Working at Home

2007 ◽  
pp. 257-279
Author(s):  
Tracy L.M. Kennedy
Keyword(s):  
Business Organizations ◽  
Working At Home ◽  
Effective Work ◽  
Work From Home ◽  
Organizational Perspective ◽  
The Social ◽  
Household Members ◽  
Work Family ◽  
The Relationship ◽  
At Home

This chapter explores the work-family interface by investigating home as a potential work space that must still accommodate the social and leisure needs of household members. By examining spatial patterns of household Internet location, this chapter investigates the prevalence of paid work in Canadian homes, illustrates how household spaces are reorganized to accommodate the computer/Internet, and examines how the location of Internet access is situated within sociocultural contexts of the household and how this might affect potential work-from-home scenarios. Data collected from a triangulation of methods—surveys, interviews and in-home observation—also illustrate the relevance of household Internet location from an organizational perspective. The relationship between individuals and business organizations is interactive and integrative, and the home workplace is complex and blurred with other daily social realities, which influence effective work-at-home strategies and potentially shapes productivity and efficiency.

Working at Home

2008 ◽  
pp. 3229-3245
Author(s):  
Tracy L.M. Kennedy
Keyword(s):  
Business Organizations ◽  
Working At Home ◽  
Effective Work ◽  
Work From Home ◽  
Organizational Perspective ◽  
The Social ◽  
Household Members ◽  
Work Family ◽  
The Relationship ◽  
At Home

This chapter explores the work-family interface by investigating home as a potential work space that must still accommodate the social and leisure needs of household members. By examining spatial patterns of household Internet location, this chapter investigates the prevalence of paid work in Canadian homes, illustrates how household spaces are reorganized to accommodate the computer/Internet, and examines how the location of Internet access is situated within sociocultural contexts of the household and how this might affect potential work-from-home scenarios. Data collected from a triangulation of methods—surveys, interviews and in-home observation—also illustrate the relevance of household Internet location from an organizational perspective. The relationship between individuals and business organizations is interactive and integrative, and the home workplace is complex and blurred with other daily social realities, which influence effective work-at-home strategies and potentially shapes productivity and efficiency.

Gender relations in the classical Greek household: the archaeological evidence

1995 ◽  
Vol 90 ◽  
pp. 363-381 ◽  
Author(s):  
L. C. Nevett
Keyword(s):  
Gender Relations ◽  
Detailed Model ◽  
Male And Female ◽  
Classical Greece ◽  
Domestic Relations ◽  
The Social ◽  
Household Members ◽  
The Relationship ◽  
Different Levels ◽  
Shed Light

Despite the amount of textual material surviving from classical Greece, our knowledge of the household has remained limited because of the selectivity and orientation of those texts. In this paper, archaeological remains of late 5th- to late 4th-cent. houses are explored in order to shed light on aspects of domestic relations that recur most frequently in the sources: the relationship between male and female household members, and the way in which this was reinforced through the organization of the domestic environment. The traditional picture of a house divided into male and female areas is an over-simplification of a complex pattern of social relationships. A broader approach focuses on interaction between men and women, rather than on women's activity in isolation. The resultant, more detailed model for gender relations offers a glimpse of variability through space and time in how relationships were expressed spatially, and suggests the possibility of differences in the relationships themselves at different levels of the social hierarchy.

scholarly journals Pengaruh Konflik Pekerjaan-Keluarga Terhadap Kepuasan Kerja (Kasus Karyawan Bank BJB Cabang Utama Bandung)

2019 ◽  
Vol 4 (3) ◽  
pp. 34-46
Author(s):  
Afina Azka Yasyifa ◽  
Sri Raharso
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Work And Family ◽  
Business Organization ◽  
Business Organizations ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Negative Effect ◽  
Work Family ◽  
The Relationship

The current business organization is important to review the conflict between work and family. It can impact on the survival of employees in business organizations. Work-family conflicts can be one reason employee dissatisfaction with work. The relationship between work-family conflict and job satisfaction. Based on research conducted on 118 respondents employees Bank Bjb Office Main Branch Bandung obtained results that show there is a relationship between work family conflict with job satisfaction. This is evidenced by the results of correlation analysis between work family conflict variables with job satisfaction included in the negative and significant relationship. Furthermore, work family conflict also has a negative effect on job satisfaction in the regression analysis done.

scholarly journals Data on an Austrian Company's Productivity in the Pre-Covid-19 Era, During the Lockdown and After Its Easing: To Work Remotely or Not?

