Trade Union Members’ Experiences and Attitudes towards Working from Home during the Pandemic

Abstract

The pandemic increased working from home (WFH) across the world. The implications of such practice for both organisations and employees are not sufficiently clear. This study examines the work-related experiences and attitudes of trade union members WFH in Malta during the first two years of the pandemic and compares them to those of workers not WFH. Data was collected through a mixed-method approach comprising focus groups (11 participants), a survey (340 participants) and interviews (15 participants). The pandemic appears to have affected less the careers of participants WFH than those of their peers. Participants were generally satisfied with their preparedness and productivity when WFH and experienced better work-related attitudes than those not WFH. But since the pandemic started, significant minorities of participants WFH felt lower levels of happiness and higher stress levels and experienced a deterioration in their physical and/or mental health. Participants experienced differential access to WFH according to their demographics and managerial attitudes. This study recommends trade unions to promote blended work whenever possible, as this system was not only favoured by participants WFH but also appeared to carry considerable benefits for both workers and organisations.

Prediction of Work from Home and Musculoskeletal Discomfort: An Investigation of Ergonomic Factors in Work Arrangements and Home Workstation Setups Using the COVID-19 Experience

“…Recent studies reported positive and negative outcomes of WFH in different home working arrangements and home conditions [ 15 , 16 , 17 , 18 ]. On the positive side, at the personal level, studies reported lower time pressure [ 19 ], better control of work schedules [ 17 ], higher work motivation [ 20 ], higher life satisfaction [ 21 ], and less work-family conflict [ 19 ].…”

“…At the company level, teleworkers achieved higher work engagement [ 22 ] and higher organizational performance [ 20 ]. On the negative side, teleworkers perceived lower subjective well-being [ 18 , 23 ], lower psychological well-being [ 24 ], negative relationships with co-workers [ 17 ], and conflict within the organization [ 25 ]. Teleworker stress level results have been controversial because some teleworkers reported higher stress levels [ 16 , 18 , 23 , 24 , 25 ], whereas others reported lower stress levels [ 22 , 26 ].…”