scholarly journals Defining Post-Pandemic Work and Organizations: The Need for Team Belongingness and Trust

2022 ◽  
Author(s):  
Joseph Crawford
Keyword(s):  
Sense Of Belonging ◽  
Organizational Outcomes ◽  
Social Resources ◽  
Rapid Adaptation ◽  
Work From Home ◽  
Future State ◽  
Working From Home ◽  
Current Climate ◽  
The Future ◽  
Work And Organizations

The COVID-19 pandemic has brought forth substantial unrest in the ways in which people work and organize. This had led to disconnection, rapid adaptation, work from home, emergence of a new digital industry, and an opportunity to create anew. This chapter provides a position for the future state of work and organizing, drawing on the belongingness hypothesis, to characterize a revised method of human connection that acknowledges unique differences in online connections. It also explores the role that flexibility and working from home have on organizational outcomes, through changing presenteeism, changes in how people develop trust, and how social resources are deployed. Advancing an understanding of this position creates a possible post-pandemic model of work that acknowledges the current climate and the learnings from before that pandemic. Through genuine acknowledgment of the current and past ways of working, it is possible to build a pathway to heighten employee’s sense of belonging and trust. This will support the return to, and evolution of, a form of normality post-pandemic.

scholarly journals Predictors of Employees’ Preference for Working from Home Post-Pandemic

2021 ◽  
Vol 11 (2) ◽  
pp. 1
Author(s):  
Paula M. Caligiuri ◽  
Helen De Cieri
Keyword(s):  
Work Life ◽  
Need Fulfillment ◽  
Work From Home ◽  
Working From Home ◽  
Global Pandemic ◽  
The Future ◽  
First Time ◽  
Work Life Conflict ◽  
At Home

The global pandemic of 2020-21 has enabled an examination of the conditions under which working from home is preferred. We examine whether work-life conflict (both work interfering with family and family interfering with work) and need fulfillment (autonomy, relatedness, competence) can be used to predict employees’ preference for working from home in the future, post-pandemic. With a sample of 944 employees working from home for the first time, this study found that work-life conflict was negatively related and need fulfillment was positively related to employees’ preference for working from home post-pandemic. The experience of having children at home or a partner who was also working from home did not affect employees’ long-term preference for working from home; however, being female did. Women were less likely to want to work from home post-pandemic. The implications for ways to maximize the experience of working from home in the future are discussed.

scholarly journals The Local Co-Working Hub: A Merging Solution

Urban Science ◽  
2021 ◽  
Vol 5 (1) ◽  
pp. 15
Author(s):  
Bahareh Motamed ◽  
Kamyar Shirvanimoghaddam
Keyword(s):  
Travel Behaviour ◽  
Working Environment ◽  
Personal Hygiene ◽  
New Normal ◽  
Work From Home ◽  
Working From Home ◽  
Global Pandemic ◽  
The Future ◽  
Challenges And Opportunities ◽  
Current Scenario

The coronavirus pandemic has brought unprecedented challenges and has changed society; some of these changes seem temporary, and others seem permanent. The uncertainty of the duration of this pandemic has introduced changes without the knowledge of how permanent they are, and has raised awareness regarding a need for a shift to a new normal. This new normal will affect different aspects of our life routines and activities, such as travel behaviour, personal hygiene, socializing, and our working environment. In the wake of the global pandemic, which has been followed by lockdowns, curfews, social distancing, and working from home, the future of the office has turned into an open question, as COVID has changed our expectation of how, where, and when people can do their jobs. Big companies like Twitter and Facebook have announced that they are allowing employees to permanently work from home; however, some industry leaders are using the work-from-home experience to reimagine the role of the office in the future. What will the future office look like, and what can we expect of the workplace environment? In this paper, we propose a third solution, which is the merging of the current scenario of the classic office and working from home, which is entitled the ‘local co-working hub’. By studying the challenges and opportunities of each of the current approaches, the potential of the local co-working hub is highlighted.

scholarly journals Exploring the health impacts and inequalities of the new way of working: findings from a cross-sectional study.