2021 ◽  
Vol 6 ◽  
Author(s):  
Michal Beno ◽  
Jozef Hvorecky
Keyword(s):  
Home Schooling ◽  
Academic Standards ◽  
Online Surveys ◽  
Home Office ◽  
Working At Home ◽  
Service Employees ◽  
Work From Home ◽  
The Face ◽  
Three Stages ◽  
At Home

The Covid-19 crisis across the world has increased the proportion of e-working. The transition from cubicles to the home office raised many questions in connection with companies adopting the new working conditions. Our paper provides recent evidence on the extent of this move, its impact on workplace evolution, productivity and the future prevalence of the face-to-display workplace after the easing of the lockdown. It uses data from 154 service employees of an Austrian sports and leisure product company obtained using online surveys on employees' opinions on e-working. By a coincidence, we conducted the first of them shortly prior to the epidemic. We decided to modify our planned research goals and decided to study their opinions during different Covid-19 stages. As a result, our findings do not follow all the academic standards. First, they are almost impossible to replicate due to the specific coincidence. Then, the shift in our aims leads us to minor changes in the content of the questionnaire. There are not only significant differences in the proportion of workers in the office and at home during the different periods of the lockdown. After its end, there was a significant increase in the number of those who had started working at home—more than one half. Compared to the period prior to the lockdown, they have a tolerant attitude to their work from home and believe that their productivity might remain the same. For many of them the change was an unavoidable obligation so they would prefer to return to the traditional workplace. The results suggest that more than one fifth want to continue working from home permanently, about one third more frequently than before, more than a quarter sometimes and just one seventh not at all. We studied the issues related to their productivity and its limits during all three stages. There are three important reasons for the fall in productivity related to e-working: (1) Providing childcare/home schooling, pet sitting and/or care for others while working (>one-fourth); (2) Work-from-home routine (>one-fourth); and (3) Having less work to do (>one-fifth).

scholarly journals Perlindungan Hukum Bagi Pekerja yang Dirumahkan Akibat Pandemi Covid-19

2021 ◽  
Vol 4 (3) ◽  
pp. 833
Author(s):  
Ananda Chrismond Endika Putra
Keyword(s):  
Human Rights ◽  
Employee Relations ◽  
Working At Home ◽  
Employment Opportunities ◽  
Safety And Health ◽  
Special Rules ◽  
The Right ◽  
Home Workers ◽  
The Relationship ◽  
At Home

AbstractThe problem that becomes an obstacle is the imbalance of employment opportunities for workers, welfare and protection of workers. Problems related to the welfare and protection of workers include the minimum wage that is still needed. Currently the Covid-19 Pandemic has had quite a number of workers who have changed their habit of office activities by working at home or at home. During the Covid-19 pandemic, workers or workers have the right to protection for safety and health in doing work. Protection of workers can be carried out, by providing guidance, as well as by increasing recognition of human rights, physical protection and technical, social and economic protection. There are special rules regarding home workers in the Circular of the Minister of Manpower Number: SE-05 / M / BW / 1998 concerning Wages for Home Workers not towards termination of the relationship but the company still pays the full wage and can regulate but is obliged to negotiate with the union laborers / workers. Disputes over employee relations with the company can go wrong through the non-litigation and litigation channels.Keywords: Protection; Wages; Settlement.AbstrakDalam masalah yang menjadi hambatan yaitu tidak seimbangnya kesempatan kerja bagi pekerja, kesejahteraan dan perlindungan terhadap pekerja. Terkait permasalahan dalam kesejahteraan dan perlindungan terhadap pekerja antara lain upah minimum yang masih dibawah kebutuhan. Saat ini Pandemi Covid-19 cukup banyak para pekerja yang mengganti kebiasaan kegiatan ke kantor dengan bekerja di rumah atau dirumahkan. Saat pandemi covid-19 ini para pekerja ataupun buruh berhak mendapatkan perlindungan atas keselamatan dan kesehatan dalam melakukan pekerjaan. Perlindungan pekerja dapat dilakukan, dengan memberikan tuntunan, maupun dengan meningkatkan pengakuan hak-hak asasi manusia, perlindungan fisik dan perlindungan teknis sosial dan ekonomi. Terdapat Aturan khusus mengenai pekerja yang di rumahkan pada Surat Edaran Menteri Tenaga Kerja Nomor: SE-05/M/BW/1998 tentang Upah Pekerja yang Dirumahkan bukan kearah pemutusan hubungan namun perusahaan tetap membayar upah secara penuh dan dapat dikurangi namun wajib melakukan perundingan dengan serikat buruh/pekerja. Persoalan perselisihan hubungan pekerja dengan perusahaan dapat diselesaikan melalui jalur non-litigasi dan jalur litigasi. Kata Kunci: Perlindungan; Pengupahan; Penyelesaian.

