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

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

Job and Organisational Level Aspects of Work in Slovenia

Marginalised groups of workers in Slovenia are traditionally most affected by labour market uncertainty, but increasingly middle-class and upper-class workers are experiencing the same. Furthermore, new work forms have given rise to ethical, psychological and legal dilemmas. In this paper, we examine the concept of decent work and focus on job-related and organisational aspects of work in Slovenia. In the empirical part of the paper we therefore focus on working time, work organisation and co-operation within teams, work-life balance, health and stress, and overall satisfaction with working conditions. Our results evidence that new work forms increase insecurity and consequently diminish worker well-being; and this is most experienced by younger, agency and self-employed workers in Slovenia. This suggests that the development of multilevel and multifaceted measures which take into account socio-psychological and legislative factors to address labour market segmentation is necessary, especially when addressing the needs of those forced to work atypically.

Through a Glass Darkly: British Representations of the Polish-Lithuanian Union in the Late-16th and 17th Centuries

The article discusses how post-1569 relations between Poland and the Grand Duchy of Lithuania were presented in various written materials produced in Britain in the late-16th and 17th centuries. It analyses both the materials produced by and for the court or professional elites, and widely circulating publications (books and newspapers) which were readily available to the general reading public. It argues that there is strong evidence that British readers were aware of the existence of the Polish-Lithuanian Union, although the union itself was rarely presented either accurately or in any detail. They therefore had a very blurred conception of how it functioned in practice, as can be illustrated, for example, by British authors downplaying or simply denying the fact that after the Union of Lublin Lithuania became a constituent part of the Commonwealth with a status equal to that of Poland. Moreover, few writers and editors considered it necessary to provide readers with a proper explanation of the union’s basic ‘rules of engagement’, or any reflections on how it functioned on an organisational level.

Informing Anti-Racism Health Policy in Aotearoa New Zealand

Racism is firmly established as a determinant of health and an underlying cause of ethnic health inequities. As an organised system, racism operates at multiple levels (including structurally and interpersonally). Racism and its many manifestations are breaches of international human rights obligations and, in the Aotearoa New Zealand context, te Tiriti o Waitangi. This article considers approaches to anti-racism in health and disability policy in the 30 years following the foundational publication Pūao-te-Ata-Tū (Ministerial Advisory Committee on a Māori Perspective for the Department of Social Welfare, 1988), which was one of the first government publications to name and call out the harmful impacts of institutional racism. The article then examines the ways in which government health and disability sector organisations have talked about and responded to racism at a national level since 1980. The results of this research urge a stronger organisational-level approach to antiracism in the health and disability system for more tangible results, requiring multi-level solutions, and transforming what is considered ‘business as usual’ in health and disability sector institutions.

Organisational Characteristics That Facilitate Gender-Based Violence and Harassment in Higher Education?

Gender-based violence and sexual harassment (GBVH) by and towards academics and students has been under-theorised at an organisational level in higher education institutions (HEIs). The methodology involves a critical review of the literature on GBVH and organizational responses to it, locating it in the context of an analysis of organizational power. The theoretical perspective involves a focus on power and workplace bullying. It identifies three power-related characteristics of academic environments which it is suggested facilitate GBVH: their male-dominant hierarchical character; their neoliberal managerialist ethos and gender/intersectional incompetent leadership which perpetuates male entitlement and toxic masculinities. These characteristics also inhibit tackling GBVH by depicting it as an individual problem, encouraging informal coping and militating against the prosecution of perpetrators. Initiating a discussion and action at organizational and state levels about GBVH as a power-related phenomenon, challenging the dominant neo-liberal ethos and the hierarchical character of HEIs, as well as reducing their male dominance and increasing the gender competence of those in positions of power are seen as initial steps in tackling the problem.

Construction 4.0 Organisational Level Challenges and Solutions

The construction industry (CI) is ancient and has evolved along with humanity, yet it has become increasingly inefficient due to fragmentation, the use of traditional solutions and the lack of innovative technologies and methodologies which are no longer sustainable. The Fourth Industrial Revolution has started to transform this industry, and Construction 4.0 (C4) can advocate this change to become a more efficient cyber-physical ecosystem. However, technology alone will not solve all challenges. While research on C4 focuses mainly on technology, management also plays a key role. We asked experienced company executives for their opinions on the digital transformation in the CI. Research proves that it is not just a technology but primarily a management and strategic challenge.

