Remote working

Analisi teorica delle primordiali conseguenze psicologiche sul lavoratore derivanti dal nuovo contesto lavorativo creatosi  a seguito del diffondersi delle limitazioni sociali derivanti dal diffondersi del COVID-19; sintesi, attualizzazione e contestualizzazione delle principali teorie HRM sulla tematica, delle tecnologie imouegate e del concetto di remote working; proposta di logiche e strumenti per agevolare la relazione lavorativa da remoto.

using research survey instrument, an undisguised questionnaire. The eight independent factors Team work, Communication, Peer, Job related factors, Organization Policies, Organization Climate, Job Satisfaction, Psychological factors dependent factor psychological wellbeing of the employees. The Psychological wellbeing was measured using the modified and shortened version of 18-item version scale of Ryff and Keyes using six factors-Self-acceptance, Personal growth, Purpose in life, Environmental mastery, Autonomy and Positive relations with others. The survey instrument validity Organizational Climate, Opportunities, Challenges and Psychological Wellbeing of the Remote Working Employees during Covid-19 Pandemic: A General Linear Model Approach with Reference to Information Technology Industry in Hyderabad http://www.iaeme.com/IJARET/index.asp 373 editor@iaeme.com and reliability was assessed using Cronbach alpha (overall C-alpha measured at 0.92) for all the items and Split-Half (odd-even) Correlation 0.82 whereas Split-Half with Spearman-Brown Adjustment at 0.94. The results from the General Linear Model Multivariate analysis indicate Communication, Organization climate, Organization Policies, Job Satisfaction and Psychological factors significantly influencing the psychological wellbeing of employees in information technology sector during the survey period of Covid-19 pandemic.

This chapter reviews current research on telework. We first examine the literature on telework and job performance, job attitudes, and professional isolation, before reviewing the outcomes of telework on employee well-being as characterized by stress and work-life balance. We then turn our attention to factors that contribute to a successful telework experience: characteristics of the job, characteristics of the employee, and characteristics of the employee's manager(s). We also identify the key role of technology support in influencing many of the established outcomes of and contributors to telework. Finally, we discuss the gaps in our knowledge of telework's repercussions for employees and organizations. We conclude by identifying the implications of what we do know for theory and practice. To maximize positive outcomes, we recommend evidence-based guidelines for organizations with regard to 1) selecting and preparing employees for telework, and 2) managing their use of this flexible work practice.

This paper examines and analyzes the differences in organizational commitment and trust at work among conventionally employed and remote employees. Two additional control variables are introduced into the research: Gender and Age of the respondents. The survey included 265 respondents employed in organizations in Serbia (88.3%) and surrounding countries (Bosnia and Herzegovina, Montenegro, Croatia). Remote employees show stronger organizational commitment and trust at work than conventional employees. This applies to the following four dimensions: organizational identification, faith in intentions of peers, confidence in actions of peers and confidence in actions of management. At the same time, the overall sample shows that the degree of engagement at work, as well as the degree of loyalty to the organization, does not depend on the way they work (conventionally or remotely). However, male teleworkers have a very low level of organizational loyalty and it will not be a problem for them to leave their current job if they are offered a better position at another organization. Older teleworkers exhibit statistically significantly greater confidence in management intentions than younger teleworkers. Leaders and managers in conventional organizations should be aware of the potential for employees to experience a decline in organizational identification and confidence in peers and managers. Organizations practicing teleworking must make sure that male teleworkers have low organizational loyalty and can easily leave their current job.

For many years, scholars have discussed how digital technology can transform education, pointing to developments such as MOOCs or artificial intelligence. The lockdowns that took place during the Covid-19 pandemic challenged established ways of working, and forced many educational institutions around the world to teach online. I will argue that this disruption demonstrated two things. Firstly, much education was already dependent on digital technology; and secondly, that the move online showed which parts of education still rely on material practices. I will illustrate this, drawing on a study of the move online at my own institution, drawing attention to the digital and material infrastructure of the campus; to the differences between textual and situated disciplinary work; and to the importance of care in shaping educational relationships.

