scholarly journals The Impact of the Pandemic on the Maintaining Happiness at Work

2021 ◽  
Author(s):  
Nona Karkuzashvili
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Social Relationships ◽  
Sense Of Belonging ◽  
Work Team ◽  
Remote Work ◽  
Working From Home ◽  
Natural Decrease ◽  
Normal Environment ◽  
The Impact

During the pandemic, it became especially difficult for companies to maintain employee engagement and motivation. They are cut off from the normal environment and work team, no longer have social relationships with colleagues, which leads to a natural decrease in emotional connection with the company, a sense of belonging and loyalty. In today's environment, the challenge is to manage, attract and retain talent, further compounded by the COVID-19 pandemic. During the period of working from home, as a result of the experience gained in the new reality, employees have other requirements that the company must meet. The transition to remote work in early 2020 has forced employees to develop new skills and become more familiar with technologies, manage tasks and solve problems online. It is true that some did more remote work, some less and some did not like it at all, but the fact is that it showed them new opportunities, and companies were challenged - how to maintain and increase the employee happiness index during the pandemic and post-pandemic period. The purpose of the article is to demonstrate the impact of the pandemic on maintaining a happiness index at work and to assess employees' attitudes towards remote work in general. How did the changes in work regime and environment during the pandemic affect employees and their job satisfaction? - In order to identify these factors, a study was conducted in Georgia, in which 200 employees participated and the results of which are given in this article.

scholarly journals The Impact of the Pandemic on the Maintaining Happiness at Work

2021 ◽  
Vol 4 (4) ◽  
Author(s):  
Nona Karkuzashvili ◽  
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Social Relationships ◽  
Sense Of Belonging ◽  
Work Team ◽  
Remote Work ◽  
Working From Home ◽  
Natural Decrease ◽  
Normal Environment ◽  
The Impact

During the pandemic, it became especially difficult for companies to maintain employee engagement and motivation. They are cut off from the normal environment and work team, no longer have social relationships with colleagues, which leads to a natural decrease in emotional connection with the company, a sense of belonging and loyalty. In today's environment, the challenge is to manage, attract and retain talent, further compounded by the COVID-19 pandemic. During the period of working from home, as a result of the experience gained in the new reality, employees have other requirements that the company must meet. The transition to remote work in early 2020 has forced employees to develop new skills and become more familiar with technologies, manage tasks and solve problems online. It is true that some did more remote work, some less and some did not like it at all, but the fact is that it showed them new opportunities, and companies were challenged - how to maintain and increase the employee happiness index during the pandemic and post-pandemic period. The purpose of the article is to demonstrate the impact of the pandemic on maintaining a happiness index at work and to assess employees' attitudes towards remote work in general. How did the changes in work regime and environment during the pandemic affect employees and their job satisfaction? - In order to identify these factors, a study was conducted in Georgia, in which 200 employees participated and the results of which are given in this article.

scholarly journals Is working from home the new workplace panacea? Lessons from the COVID-19 pandemic for the future world of work

2021 ◽  
Vol 47 ◽  
Author(s):  
Jeremias J. De Klerk ◽  
Mandi Joubert ◽  
Hendrikjan F. Mosca
Keyword(s):  
Employee Engagement ◽  
Cultural Practices ◽  
Office Work ◽  
Remote Work ◽  
Work From Home ◽  
Working From Home ◽  
Managerial Implications ◽  
Value Add ◽  
The Impact ◽  
First Time

