The impacts of smart working on women. Lessons from the first lockdown in Italy

Vita, Luisa De; Mazali, Tatiana; Campanella, G

doi:10.1080/03906701.2022.2064666

Cited by 4 publications

(2 citation statements)

References 25 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…The COVID-19 pandemic forced the reconfiguration of domestic environments to allow smart working, accelerating adoption but imposing changes in the organization of home spaces to fit work needs (Carroll and Conboy, 2020). Homes have become a fluid and ever-changing space hosting the (increased) complexity of people's lives: private life, work, well-being and socialization (Bin et al, 2021;Crowley and Doran, 2020;De Vita et al, 2022;Kodama, 2020). The third factor is a new cultural approach to HR management.…”

Section: Features Of Smart Workingmentioning

confidence: 99%

See 1 more Smart Citation

The bright and dark side of smart working in the public sector: employees' experiences before and during COVID-19

Todisco

Tomo

Canonico

et al. 2023

View full text Add to dashboard Cite

PurposeThe paper aims to understand how the spread of coronavirus disease 2019 (COVID-19) influenced public employees' perception of smart working and how this approach was used during the pandemic. The authors asked about smart working's positive and negative aspects and how these changed during the pandemic.Design/methodology/approachThe authors explored the strengths and weaknesses of smart working before and after COVID-19. The authors interviewed 27 Italian public employees who had experienced smart working before the pandemic. The questions and discussion aimed to broadly explore the strengths and weaknesses of smart working and smart working's impact on working performance, work relationships and work–life balance (WLB).FindingsSmart working had a widespread and positive impact on organizational flexibility. Smart working improved the response and resilience of Italian public organizations to the pandemic. However, some critical factors emerged, such as the right to disconnect and the impact on WLB.Research limitations/implicationsThe authors suggest that the pandemic exposed the need for public administrations to consolidate work flexibility practices, such as smart working, by paying more attention to the impact of these practices on the whole organization and human resources management (HRM) policies and practices.Originality/valueThis study makes an important contribution to the literature on the public sector by discussing the positive and negative aspects of smart working. The study also provides managerial and policy implications of the use of smart working in public administrations.

show abstract

Section: Features Of Smart Workingmentioning

confidence: 99%

“…Homes have become a fluid and ever-changing space hosting the (increased) complexity of people's lives: private life, work, well-being and socialization (Bin et al. , 2021; Crowley and Doran, 2020; De Vita et al ., 2022; Kodama, 2020). The third factor is a new cultural approach to HR management.…”

Section: Theoretical Backgroundmentioning

confidence: 99%

The bright and dark side of smart working in the public sector: employees' experiences before and during COVID-19

Todisco

Tomo

Canonico

et al. 2023

View full text Add to dashboard Cite

show abstract

It's an e‐work life! An explorative study on the relationships between e‐work characteristics and well‐being

Vignoli,

Costantini,

Ceschi

et al. 2024

Int J Psychol

View full text Add to dashboard Cite

This study investigates how remote e‐working characteristics are related to employees' well‐being in Italy. We conducted a longitudinal study with two time points and a 1‐month time lag, involving a final sample of 223 employees. Controlling for the auto‐regressive effects of all the outcomes, our results revealed that experiencing work‐life balance during e‐working was negatively associated with emotional exhaustion and social isolation, while it was positively related to career progression. Organisational trust also showed a positive relationship with career progression. Regarding well‐being indicators of e‐working, cognitive weariness during e‐working was positively linked to emotional exhaustion, social isolation and physical complaints. Lastly, social isolation was negatively associated with subsequent perceptions of career progression. These findings contribute to a better understanding of the factors in e‐work related to different well‐being outcomes and can inform organisational interventions aimed at enhancing the well‐being of employees working remotely.

show abstract