There is a growing concern over work-family issues. The notion of balancing the two domains of people's lives due to the worse pandemic situation has put the world to rest; by making people stay at home and perform their regular duties through remote working, and this needs attention. This study aims to identify the various factors that af ect women's work-life balance during the lockdown caused by the COVID 19 pandemic. This study attempts to find professional and personal challenges and enhancers for work-life balance amongst working women through a survey of 128 women working in dif erent sectors in South India. The regression analysis findings show that job performance and personal wellbeing are the main determinants of women employees' work-life balance during work from home. This study would benefit all the sectors that employ women to realign their policies, benefit programs, work distribution, and make job changes inside the organization for an employee-friendly remote working experience, thereby improving the workforce's efficiency and productivity.

It is becoming increasingly difficult to manage organizations operating in today's complex global business environment. In particular, to manage the remote employees, who work outside of the physical boundaries of the firms, in accordance with the management principles and through the organizational purposes is considered one of the most challenging area. Despite their constantly growing numbers, the remote employees have been neglected in recent scientific studies. Meanwhile, most of those rare studies have been conducted on the IT industry and its teleworkers. However, it is known that the truck drivers have been working on behalf of a company for years almost never been in the head office. On the other hand, studies on long-distance drivers generally focus on risk factors, job stress and health of drivers. Therefore, it is a significant shortcoming that those employees, who are the critical link of the transportation function of logistics, have not been subjected on to the scientific management and organizational behaviour researches. Thus, the current study aims to eliminate this gap in this issue. This qualitative research study tries to respond above mentioned research gap with the anti-positivist approach. Contrary to the majority of the recent studies, in spite of employees (drivers), the fleet managers of the large-scale land transport companies in the industry have been selected as the unit of analysis. The data obtained from the open-ended interviews were analysed by Nvivo 12 program. The findings of our study were evaluated and discussed from an interpretive and external perspective.

In light of the disasters and crises the world is witnessing, the latest of which is the new Corona virus pandemic, we had to look at matters from a different angle for everything that has been accustomed to, and rearrange priorities from the most important to the least important in order to ensure the existence of institutions and organizations that complement and share the fight against this epidemic. Current study aims to shed light on HR practices (Performance Management, Off-Site Work Engagement ,Minimum Training ,Constant Communications, Job Security and Coping Management) and their impact on managing the emerging COVID 19 crisis within Kuwaiti hospitals. By relying on the quantitative approach, (324) questionnaires were distributed to employees of Kuwaiti health sector hospitals, including managerial employees, nurses and doctors. Depending on SPSS, the study demonstrated the existence of an impact of HRM practices in strengthening the foundations of combating and confronting the pandemic and managing this crisis and the study also demonstrated an impact of job security, constant communication and coping management in motivating health sector employees to provide their best capabilities in these difficult circumstances. Study recommended reconsidering the functional structure of human resources in Kuwaiti hospitals and enhancing the role of human resources within the various medical and administrative departments

Küresel Covid-19 pandemisi, neredeyse tüm örgütlerin hızlı ve beklenmedik bir şekilde uzaktan çalışmaya yönelmesine neden olmuştur. Gelecek yıllarda da örgütlerin pandemi öncesi temel seviyelerine göre uzaktan çalışmada bir artış yaşayacağı ve uzaktan çalışmayı yönetmenin ve örgütlemenin örgütlerin karşılaşacağı en büyük zorluklardan olacağı tahmin edilmektedir. Bu yeni durum karşısında, örgütler, "Tamamen Uzaktan", "Kısmen Uzaktan" ve "Hibrit Uzaktan" çalışma modellerinden kendileri için uygun olan çalışma modelini belirleyerek uzaktan çalışmayı nasıl örgütleyeceklerine karar vermeli, iletişim/ekip stratejilerini belirlemeli ve uzaktan çalışmanın örgütlenmesinde hangi politika ve uygulamaların gözden geçirilmesi gerektiğini ele almalıdır. Bilinçli olarak kendilerini uzaktan çalışmaya hazırlayan örgütler, kendilerine uygun geliştirilmiş politikalar ve yönetim uygulamaları ile rekabet avantajı sağlayabileceklerdir. Uzaktan çalışmanın örgütlenmesinde; çalışan hakları, iş yükü ve performans standartları, yasal koruma durumu, sağlık ve güvenlik, eğitime erişim, vb. bütün konularda ofiste çalışma ile aynı yükümlülüklerin geçerli olduğu unutulmamalıdır.