Orientation: The COVID-19 pandemic has forced millions of employees to work from home as governments implemented lockdowns.Research purpose: This study examined the impact of working exclusively from home on employee engagement and experience, and determined beneficial and distracting factors.Motivation for the study: Remote working trends have risen steeply since the onset of COVID-19 and are unlikely to taper off soon. Organisations need to understand the impact of remote work when reconsidering working arrangements.Research approach/design and method: A dual-approach qualitative design was followed. The sample comprised 25 employees (N = 25) who were forced to work exclusively from home during COVID-19. Data were collected through semi-structured interviews.Main findings: Working from home for protracted periods rendered paradoxical outcomes. Employees could work effectively with improved employee engagement and experience, but there were challenges rendering adverse effects. The experienced benefits of working from home created expectations that this practice would continue in future, along with some office work.Practical/managerial implications: Organisations need to continue, though not exclusively, with work-from-home arrangements. The ideal ratio of remote work to office work was seen as two to three days per week. However, support and cultural practices would have to be put in place.Contribution/value-add: The COVID-19 lockdown provided a unique environment to study remote work. For the first time, employees and organisations were placed in a situation where they could experience working from home in a stark and compulsory form, devoid of idealistic fantasies or romanticism.

A Study on the Impact of Work from Home on Employees Productivity in the IT Sector

2021 ◽  
pp. 59-72
Author(s):  
Sneha Shankar Shetty
Keyword(s):  
Job Satisfaction ◽  
Occupational Stress ◽  
Work Life ◽  
Life Balance ◽  
Productivity Level ◽  
Descriptive Research ◽  
Work From Home ◽  
Working From Home ◽  
High Level ◽  
The Impact

This study is based on how does work from home impacts employee’s productivity in IT sector. The main aim of this particular study was to conduct an in depth research in order to understand the experiences of employees which they had while working from home and to understand whether there was any effect of working from home on employees productivity. Exploratory and Descriptive Research was conducted which was carried through questionnaire. This approach was taken in order to collect employee’s opinions and experiences and to observe if there were any trends emerged in relation to employee’s productivity while working from home. The study reveals that there is a significant impact of work from home on employee’s productivity level. Despite there were mixed opinions whether employees performance was low or high while working from home, however employees also shared their opinions on how their productivity levels be affected negatively if working from home was removed. Overall it was clear to observe the high level of positivity surrounding due to work from home and how it impacted positively not only on employee’s productivity but also on employee’s work life balance, job satisfaction, occupational stress and motivation of employees.

Does Employee Ownership Reduce the Intention to Leave?

2017 ◽  
pp. 111-127 ◽  
Author(s):  
Sara Elouadi ◽  
Tarek Ben Noamene
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Sense Of Belonging ◽  
Structural Equation ◽  
Intention To Leave ◽  
Work Attitudes ◽  
Employee Ownership ◽  
Equation Method ◽  
Strategic Objectives ◽  
The Impact

Employee ownership is an important element to develop employees' sense of belonging to their company and to unite them around strategic objectives. This kind of involvement reflects the internal cohesion and pride that unite employees with their company. Aware of the development of employee ownership and in anticipation of the deep implications of this practice in France, this study proposes to examine the impact of employee ownership on work attitudes. We conducted a questionnaire-based survey among employees of the SBF 250. The collected responses were then analyzed by a structural equation method. The results indicated that direct employee ownership helps to significantly reduce intention to leave. Similarly, organizational commitment and job satisfaction correlate positively and significantly with the granting of shares to employees.

scholarly journals Perceived Stress, Work-Related Burnout, and Working From Home Before and During COVID-19: An Examination of Workers in the United States

SAGE Open ◽  
2021 ◽  
Vol 11 (4) ◽  
pp. 215824402110581
Author(s):  
Sherrill W. Hayes ◽  
Jennifer L. Priestley ◽  
Brian A. Moore ◽  
Herman E. Ray
Keyword(s):  
Perceived Stress ◽  
Time Management ◽  
The United States ◽  
Remote Work ◽  
Working At Home ◽  
Work Related ◽  
Working From Home ◽  
And Gender ◽  
The Impact ◽  
Stress Work