scholarly journals Testing Salience Model on Work Family Interface: A Regression Analysis

2021 ◽  
Vol 5 (2) ◽  
pp. 14-24
Author(s):  
Shumaila Arslan ◽  
Dr. Muhammad Farhan Tabassum ◽  
Dr. Muhammad Memon
Keyword(s):  
Work And Family ◽  
Work Life ◽  
Quality Of Work Life ◽  
Working At Home ◽  
Service Workers ◽  
Domestic Relations ◽  
Work Family ◽  
The Individual ◽  
At Home

The simultaneous arrangement of home and work life is important for all. Many who work at home, however, face difficulties in maintaining their work and domestic relations balance, since both fields are mixed together on a single roof. As telecoms technology progresses, the possibilities of working from home have been improved. Discussed the effects of working at-home solutions on the quality of work life of the individual. The current research examined in a sample of service workers from Pakistan an extended version of the differential salience model and a related salience model. The findings of this study help in part the model in a number of cultural and domestic contexts, but they also establish variations in domain resources and limit requirements. Strong job demands and the present situation of COVID-19 represent primarily technically the work-to-home interference (WtHI). Traveling tools have been identical in terms of reducing the WtHI and work-to-home enhancement (WtHE). WtHE was expected to be more likely because of the activation of personnel services. However, testing one's work had no big influence on WtHE. Moreover, unlike the theoretical model, restriction requirements at the interfaces between work and family have been found to be differential, not comparatively significant.

scholarly journals Factors Associated with the Maintenance of Breastfeeding at One Year among Women in Chiang Mai, Thailand

2021 ◽  
Vol 18 (17) ◽  
pp. 9224
Author(s):  
Krongporn Ongprasert ◽  
Penprapa Siviroj
Keyword(s):  
Multivariable Logistic Regression Analysis ◽  
Sources Of Information ◽  
Chiang Mai ◽  
Cross Sectional ◽  
Working At Home ◽  
Factors Associated ◽  
Work From Home ◽  
Baby Clinic ◽  
One Year ◽  
At Home

This study aimed to investigate factors associated with breastfeeding for at least one year among women in Chiang Mai, Thailand. We conducted a cross-sectional study of 451 mothers with children aged between 12 and 24 months who visited the well-baby clinic among women who visited the well-baby clinic in secondary and tertiary hospitals. The data collected included maternal sociodemographic information, employment status, reasons contributing to continued breastfeeding, primary sources of information, and influential people affecting continued breastfeeding. Multivariable logistic regression analysis was used to investigate the relationship between explanatory variables and continued breastfeeding at one year. Reporting “easier to bond with baby” as a reason to continue breastfeeding (AOR 3.118, 95% CI: 2.022, 4.809) and multiparous status (AOR 1.588, 95% CI: 1.042, 2.420) were positive predictors of mothers who had breastfeeding at least one year postpartum while mothers with undergraduate education level (AOR 0.635, 95% CI: 0.404, 0.997) were more likely to discontinue breastfeeding. Our study highlighted that working mothers have lower odds of continued breastfeeding than stay-at-home mothers (SAHMs), which was found for work with day shifts (AOR 0.437, 95% CI: 0.261, 0.731), work with rotational shifts (AOR 0.481, 95% CI: 0.247, 0.934), and work from home jobs with a flexible schedule (AOR 0.439, 95% CI: 0.229, 0.838). These findings showed that both employment outside home and work from home were strong risk factors for discontinuing breastfeeding before 12 months. We suggest that a breastfeeding-friendly workplace policy is essential to enhance the continuance of breastfeeding. Additionally, working at home requires more research to explore breastfeeding barriers and establish more support strategies.

