Disrupted work: home‐based teleworking (<scp>HbTW</scp>) in the aftermath of a natural disaster

Donnelly, Noelle; Proctor-Thomson, Sarah

doi:10.1111/ntwe.12040

Cited by 117 publications

(152 citation statements)

References 43 publications

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“…Another study was conducted by Donnelly and Proctor-Thomson (2015) in the aftermath of a 2011 earthquake in Christchurch, New Zealand on a sample of workers who were WFH in a response to the disaster. The findings showed that the benefits of the postdisaster WFH outweighed its costs, enabling the employees to better address challenges imposed on WLB in a crisis.…”

Section: Mandatory Work From Homementioning

confidence: 99%

“…These findings seem to be relevant to the case of COVID-19-related WFH, given that they describe mandatory WFH associated with heightened crisis-related stress. However, the study by Donnelly and Proctor-Thomson (2015) was mostly descriptive and did not investigate relations among constructs associated with WFH, thus offering little information if higher WLB led to more favorable work and health related outcomes.…”

Section: Mandatory Work From Homementioning

confidence: 99%

“…The procedure of data collection enabled us to dig more deeply into the relationship between WLB and mandatory WFH. The WHF and WLB researchers consider increased autonomy and control in completing job tasks as key mechanisms of the beneficial effects of WFH (Allen et al, 2015;Donnelly & Proctor-Thomson, 2015;Gajendran & Harrison, 2007). However, it has been argued that involuntary WFH might actually decrease sense of control over work and life demands, because it removes the possibility of combining WFH with working from office/central work location (Lapierre et al, 2015).…”

Section: Studymentioning

confidence: 99%

See 2 more Smart Citations

Structuring of Time is Key for Job Performance and Well-being: The Case of Croatians Working from Home During COVID-19 Pandemic

Ružojčić¹,

Galić²,

Palanović³

et al. 2020

Preprint

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In this research, we aimed to explore determinants of job performance and well-being while working from home (WFH) in a specific context of mandatory WFH during COVID-19 lockdown in Croatia, a country where WFH is a highly unusual arrangement. In Study 1, on a nationally representative sample of 166 Croatian employees WFH during lockdown, we tested if aspects of work-life balance (WLB) – work-to-family and family-to-work conflict, time structure of the work day and psychological detachment from work – would predict job performance and well-being. We showed that of the four WLB aspects, only time structure was important both for job performance and well-being. In Study 2, we used a convenient sample of 575 Croatian employees who were WFH during lockdown to investigate conscientiousness, emotional stability and autonomy at work as drivers of the WLB during WFH, and to constructively replicate Study 1 findings using different and more advanced measures. Findings showed that autonomy, conscientiousness and, especially, emotional stability contributed to the WLB and were important for job performance and well-being. WLB, especially time structure, predicted both job performance and well-being, and enhanced time structure mediated the effects of personality traits and autonomy on both outcomes.

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Section: Mandatory Work From Homementioning

confidence: 99%

Section: Mandatory Work From Homementioning

confidence: 99%

Section: Studymentioning

confidence: 99%

See 1 more Smart Citation

Structuring of Time is Key for Job Performance and Well-being: The Case of Croatians Working from Home During COVID-19 Pandemic

Ružojčić¹,

Galić²,

Palanović³

et al. 2020

Preprint

View full text Add to dashboard Cite

show abstract

“…Teleworking provides flexibility and autonomy, and this has been shown to be highly appreciated by employees WFH during disasters and pandemics, e.g., [4,6]. Due to the closures of facilities and schools, family role demands and interference with work greatly increased in the early months of COVID-19.…”

Section: Hypothesis Developmentmentioning

confidence: 99%

“…After shortly experiencing WFH during COVID-19, many big tech firms including Facebook and Twitter announced that they are transitioning into being "remote-first" [3]. Research not only shows how disasters and pandemics have immediate effects on organizational behavior [4][5][6], but it also identified how early responses to chaotic events centuries ago effect companies' behaviors even today [7]. Accordingly, all employers need to identify the most effective WFH policies for their companies urgently.…”

Section: Introductionmentioning

confidence: 99%

Exploring the Impact of Mandatory Remote Work during the COVID-19 Pandemic

Oz¹,

Crooks²

2020

Preprint

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During the early months of the COVID-19 pandemic, millions of people had to work from home. We examine the ways in which COVID-19 affect organizational communication by analyzing five months of calendar and messaging metadata from a technology company. We found that: (i) cross-level communication increased more than that of same-level, (ii) while within-team messaging increased considerably, meetings stayed the same, (iii) off-hours messaging became much more frequent, and that this effect was stronger for women; (iv) employees respond to non-managers faster than managers; finally, (v) the number of short meetings increased while long meetings decreased. These findings contribute to theories on organizational communication, remote work, management, and flexibility stigma. Besides, this study exemplifies a strategy to measure organizational health using an objective (not self-report based) method. To the best of our knowledge, this is the first study using workplace communication metadata to examine the heterogeneous effects of mandatory remote work.

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The sociocultural barriers ofwork‐from‐homearrangement due toCOVID‐19 pandemic in Asia: Implications and future implementation

Himawan

Helmi

Fanggidae

2022

Knowl Process Manag

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The rapidly escalating COVID‐19 pandemic entails many unprecedented life circumstances, including in the way people work. The social distancing policy has forced companies to adopt work‐from‐home (WFH) arrangement to maintain business sustainability amidst both health and economic crises. While in many developed countries, WFH arrangement has been a common practice, this is not the case in some Asian countries, particularly in countries where high power distance emphasising heightened supervision and punishment among workers are still a preferred managerial style, such as Indonesia, China, India, and Thailand. While acknowledging that WFH is considered as beyond an option in this pandemic period, this commentary paper, built on existing literature presented in the narrative fashion, aims to critically identify key barriers of WFH implementation in some Asian countries, particularly in autocratic societies, using both theoretical and contextual approaches. The paper concludes by discussing recommendation for future studies and proposing strategic implications for companies and workers to effectively adopt WFH arrangement, especially in societies where WFH is still a new practice or is involuntarily held.

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Disrupted work: home‐based teleworking (HbTW) in the aftermath of a natural disaster

Cited by 117 publications

References 43 publications

Structuring of Time is Key for Job Performance and Well-being: The Case of Croatians Working from Home During COVID-19 Pandemic

Structuring of Time is Key for Job Performance and Well-being: The Case of Croatians Working from Home During COVID-19 Pandemic

Exploring the Impact of Mandatory Remote Work during the COVID-19 Pandemic

The sociocultural barriers ofwork‐from‐homearrangement due toCOVID‐19 pandemic in Asia: Implications and future implementation

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