2022 ◽  
Author(s):  
Melda Lois Griffiths ◽  
Benjamin J Gray ◽  
Richard G Kyle ◽  
Alisha R Davies
Keyword(s):  
Well Being ◽  
Health Impacts ◽  
Mental Wellbeing ◽  
Ability To Work ◽  
Cross Sectional ◽  
Work From Home ◽  
Working From Home ◽  
The Future ◽  
Mental Well Being ◽  
Deprived Areas

Aim To explore the working Welsh adult population's ability to work from home, their preferences for the future, and the self-reported health impacts of home-working. Subject and Method: A nationally-representative household survey was undertaken across Wales (Public Health Wales' COVID-19, Employment and Health in Wales study), with cross-sectional data on home-working being collected between November 2020 and January 2021 from 615 employed working-aged adults in Wales (63.7% female, 32.7% aged 50-59). Respondents were asked about their ability to work from home, their perceptions of its impact on their health and their preferences for time spent home-working in future. Results Over 50% were able to work from home, and showed a preference towards home-working to some capacity, with over a third wishing to work from home at least half the time. However, those living in the most deprived areas, in atypical employment, with high wage precarity or with limiting pre-existing conditions were less likely to report being able to work from home. Of those that could work from home, over 40% reported that it worsened their mental well-being and loneliness, and for people in poorer health, home-working negatively impacted their diet, physical activity, smoking and alcohol use. People aged 30 to 39 and those who lived alone were more likely to report wanting to spend some time working in an office/base instead of at home. Conclusion The inequity in the ability to work from home reflects underlying inequalities in Wales, with those facing the greatest insecurity (e.g. those living in most deprived areas, those with more precarious work or financial circumstances) being less able to participate in home-working. Working from home offers greater flexibility, reduces the financial and time costs associated with commuting, and protects individuals from exposure to communicable diseases. However, working from home presents an enormous challenge to preserving the mental-wellbeing of the workforce, particularly for younger individuals and those with low mental well-being. Younger respondents and those in poorer health who could work from home were also more likely to engage in health-harming behaviours, and reduce their engagement in health-protective behaviours such as eating well and moving more. Reflecting on the future, providing pathways for accessing work from home arrangements, integrating hybrid models and preparing targeted health support for at risk groups may be best suited to the working population's preferences and needs.

The Future State of the Investment Profession

CFA Magazine ◽  
2018 ◽  
Vol 29 (1) ◽  
pp. 6-7
Author(s):  
Ed McCarthy
Keyword(s):  
Future State ◽  
The Future

Work-from-home during COVID-19: Accounting for the care economy to build back better

2021 ◽  
pp. 103530462098360
Author(s):  
Fiona Jenkins ◽  
Julie Smith
Keyword(s):  
Economic Activity ◽  
Public Investment ◽  
Economic Life ◽  
Rapid Adaptation ◽  
Policy Makers ◽  
Jel Codes ◽  
Work From Home ◽  
Adaptive Capabilities ◽  
Care Economy ◽  
A Site

In the COVID-19 pandemic, people’s dwellings suddenly became a predominant site of economic activity. We argue that, predictably, policy-makers and employers took the home for granted as a background support of economic life. Acting as if home is a cost-less resource that is free for appropriation in an emergency, ignoring how home functions as a site of gendered relations of care and labour, and assuming home is a largely harmonious site, all shaped the invisibility of the imposition. Taking employee flexibility for granted and presenting work-from-home as a privilege offered by generous employers assumed rapid adaptation. As Australia emerges from lockdown, ‘building back better’ to meet future shocks entails better supporting adaptive capabilities of workers in the care economy, and of homes that have likewise played an unacknowledged role as buffer and shelter for the economy. Investing in infrastructure capable of providing a more equitable basis for future resilience is urgent to reap the benefits that work-from-home offers. This article points to the need for rethinking public investment and infrastructure priorities for economic recovery and reconstruction in the light of a gender perspective on COVID-19 ‘lockdown’ experience. JEL Codes: E01, E22, J24

scholarly journals Working from Home During Covid-19: Doing and Managing Technology-enabled Social Interaction With Colleagues at a Distance