scholarly journals Increased Productivity and Efficiency Among Cancer Center Clinical Trials Workforce during the COVID-19 Pandemic

Blood ◽  
2020 ◽  
Vol 136 (Supplement 1) ◽  
pp. 41-42
Author(s):  
Kimberly C Jenkins ◽  
Emily C Zabor ◽  
Lindsey A. R. Mooney ◽  
Aaron T. Gerds ◽  
Kerry O'Hop ◽  
...  
Keyword(s):  
Research Funding ◽  
Data Entry ◽  
Median Number ◽  
Working At Home ◽  
Hours Worked ◽  
Work From Home ◽  
Time Period ◽  
Number Of Patients ◽  
Significant Difference ◽  
At Home

Background: Independent of the SARS-CoV-2 pandemic, we developed a pilot program tracking productivity allowing research coordinators (RCs) to work from home. However, with the pandemic's onset all RCs were ordered to work from home starting March 25, 2020. Simultaneously, all in-person clinical trial site monitoring visits were prohibited, forcing sponsors to either halt research monitoring operations (10%) or adapt to remote monitoring (90%). We analyzed the productivity and efficiency of RCs during at home days versus in office days to better understand the impact of the pandemic on clinical trial operations. Methods: During this study period, RCs performed daily productivity tracking in a RedCap database, whether at the office or at home. Productivity was defined as total data fields entered; efficiency was defined as data fields entered in a given time period. Continuous variables were summarized using the median and interquartile range (IQR). To account for the fact that the data are clustered by RC, comparisons between working location were made using a logistic regression model with a random intercept for RC. A p-value <.05 was considered statistically significant. RCs who entered values incorrectly or who entered/exited the team during the tracking period were excluded. The data entry work was also categorized into 16 distinct disease groups for analysis. Results: There were 2,369 observations recorded by 58 RCs between March 2 and June 29, 2020. RCs spent a median of 2.75 hours (IQR 1.50-4.00) performing data entry at home, compared to a median of 3.00 hours (IQR 2.00-5.25) performing data entry in the office (P=.5). All 58 RCs recorded a total of 17,966 hours over 81 days working at home, where 24 of the RCs recorded a total of 1,169 hours over 69 days working from the office (Tables 1 and 2). For all disease groups, the median number of hours worked by RCs from home and the office were 8.00 (IQR 7.92-8.10) and 8.50 (IQR 7.91-10.00), respectively (P=.046). On average, RCs entered significantly more data fields at home (95.5, IQR 32-240) compared to at the office (75, IQR 35-145, P<.001). There was no significant difference in the number of patients for whom data were entered. There was a trend towards an increase in the median number of data fields entered per hour from home (40, IQR 20-72) compared to the office (21, IQR 13-36, P=.064, Tables 3 and 4). Among the hematology group, the median number of hours worked by RCs from home and the office were 8.00 (IQR 7.90-8.05) and 8.02 (IQR 7.92-8.36), respectively (P=.1). The median number of data fields entered by RCs from home and the office were 150 (IQR 47-336) and 74 (IQR 41-164), respectively (P<.001), and the median number of data entry hours for RCs from home and the office were 3.50 (IQR 2-5) and 2.62 (IQR 1.56-3), respectively (P=.004). There was no significant difference in the number of patients for whom data were entered or the number of data fields per hour. Among the solid tumor group, the median number of hours worked by RCs from home and the office were 8.00 (IQR 7.95-8.18) and 9.87 (IQR 7.87-10), respectively (P=.2). There was no significant difference in the number of data fields entered, the number of data entry hours, nor the number of data fields entered per hour. Hematology RCs completed a median of 150 (IQR 47-329) data fields per day while the solid tumor RCs completed a median of 65 (IQR 25-159) data fields per day. The multiple myeloma and leukemia groups completed the most data fields per day, 320 (IQR 200-650) and 202 (IQR 58.5-390), respectively (Tables 5 and 6). Total median time spent on data entry and total median time spent on all other tasks was 2.98 hours and 5.28 hours respectively, meaning 36% of an RCs work was comprised of data entry tasks. With the hematology research RCs bearing the brunt of the data entry workload, per hour, RCs completed nearly double the average amount of data fields when at home (40, IQR 20-72 vs 21, IQR 13-36). This translates into RCs being 17% more efficient overall when working at home. Conclusions: A silver lining to the SARS-CoV-2 pandemic includes increased data entry by RCs, and virtual monitoring and site initiation visits by sponsors and contract research organizations. These have created efficiencies including a greater number of trials opened and a reduction in trial times to open, when compared to a similar time period in 2019. Preliminary employee satisfaction surveys also reveal a high degree of satisfaction when working from home. Disclosures Gerds: Apexx Oncology: Consultancy; Imago Biosciences: Research Funding; AstraZeneca/MedImmune: Consultancy; Roche/Genentech: Research Funding; Gilead Sciences: Research Funding; Incyte Corporation: Consultancy, Research Funding; Sierra Oncology: Research Funding; Celgene: Consultancy, Research Funding; Pfizer: Research Funding; CTI Biopharma: Consultancy, Research Funding. Pennell:Cota: Consultancy; Eli Lilly: Consultancy; Amgen: Consultancy; Genentech: Consultancy; Merck: Consultancy; Astrazeneca: Consultancy; BMS: Consultancy; G1 Therapeutics: Consultancy; Inivata: Consultancy. Sekeres:Takeda/Millenium: Consultancy; BMS: Consultancy; Pfizer: Consultancy.

