Remote, Hybrid, and On-Site Work during the SARS-CoV-2 Pandemic and the Consequences for Stress and Work Engagement

International Journal of Environmental Research and Public Health, Journal Year: 2022, Volume and Issue: 19(4), P. 2400 - 2400

Published: Feb. 19, 2022

With the COVID-19 pandemic having disrupted economies, businesses, and individual activities, it is important to examine how different forms of work affect employee behaviour. This study applies engagement (the key construct in organisational psychology) as dependent variable considers its determinants form stress factors attitudes toward remote work. A cross-sectional was conducted. total 544 (Female = 58.5%) workers were surveyed: (n 144), hybrid 142), on-site 258). The selection for purposive. Standardised survey questionnaires used study: UWES-9, Stress Management Standards, Attitudes Remote Work. obtained results indicate that there no significant differences between groups terms intensity engagement, but explained by other variables are each studied groups. Relationships use social media most among workers. For workers, control role definition. practitioners, which aspects should be considered order maintain high levels when employees transferring

Language: Английский

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“You Pretend to Pay Me; I Pretend to Work”: A Multi‐Level Exploration of Quiet Quitting in the Greek Context

Human Resource Management, Journal Year: 2025, Volume and Issue: unknown

Published: Feb. 11, 2025

ABSTRACT This study explores quiet quitting—a distinct form of workplace withdrawal—in the Greek context, adopting a multilevel approach to understand how cultural, institutional and individual factors shape this emerging phenomenon. Drawing upon relevant literature, we investigate macro, meso‐organizational, micro‐individual level that emergence persistence quitting. Through qualitative, interview‐based methodology, engage with diverse sample Human Resource (HR) managers capture their perceptions lived experiences contribute Our findings highlight complex interplay between societal shifts, cultural norms, organizational practices, coping mechanisms give rise sustain quitting behaviors. We propose conceptual framework situates within unique socio‐cultural, economic, realities context. reveals manifests as dynamic process, initiated by psychological contract breaches perpetuated through cycles emotional exhaustion identity rationalization. By providing holistic understanding phenomenon, contributes advancement contextualized Management (HRM) research offers valuable insights for practitioners navigating challenges modern workplace.

Language: Английский

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Influence of Working From Home During the COVID-19 Crisis and HR Practitioner Response

Frontiers in Psychology, Journal Year: 2021, Volume and Issue: 12

Published: Sept. 23, 2021

The pandemic has changed the way people work, and more are choosing to work from home (WFH). Unlike traditional patterns, this approach limitations had a significant impact on both organizations individuals. It also brings many challenges of HR practitioners. practitioners, as key players in strategic human resource management, need take advantage management innovations under crisis improve employees’ flexibility effectively address working home. This study aims for employee skill improvement, psychological stress relief, work-family balance, company culture reinforcement an HRM perspective because WFH patterns during COVID-19 crisis.

Language: Английский

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THE IMPACT OF REMOTE WORK ON HR PRACTICES: NAVIGATING CHALLENGES, EMBRACING OPPORTUNITIES

European Journal of Human Resource Management Studies, Journal Year: 2023, Volume and Issue: 7(1)

Published: Aug. 30, 2023

The COVID-19 pandemic has enhanced the rise of remote work, revolutionized organizational operations, and significantly impacted human resources (HR) practices. This paper explores profound effects work on HR functions, addressing both challenges opportunities in this new paradigm. shift to increased flexibility for workforce opened access a global talent pool. However, it not been without its professionals. They now face hurdles engaging employees, managing performance effectively, promoting team collaboration. Ensuring unified culture cultivating solid connection among workers have become pressing concerns. research emphasizes significance departments adapting realities work. It proposes need redefining acquisition, training, evaluation, employee engagement strategies. By analyzing real-world case studies expert insights, study offers valuable guidance leaders practitioners effectively navigating optimizing arrangements. Embracing provides clear advantages organizations that enhance resilience attract top talent. In regard, professionals must proactively adopt technology acquire skill sets optimize environments. As navigate function plays fundamental role shaping work's future nurturing thriving workforce. empowering position their success amid evolving landscape.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/soc/0056/a.php" alt="Hit counter" /></p>

Language: Английский

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Recruitment in SMEs: the role of managerial practices, technology and innovation