The purpose of the study was to understand the impact of involuntary remote working during the early phases of the COVID-19 pandemic on perceived stress and work-related burnout for workers with and without previous experience of remote work. The authors developed a questionnaire, open from March 23rd to May 19th, 2020, incorporating the Perceived Stress Scale, Copenhagen Burnout Inventory, demographic, and work-related questions. This sample consisted of 256 professionals who self-identified as working at home during the pandemic. Pandemic restrictions increased perceived stress for all participants, but age and gender had significant effects on stress and burnout. Burnout was most significant for respondents already working remotely before COVID-19. The most significant challenges reported were—communication, collaboration, and time management with colleagues via technology. Working from home may contribute to higher levels of perceived stress and work-related burnout, which questions moves by some employers to make working from home a permanent arrangement.

scholarly journals Working from home is the new black: into the private world of remote collaboration in COVID-19 lockdowns

2021 ◽  
Author(s):  
Arnaud Prouzeau ◽  
Lonni Besançon ◽  
Joanne Mihelcic
Keyword(s):  
Research Agenda ◽  
Remote Work ◽  
Remote Collaboration ◽  
New Ways Of Working ◽  
Private World ◽  
Working From Home ◽  
Wide Range ◽  
New Directions ◽  
The Impact ◽  
Pharmaceutical Interventions

To mitigate the impact of the COVID-19 pandemic, countries around the globe implemented Non-Pharmaceutical Interventions (NPIs), one of which being Working From Home (WFH). In this paper we present an ethnographic investigation into the adaptations of working spaces and habits due to the adoption of WFH. We interviewed 12 participants from different industry contexts in order to cover a wide range of tools and practices used to conduct remote work. We focus on the importance and benefits of the different technologies available and how they impact collaboration. We discuss challenges experienced by participants in organizing their workspace at home, the impact of workload on practices, and the growing worries about isolation. The findings highlight the importance of understanding the changing physical, social and technological environments in designing new ways of working and collaborating remotely. From our results, we finally derive new directions for the HCI and CSCW research agenda on the topic of WFH.

scholarly journals Impact of Cynicism Behaviour on Employee Engagement

2022 ◽  
Vol 40 (S1) ◽  
Author(s):  
B DIVYA ◽  
R SERANMADEVI
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Interpersonal Relationship ◽  
Work Life ◽  
Health Issues ◽  
Life Balance ◽  
Job Commitment ◽  
Long Period ◽  
Employee Cynicism ◽  
The Impact

An Employee is the pillar of strength in an organization, his contribution towards work is vital. Several problems are faced by an employee while working in the organization; it can be in the form of his work life balance, interpersonal relationship with his superiors or colleagues, health issues, job satisfaction, and job commitment. The word ‘Cynicism’ denotes the belief that people always act selfishly. Employee Cynicism refers to an attitude that arises due to frustration, hopelessness etc. Now-a-days,Employers are willing to recruit an employee who is engaged in the organization for the long period. Engaging an employee with the organization is a difficult task. Employee Engagement insists to make an employee aligning with the company vision, mission, and goals. The researcher wants to study the impact of Cynicism behaviour on Employee Engagement at the workplace.

Does Employee Ownership Reduce the Intention to Leave?

2017 ◽  
pp. 305-321
Author(s):  
Sara Elouadi ◽  
Tarek Ben Noamene
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Sense Of Belonging ◽  
Structural Equation ◽  
Intention To Leave ◽  
Work Attitudes ◽  
Employee Ownership ◽  
Equation Method ◽  
Strategic Objectives ◽  
The Impact

Employee ownership is an important element to develop employees' sense of belonging to their company and to unite them around strategic objectives. This kind of involvement reflects the internal cohesion and pride that unite employees with their company. Aware of the development of employee ownership and in anticipation of the deep implications of this practice in France, this study proposes to examine the impact of employee ownership on work attitudes. We conducted a questionnaire-based survey among employees of the SBF 250. The collected responses were then analyzed by a structural equation method. The results indicated that direct employee ownership helps to significantly reduce intention to leave. Similarly, organizational commitment and job satisfaction correlate positively and significantly with the granting of shares to employees.

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