scholarly journals Pengaruh Konflik Pekerjaan-Keluarga Terhadap Kepuasan Kerja di Industri Perbankan

2019 ◽  
Vol 5 (2) ◽  
pp. 33
Author(s):  
Afina Azka Yasyifa ◽  
Sri Raharso
Keyword(s):  
Job Satisfaction ◽  
Family Conflict ◽  
Work And Family ◽  
Business Organization ◽  
Business Organizations ◽  
Work Family Conflict ◽  
Family Conflicts ◽  
Negative Effect ◽  
Work Family ◽  
The Relationship

The current business organization is important to review the conflict between work and family. It can impact on the survival of employees in business organizations. Work-family conflicts can be one reason employee dissatisfaction with work. The relationship between work-family conflict and job satisfaction. Based on research conducted on 118 respondents employees a bank in Bandung, obtained results that show there is a relationship between work family conflict with job satisfaction. This is evidenced by the results of correlation analysis between work family conflict variables with job satisfaction included in the negative and significant relationship. Furthermore, work family conflict also has a negative effect on job satisfaction in the regression analysis done.

Factor Modeling Of Russian Women’s Perceptions Of Combining Family And Career

2021 ◽  
Author(s):  
Natalia Blednova ◽  
Anna Bagirova
Keyword(s):  
Factor Analysis ◽  
Birth Rate ◽  
Working Women ◽  
The Social ◽  
Wide Range ◽  
Women’S Perceptions ◽  
Factor Modeling ◽  
Work Family ◽  
Late Childbearing ◽  
The Relationship

Sociologists and demographers explain late childbearing by the transformation of the life values of modern women. This is considered as one of the reasons for the decline in the birth rate. Our study aims to reveal perceptions of the relationship between career and family in the life strategies of working Russian women by using factor analysis. We collected data in a sociological survey of working women living in the Ural region. We asked respondents to rate 10 statements about work, family and children. We constructed 3-factors model of Russian women’s perceptions of combining family and career. Then we used correlationanalysis to assess the relationship between these factors and the social and demographic parameters of the respondents. We concluded that the use of factor analysis made it possible to model a wide range of Russian women’s perceptions of combining family and career. Considering the results obtained may contribute to improving the regulation of interaction of two important societal spheres of professional and parental activities and create conditions for increasing the birth rate in Russia.

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