European Business Review, Journal Year: 2023, Volume and Issue: 36(3), P. 361 - 391

Published: Oct. 17, 2023

Purpose Various scholars suggest that there is a lack of research on the recruitment in small and medium-sized enterprises (SMEs) also scarcity theoretical basis for procedures used by these companies. As vast majority studies concentrate larger organizations, they may not accurately reflect challenges faced smaller-sized entities to profoundly comprehend their procedures. In addition, use technology has grown importance today’s quickly evolving business environment, particularly light COVID-19 pandemic footprint. This study aims examine SMEs how have been compelled adjust different extents technological improvements effects aforementioned epidemic. Design/methodology/approach With aim investigate current practices extent which digital technologies are embraced companies within human resources (HR) procedures, this relied interviews with representatives. The qualitative methods provided access relevant data insights, as allowed close interactions top managers CEOs ten from various sectors. Thus, results draw vivid reliable image attract, select retain staff. Findings study’s findings increased interest HR professionals, recruiters SMEs, who attract best talent optimize strategies rapidly changing enabled advancements. Effective adapted specific needs can lead several benefits organization, including improved employee selection, reduced turnover organizational productivity. Research limitations/implications Although examined here encompass techniques variety industries, results’ generalizability limited sample size geography. Furthermore, findings’ dependability dependent accuracy respondents. Practical implications investigation confirms some underpinnings point formalized structures process enjoy more flexibility managing processes. reinforce arguments indicating an adjustment between or policies goals smaller adapt faster changes market. Moreover, it becomes apparent relationship quality job descriptions successful fit attracting right candidates open positions. offer opportunities expanding recruiters’ reach wider audience support selection stage, thus increasing chances finding suitable need shift traditional e-recruitment highlighted literature, revealed was driven one hand when successfully implemented new online recruiting, but skilled labor, leading expansion other parts country even countries. Social regard proportion men women companies, clear involve train predominantly male-dominated industrial IT From view, tend devote integrating communities well key management Another highlights fact started get creative package propose focus remote work, hybrid office–home working, seasonal work future employees better work–life balance. Originality/value added value filling gaps literature concerning currently face solutions advanced solve them. often drive innovation competition market play crucial role supply chain providing them goods services operate supporting availability reliability products They driving force behind revitalizing local economies creating employment opportunities. Consequently, underlying significance rooted modernize simultaneously improve through integration innovation.

Language: Английский

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Mapping the Sustainable Human-Resource Challenges in Southeast Asia’s FinTech Sector

Journal of risk and financial management, Journal Year: 2022, Volume and Issue: 15(7), P. 307 - 307

Published: July 13, 2022

The significance of human resources (HRs) has increased with the increasing awareness sustainability issues and corporate social responsibility. However, rapidly emerging financial technology (FinTech) sector still presents an HR challenge. Southeast Asia, which accounts for highest adoption rate mobile banking, set new records regarding number transactions, as well funding amount, in recent years. Moreover, borderless cooperation, coupled in-demand tech talents, will boost development region. Thus, this study explored opportunities challenges a business model, FinTech, Asia’s banking enterprise post-COVID-19 era. It also examined how organizations can achieve sustainable via interaction operating model existing ones by developing relevant strategies context “new normal” working condition. By reviewing literature on management (HRM), we proposed FinTech companies could supply talent experience or engage training projects before recruiting. Additionally, since desire sustainability-minded employees, they offer flexible arrangements well-established reward policies that create remote work performance retention rates. Being committed to upskilling reskilling global offering mobility across organization, fully embracing creation value cross-cultural talent, support their employees’ long-term career goals maintain competitive strength. Finally, must focus more adjustments cross-domain communication talent. Forming strategic alliances would be alternative conduit ensure regional laws comply local culture national law, bias conflict reduction.