Organising labour market integration support for refugees in Austria and Sweden during the Covid-19 pandemic

This paper addresses the question of how the Covid-19 pandemic has affected the labour market integration support (LMIS) organised for refugees in Austria and Sweden, and the potential consequences of the changes unfolding. LMIS for refugees is a complex phenomenon involving actors at different interwoven levels—the macro-national level, the meso-organisational level and the micro-individual level. However, the complexities and consequences of such processes for the labour market integration of refugees have so far received limited attention. The current Covid-19 pandemic actualises the need to gain a better understanding of how integration support is organised across the different levels and how the pandemic itself impacts such support. Thus, the article seeks to understand how the pandemic affects the LMIS organised for refugees in Austria and Sweden, two countries with a large refugee population and diverging responses to the pandemic. Based on 29 semi-structured interviews and three focus group workshops, the results highlight in particular three developments: (a) a further entrenching of broader, macro-national level developments related to integration support already underway prior to the pandemic; (b) further mainstreaming of activities; and (c) increased volatility of work. Overall, the pandemic has brought to the fore the interrelation of different levels in the organising of LMIS for refugees and has contributed to a stabilisation of already ongoing activities.

Improving blood safety and availability: a collective mindfulness perspective in the supply chain

PurposeMaintaining a safe and available supply of blood requires a mindfully coordinated supply chain (SC) and is fundamental to the effective operation of health systems across the world. This study investigates how blood supply chain (BSC) actors demonstrate collective mindfulness (CM) principles in their operations and how these demonstrations lead to improvements in blood safety and availability (BSA) in different operational contexts.Design/methodology/approachSix case studies drawn from two contrasting BSCs, the UK and Indonesia, which differ in structure and regulation are investigated in this research. Qualitative data are collected and analysed using template analysis.FindingsThe cases reveal how the CM principles are demonstrated in the supply chain context in a range of operational conditions and their impact on BSA. The BSC actors in the more centralised and tightly regulated cases display more behaviours consistent with more of the CM principles over a greater range of operational conditions compared to those in the more decentralised and loosely regulated cases. As such, more improvements in BSA are found in the former compared to the latter cases.Originality/valueThis paper is considered the first to investigate the demonstration of CM principles at the SC as opposed to the single organisational level. It proposes an alternative approach to understanding and evaluating reliability performance using behavioural rather than statistical principles.

Evaluation of the adoption of Health Information Technology

The adoption of health information technology (HIT) has increased considerably, contributing to better communication between physicians and patients and providing technological bases for learning and institutional improvement. This type of technology brings many challenges; therefore, understanding its adoption and assimilation is important to assess its potential for engendering desirable outcomes in health management. The assimilation of health information systems should be highlighted as their importance in health organisations is now recognised as a key facilitator assisting in providing better health outcomes. Thus, this study aimed to analyse HIT adoption based on models such as Technology, Organisation and Environment (TOE), which analyses at the organisational level, with other models, such as the Technology Acceptance Model (TAM), which analyses at the individual level, and the assimilation of the adopted technologies.

An NHS Doctor’s Lived Experience of Burnout during the First Wave of Covid-19

This article offers the lived experiences of an NHS doctor working on the front line in an English NHS Trust during the first wave of the Covid-19 pandemic. The overall aim of the article is to offer a context-specific perspective on the employee experience of burnout by drawing out the interplay of organisational and external/socio-political factors during an atypical time. The narrative also highlights an as yet unexplored pattern of burnout with active maintenance of professional efficacy as the starting point which then interacts with high levels of work intensification prevalent in the NHS, leading to the coping mechanisms of depersonalisation and detachment. Existing research has predominantly focused on how/why employees experience burnout at the organisational level of analysis, leaving a gap in the literature on how external/socio-political and time contexts may impact employee burnout.