Work from home or remote working has been seen as a buzzword during pre-Covid-19 times has become a reality during Covid-19 Pandemic starting March 2020 and will stay for a longer period in India. In this empirical study the researchers present outcome an empirical study carried out surveying the employees of International Agricultural Research Institute, Hyderabad. This research was carried out during the pandemic period because of its nature-novelty, innovation and challenging and this is the first research study that was carried out in the agricultural research sector. The predictor variables of remote working challenges-social/ workplace isolation, career development, work schedule, ergonomic issues, infrastructure dependencies, personal habits, additional costs to employee, the factors that influence the work-life balance a dependent variable on employees working in an international agricultural research institute employee are presented. The seven said independent variables that effect the work-life balance a dependent variable because of remote working of an employee are measured. using a five-point Likert-type scale. The work-life balance was measured with a modified questionnaire based on the survey instrument by Lisa Yang and Hock Tan and Cook. The multiple regression analysis reveal that employee personal habits, ergonomic issues and work schedules are significantly influencing the employee work-life balance. The most important concern and challenge expressed by employee is Post-Covid-19 to work back plan is explained.

The Covid-19 pandemic emerged amid the transformations created by technological advances in working life and has led to the peak of remote and hybrid working settings worldwide. The present study aims to focus on the mediating role of job satisfaction regarding the relation between remote working and life satisfaction. The sample of the study consists of 415 white-collar workers living in diff erent regions of Turkey, with at least an undergraduate degree, and has remote-working experience during the Covid-19 pandemic. SmartPLS 3 package program was used in the analysis of the data. As a result, we found that only skill development and organizational support dimensions of the remote working attitude aff ect job and life satisfaction. Also, we found that job satisfaction has a partial mediating role between skill development and life satisfaction. However, in the case of the relationship between organizational support and life satisfaction, job satisfaction emerged as a full mediator.

March 15, 2020, 11:49 p.m.

Colombia is included in the long list of countries in which the COVID-19 has rapidly spread. With 34 cases as of today, the country has engaged in a contingency plan that embodies preventative measures against the spread of the virus. Unfortunately, like in the case of other territories worldwide, one of the biggest sectors with the most affects is the educational one, surrounding the lives of thousands of children, teachers and their families. Among the measures adopted by several educational institutions (K-12 thru Higher Ed), one can report the suspension of classes, and the temporary transition to remote work conditions, hoping to move forward with the academic semester/year. However, to ensure that effectiveness reach the expected plateau, several adaptations need to be made by teachers and learners, such as the offer of flexible working plans, including remote working, and/or home working strategies. Thus, organizations and agents need to be aware of the most effective manners to respond to this unprecedented moment, reviewing and mitigating critical aspects derived from the implementation of such plans.
I have listed in this short article various considerations for instructors who aim the transition to working remotely, most likely to occur in the confort of their homes, given the national governmental call to enter self-isolation. In a future paper, I will refer to the implications for directive and administrative staff.

The paper presents the current transformations of Russian public relations during the SaRS-COVID-19 pandemic and remote working in 2020. In response to the crisis and uncertainty, companies have adapted and restructured corporate strategies and communications. The increasing demand for communication support of strategies and daily support of corporate activities indicates the growing significance of PR and the implementation of organizational strategies, as well as the demand for the optimization of corporate communication in society. The PR industry in general and professional communication are becoming more and more integrated due to the attraction of knowledge, competencies, specialists from a wide range of related industries: marketing, sociology, management. The current communication situation caused changes in the characteristics of Russian PR in the segment of communication agencies. Despite the traditionally high volume of the agencies' marketing services, the growth of crisis and digital communications has turned to be stable, which indicates the demand for more flexible PR formats. Based on an analysis of public relations of the leading local communication agencies in 2020, the authors put forward a hypothesis on the formation of the prerequisites for the transition of Russian public relations to the format of strategic communications.