Language: Английский

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The future of work post Covid-19: key perceived HR implications of hybrid workplaces in India

Journal of Management Development, Journal Year: 2022, Volume and Issue: 42(1), P. 13 - 28

Published: Nov. 22, 2022

Purpose Human history observed an arduous time fighting the novel infectious respiratory disease Covid-19 coronavirus, which started in Wuhan, China and spread rapidly across globe 2020. Economies countries including India around world experienced dismay with nationwide lockdowns fear of unknowing. The unforeseen circumstances enforced immediate transitions organizations' work environment through remote working, digital infrastructure, online collaborations new ways interaction. pandemic altered workplace trajectories lasting as employees settled into a routine working from home more quickly than imagined. Now, many other slowly move beyond crisis, there exists need to realize implications on articulate future work. This article, therefore, investigates key perceived benefits HR emerging concept hybrid workplaces presents HRM framework for their successful adoption India. findings may prove crucial framing norms shaping them. Moreover, this research would provide practitioners, policymakers, business leaders professionals insights about review existing successfully roll out models accordance strategies. Design/methodology/approach methodology Systematic Review Literature (SLR) was adopted study workplaces. Findings help leaders, professionals, policymakers researchers developing policies approaches they chart path toward post-pandemic future. Research limitations/implications stresses paradigm evolves. approach is explorative require quantitative validation different sectors countries. Originality/value makes direct link between impetus transformation It also examines changing role human resources (HR) functions after pandemic.

Language: Английский

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Artificial Intelligence in Human Resource Management: Recent Trends and Research Agenda

Contemporary studies in economic and financial analysis, Journal Year: 2023, Volume and Issue: unknown, P. 31 - 56

Published: Sept. 9, 2023

The COVID-19 pandemic ushered in multiple challenges for employees, which led to employee turnover, disengagement at work, employees' mental health issues, etc. study tries elucidate how artificial intelligence (AI) herald great promise human resource management decreasing cost, attrition level and enhancing productivity. Considering the dearth of studies on recent trends (HRM) context AI, elucidates role AI facilitating seamless onboarding, diversity inclusion (D&I), work engagement, emotional health. Thus, a conceptual model HRM its organisational outcomes is proposed. A systematic review meta-synthesis method are undertaken. literature assisted critically analysing, synthesising, mapping extant by identifying broad themes. findings suggest that using natural language processing (NLP) robots has eased onboarding process. D&I promoted data analytics, big data, machine learning, predictive analysis NLP. Furthermore, NLP analytics have proved be highly effective engaging employees. Emotional Intelligence applied through simulation intelligent robots. On other hand, chatbots, pulse surveys, wearable technology, paved way also reveals leads enhanced performance, reduced cost decreased intention quit organisation. provides competitive edge organisations performance

Language: Английский

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Investigate the relationship between leadership behaviours, organisational commitment, occupational stress and organisational citizenship behaviours in Vietnamese private business school libraries

Library Management, Journal Year: 2024, Volume and Issue: 45(1/2), P. 101 - 117

Published: Feb. 15, 2024

Purpose This paper examines the associations between leadership behaviours, organizational commitment, occupational stress and organisational citizenship behaviours (OCBs) at Vietnamese private business school libraries. Another objective of this research is to explore mediating role commitment on connection OCBs. Design/methodology/approach The authors collected 294 staffs from various Findings findings confirm that dimensions significantly influence OCBs, plays a in relationship relationship-oriented behaviour (ROL) Practical implications current result indicates two types affect employee citizen behaviours. Organisations should also distribute opportunities for workers stick by implementing interventions. Originality/value obtained are new exploration when no previous empirical literature has investigated relationships among four constructs.

Language: Английский

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Neurodiversity and remote work in times of crisis: lessons for HR

Personnel Review, Journal Year: 2021, Volume and Issue: 52(6), P. 1677 - 1692

Published: Dec. 23, 2021

Purpose The rich qualitative study builds on 11 semi-structured interviews with nine neurodivergent employees and two business professionals supportive of neurodiversity to understand the lived experiences dealing crisis in a remote working environment. Design/methodology/approach purpose reported research is how neurominorities experience times what implications this are for human resource (HR) professionals. Findings Moving work resulted lack routine, distractions long hours, which can all be difficult line managers monitor. Further problems communication virtual environment understanding by others were found particularly burdensome individuals. On positive note, allowed avoiding sensory overwhelm was seen as an important step creating healthy work–life balance (WLB). Practical findings point HR practitioners' attention towards building more friendly post-pandemic workplace prompt employers offer arrangements, better suit employees' domestic personal circumstances. Originality/value This addresses impact Covid-19 neurominorities. In doing so, it answers recent calls move away from universal route employee outcomes facilitates accurate reflection organizational reality disadvantaged members society.

Language: Английский

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