2021 ◽  
Author(s):  
Banita Lal ◽  
Yogesh K. Dwivedi ◽  
Markus Haag
Keyword(s):  
Social Interaction ◽  
Social Interactions ◽  
Digital Media ◽  
Social Life ◽  
Full Time ◽  
Work Lives ◽  
Work Related ◽  
Work From Home ◽  
Working From Home ◽  
Time Basis

AbstractWith the overnight growth in Working from Home (WFH) owing to the pandemic, organisations and their employees have had to adapt work-related processes and practices quickly with a huge reliance upon technology. Everyday activities such as social interactions with colleagues must therefore be reconsidered. Existing literature emphasises that social interactions, typically conducted in the traditional workplace, are a fundamental feature of social life and shape employees’ experience of work. This experience is completely removed for many employees due to the pandemic and, presently, there is a lack of knowledge on how individuals maintain social interactions with colleagues via technology when working from home. Given that a lack of social interaction can lead to social isolation and other negative repercussions, this study aims to contribute to the existing body of literature on remote working by highlighting employees’ experiences and practices around social interaction with colleagues. This study takes an interpretivist and qualitative approach utilising the diary-keeping technique to collect data from twenty-nine individuals who had started to work from home on a full-time basis as a result of the pandemic. The study explores how participants conduct social interactions using different technology platforms and how such interactions are embedded in their working lives. The findings highlight the difficulty in maintaining social interactions via technology such as the absence of cues and emotional intelligence, as well as highlighting numerous other factors such as job uncertainty, increased workloads and heavy usage of technology that affect their work lives. The study also highlights that despite the negative experiences relating to working from home, some participants are apprehensive about returning to work in the traditional office place where social interactions may actually be perceived as a distraction. The main contribution of our study is to highlight that a variety of perceptions and feelings of how work has changed via an increased use of digital media while working from home exists and that organisations need to be aware of these differences so that they can be managed in a contextualised manner, thus increasing both the efficiency and effectiveness of working from home.

Public servants working from home: Exploring managers’ changing allowance decisions in a COVID-19 context

2021 ◽  
pp. 103530462110555
Author(s):  
Sue Williamson ◽  
Linda Colley ◽  
Meraiah Foley
Keyword(s):  
Employee Productivity ◽  
Public Servants ◽  
Jel Codes ◽  
Individual Level ◽  
The Public ◽  
Work From Home ◽  
Working From Home ◽  
The Individual ◽  
Organisational Level ◽  
Large Sections

Before the COVID-19 pandemic forced large sections of the workforce to work from home, the uptake of working from home in the public sector had been limited and subject to the discretion or ‘allowance decisions’ of individual managers. Allowance decisions are influenced by factors at the organisational, group and individual levels. This research examines managers’ allowance decisions on working from home at each of these levels. It compares two qualitative datasets: one exploring managerial attitudes to working from home in 2018 and another dataset collected in mid-2020, as Australia transitioned out of the initial pandemic lockdown. The findings suggest a change in the factors influencing managers’ allowance decisions. We have identified a new factor at the organisational level, in the form of local organisational criteria. At the group level, previous concerns about employee productivity largely vanished, and managers experienced an epiphany that working from home could be productive. At the individual level, a new form of managerial discretion emerged as managers attempted to reassert authority over employees working remotely. These levels intersect, and we conclude that allowance decisions are fluid and not made solely by managers but are the result of the interactions between the organisational, group and individual levels. JEL Codes J81, J32

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