Being ◽  
The United States ◽  
Health Science ◽  
Science Center ◽  
Diverse Workforce ◽  
University Of Texas ◽  
Future Of Work ◽  
The Future ◽  
Challenges And Opportunities

Rapid and profound changes anticipated in the future of work will have significant implications for the education and training of occupational safety and health (OSH) professionals and the workforce. As the nature of the workplace, work, and the workforce change, the OSH field must expand its focus to include existing and new hazards (some yet unknown), consider how to protect the health and well-being of a diverse workforce, and understand and mitigate the safety implications of new work arrangements. Preparing for these changes is critical to developing proactive systems that can protect workers, prevent injury and illness, and promote worker well-being. An in-person workshop held on February 3–4, 2020 at The University of Texas Health Science Center (UTHealth) School of Public Health in Houston, Texas, USA, examined some of the challenges and opportunities OSH education will face in both academic and industry settings. The onslaught of the COVID-19 global pandemic reached the United States one month after this workshop and greatly accelerated the pace of change. This article summarizes presentations from national experts and thought leaders across the spectrum of OSH and professionals in the fields of strategic foresight, systems thinking, and industry, and provides recommendations for the field.

The Future of Work is a ‘Work in Progress’

2020 ◽  
Vol 13 (4) ◽  
pp. 454-463
Author(s):  
Vasudevan A S
Keyword(s):  
Leadership Styles ◽  
Service Sector ◽  
Equal Opportunity ◽  
Food Product ◽  
The United States ◽  
Work Environments ◽  
Work In Progress ◽  
Future Of Work ◽  
Traditional Leadership ◽  
The Future

This article is a phenomenological interpretation of the myriad processes that influence the transient nature of ‘work’ and measures to retrieve the dignity it deserves. Vasu is an emerging organisational futurist whose passion is to develop management educational approaches that ensure a positive outlook of the uncertain future ahead. The differences between Eastern and Western history, especially Indian history is ingrained with a unique resilience to catastrophic events, invasions and embedded diversity. Leaning more in defence of human dignity at work according to Pablo Gilbert, Victor Frankl, World Happiness Report 2012 and the contemporary theory of autopoiesis, he conjectures a ‘FUTOPIA’ rising in the horizon, where humanistic valuing of work becomes culture. The corporate world is realizing the shifting paradigms—from end goals of profit-centric strategies and exploitation of human futures to partnerships with associates and ‘working resources’ that optimize creative contribution from work environments. At a meta level, the nation-building agenda of development is talking the language of equal opportunity for and treatment of women at work, with equitable wage parity and abolition of forced labour in the United States. Recent bills in the Indian Parliament on education and farmers’ rights and tailoring of the archaic labour laws will strengthen the negotiation for equitable fund allocation. The spirit of enterprise will boost small and medium sectors, especially farming and food product preservation, innovation and research and development (R&D), and rapid skill development will for sure retrieve the dignity tag for academics, farm labourers and those in the service sector, such as paramedics, the police, etc. According to thought leaders, corporate founders and contemporary authors, the future of work can be seen as a promising work in progress towards a new work ethic. This article risks suggesting radical steps needed in challenging traditional leadership styles and human resource (HR) practices of a growth economy that draws on patriarchal alpha-male prominence. What will replace traditional leadership styles is compassionate servant leadership, with leaders who will become designers of future ‘work’ environments.

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