In light of the disasters and crises the world is witnessing, the latest of which is the new Corona virus pandemic, we had to look at matters from a different angle for everything that has been accustomed to, and rearrange priorities from the most important to the least important in order to ensure the existence of institutions and organizations that complement and share the fight against this epidemic. Current study aims to shed light on HR practices (Performance Management, Of -Site Work Engagement ,Minimum Training ,Constant Communications, Job Security and Coping Management) and their impact on managing the emerging COVID 19 crisis within Kuwaiti hospitals. By relying on the quantitative approach, (324) questionnaires were distributed to employees of Kuwaiti health sector hospitals, including managerial employees, nurses and doctors. Depending on SPSS, the study demonstrated the existence of an impact of HRM practices in strengthening the foundations of combating and confronting the pandemic and managing this crisis and the study also demonstrated an impact of job security, constant communication and coping management in motivating health sector employees to provide their best capabilities in these difficult circumstances. Study recommended reconsidering the functional structure of human resources in Kuwaiti hospitals and enhancing the role of human resources within the various medical and administrative departments.

Short informal paper exploring the impact of the covid-19 global lockdown on site-specific art practice. Part of a collection of crowd-sourced research published after the first national lockdown in 2020 by the Culture Capital Exchange, London.

Emerging technology is facilitating collaboration and peer-production across a variety of industries. As Tapcott and Williams (2006) note, peer-production is particularly effective where a process can be broken down into a series of steps or tasks. It follows therefore, that is has become attractive to the field of music production whether driven by the need to drive down costs, or the desire for a differentiated product.

Rumsey and McCormick (2014) note that in popular music recording, there are at least two distinct stages – ‘track laying’ and ‘mixdown’. It is therefore no surprise that one of the most obvious uses of peer-production in the recording process is the use of a remote mix engineer. In short, a dedicated mix engineer is contracted to mix the recording which has usually been recorded by another engineer. This rise has largely been facilitated by the increase in internet network bandwidth bringing greater ease to the exchange of large audio session files (Bailey 2001). The concept can be seen across all sectors of the music industry from unsigned artists through to global recording artists. Mix engineers such as Chris Lord Alge and Mark ‘Spike’ Stent have a high status and are associated with a variety of globally-successful acts. However, bedroom producers or garage bands may also send their sessions to be mixed by a remote mix engineer with better facilities or expertise.

This paper interrogates the role of remote mix engineer in order to illuminate the reasons behind the rise in popularity.  Specifically, it looks at technological approaches, how the expertise of remote mix engineers differs and becomes attractive to clients, before lastly looking at the mix engineer as a brand whereby their association is seen to be a mark of quality.

La pandemia de la covid-19 ha sido el acicate para la aprobación de una nueva normativa de trabajo a distancia en el Derecho del Trabajo Español: la Ley 10/2021, de 9 de julio, de trabajo a distancia. Esta ley limita su ámbito aplicativo al considerado como “trabajo a distancia asalariado regular”, no siendo aplicable, por tanto y como contraposición, al que podría denominarse como “trabajo a distancia asalariado no regular”.

Asumiendo que el teletrabajo es la tipología de trabajo a distancia predominante y que múltiples factores pueden estar incentivando un relevante incremento del “teletrabajo asalariado no regular” en el presente y futuro inmediato en España, el objeto de este estudio es analizar el eventual régimen jurídico de la compensación de gastos en el “teletrabajo asalariado no regular” ante la existencia de no menores claroscuros e, incluso, severas lagunas jurídicas sobre esta materia. El objetivo último de todo ello es generar una propuesta interpretativa y aplicativa integradora sobre el régimen legal la compensación de gastos en teletrabajo no regular en el Derecho del Trabajo Español que pueda ser eventualmente útil para el conjunto de los operadores jurídicos.

In this article I maintain that when employers could free workers from the space constraint of the office without incurring unbearable economic losses, it is morally wrong not to grant workers the possibility to work remotely, as this violates the humanity formulation of Kant’s categorical imperative. The article therefore aims to contribute to the development of Kantian business ethics, taking into account a series of empirical evidence gathered in the wake of the Covid-19 pandemic. I firstly discuss the Kantian concept of meaningful work and explain why, due to a prejudice that existed with respect to remote work before the Covid-19 pandemic, the issue of freedom from the office was not given normative relevance. I then introduce a Kantian argument in defence of remote work and proceed to discuss two objections. The first objection is that remote work may well foster productivity, but it creates problems in terms of innovation and training of new staff. The second objection is that remote work hinders rather than fosters meaningful work because it deprives employees of social relations and inhibits workplace identity. I conclude by explaining why neither objection undermines the normative argument that workers should be allowed to work remotely as long as the “bearable costs” clause is met.

In light of the disasters and crises the world is witnessing, the latest of which is the new Corona virus pandemic, we had to look at matters from a dif erent angle for everything that has been accustomed to, and rearrange priorities from the most important to the least important in order to ensure the existence of institutions and organizations that complement and share the fight against this epidemic. Current study aims to shed light on HR practices (Performance Management, Of -Site Work Engagement ,Minimum Training ,Constant Communications, Job Security and Coping Management) and their impact on managing the emerging COVID 19 crisis within Kuwaiti hospitals. By relying on the quantitative approach, (324) questionnaires were distributed to employees of Kuwaiti health sector hospitals, including managerial employees, nurses and doctors. Depending on SPSS, the study demonstrated the existence of an impact of HRM practices in strengthening the foundations of combating and confronting the pandemic and managing this crisis and the study also demonstrated an impact of job security, constant communication and coping management in motivating health sector employees to provide their best capabilities in these dif icult circumstances. Study recommended reconsidering the functional structure of human resources in Kuwaiti hospitals and enhancing the role of human resources within the various medical and administrative departments

In light of the disasters and crises the world is witnessing, the latest of which is the new Corona virus pandemic, we had to look at matters from a dif erent angle for everything that has been accustomed to, and rearrange priorities from the most important to the least important in order to ensure the existence of institutions and organizations that complement and share the fight against this epidemic. Current study aims to shed light on HR practices (Performance Management, Of -Site Work Engagement ,Minimum Training ,Constant Communications, Job Security and Coping Management) and their impact on managing the emerging COVID 19 crisis within Kuwaiti hospitals. By relying on the quantitative approach, (324) questionnaires were distributed to employees of Kuwaiti health sector hospitals, including managerial employees, nurses and doctors. Depending on SPSS, the study demonstrated the existence of an impact of HRM practices in strengthening the foundations of combating and confronting the pandemic and managing this crisis and the study also demonstrated an impact of job security, constant communication and coping management in motivating health sector employees to provide their best capabilities in these dif icult circumstances. Study recommended reconsidering the functional structure of human resources in Kuwaiti hospitals and enhancing the role of human resources within the various medical and administrative departments.

March 15, 2020, 11:49 p.m.
Colombia is included in the long list of countries in which the COVID-19 has rapidly spread. With 34 cases as of today, the country has engaged in a contingency plan that embodies preventative measures against the spread of the virus. Unfortunately, like in the case of other territories worldwide, one of the biggest sectors with the most affects is the educational one, surrounding the lives of thousands of children, teachers and their families. Among the measures adopted by several educational institutions (K-12 thru Higher Ed), one can report the suspension of classes, and the temporary transition to remote work conditions, hoping to move forward with the academic semester/year. However, to ensure that effectiveness reach the expected plateau, several adaptations need to be made by teachers and learners, such as the offer of flexible working plans, including remote working, and/or home working strategies. Thus, organizations and agents need to be aware of the most effective manners to respond to this unprecedented moment, reviewing and mitigating critical aspects derived from the implementation of such plans.
I have listed in this short article various considerations for instructors who aim the transition to working remotely, most likely to occur in the confort of their homes, given the national governmental call to enter self-isolation. In a future paper, I will refer to the implications for directive and administrative staff.

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