An Impossible Balance: Navigating Archival Work and Caregiving Amid the COVID-19 Pandemic

The aim of this study is to investigate the impact of the COVID-19 pandemic on audit quality from the perspective of Jordanian Certified Public Accountants. It also aims to identify any differences in the views of Jordanian Certified Public Accountants regarding this impact based on respondents' demographic characteristics such as gender, academic qualification, scientific specialization, job title, years of experience in audit, and professional certifications. A quantitative approach was used in this study, where 150 questionnaires were distributed to 150 Jordanian certified public accountants, and 144 questionnaires were retrieved (27 of them were incomplete), resulting in 117 questionnaires being used for statistical analysis. The results of the study indicated that the COVID-19 pandemic had a significant impact on audit quality through the dimensions of audit fees, going concern assessment, audit procedures, auditor's experience, audit period, and audit firm size. The results also showed that there were differences in the views of Jordanian Certified Public Accountants regarding the impact of the COVID-19 pandemic on audit quality based on academic qualification, job title, and years of experience in auditing, while no differences were attributed to gender, scientific specialization, and professional certifications of the respondents. Based on the study's findings, the researcher provides several recommendations, including: Audit firms should prioritize the development of skills and experiences of their employees through alternative training programs and remote work arrangements. Audit firms should also review their audit processes and procedures to adapt to the new business environment created by the COVID-19 pandemic. Regulatory bodies should consider reviewing their oversight standards to address the exceptional challenges posed by the COVID-19 pandemic especially with regard to auditing and quality auditing.

The COVID-19 pandemic has accelerated the adoption of remote and hybrid work arrangements, particularly in the Indian IT sector. This study explores the relationship between work-related quality of life (WRQoL) and individual work performance (IWP) across remote, hybrid, and on-site work settings, as well as gender differences. A cross-sectional research design was employed, collecting data from 116, IT professionals using the WRQoL scale and the IWP questionnaire. The results showed no significant differences in WRQoL and IWP across work arrangements or gender, suggesting that employees and organizations have adapted well to flexible work settings and that gender stereotypes may be evolving. However, a significant positive correlation was found between most dimensions of WRQoL and IWP, indicating that improvements in employee well-being, job satisfaction, working conditions, and work-life balance can enhance task and contextual performance. Stress at work and counterproductive work behavior showed non-significant negative relationships with other dimensions. Regression analysis revealed that task performance was a significant predictor of WRQoL, accounting for 19% of the variance. The findings support the notion that with appropriate organizational support and gender-neutral policies, a more inclusive and productive workplace can be fostered. The study highlights the importance of addressing employees' needs and well-being to maintain high performance in the context of the evolving digital work landscape.

Establishment surveys around the globe have measured the impact of the COVID-19 pandemic on establishments’ conditions and business practices. At the same time, the consequences of the pandemic, such as closures, hygiene standards, or remote work arrangements, may have also altered patterns of survey participation and introduced nonresponse bias, threatening the quality of establishment survey data. To investigate these issues, this article examines fieldwork outcomes, nonresponse bias, and predictors of survey participation in the IAB-Job Vacancy Survey. As comparisons with previous survey years show, it became more difficult to successfully interview establishments during the COVID-19 pandemic. Using linked administrative data, we show that nonresponse bias was higher in 2020 compared to previous years, even after applying the standard weighting adjustment. However, general patterns of survey participation in 2020 were similar to previous years and COVID-19 related measures were not strong predictors of survey participation in 2020. Further, we provide evidence that nonresponse bias during the pandemic can be reduced by incorporating additional administrative variables into the weighting procedure relative to the standard weighting variables. We conclude this article with a discussion of the findings and implications for survey practitioners.

PurposeThis study aims to identify knowledge-related tensions in remote work in higher education institutions during the COVID-19 pandemic and increase understanding of how such tensions can be managed.Design/methodology/approachThe research was conducted as an inductive, qualitative study in the field of higher education in Finland. The data were collected using semi-structured interviews of 34 managers in two higher education institutions and analyzed using an inductive and interpretive analysis method.FindingsThe findings demonstrate that the knowledge-related challenges and opportunities during the remote work period of the COVID-19 pandemic in Finnish higher education institutions can be conceptualized as tensions involved in knowledge codification, knowledge silos and creating new knowledge. The study contributes to research by presenting a framework for managing knowledge-related tensions in remote work arrangements to benefit remote and hybrid work in knowledge-intensive organizations.Practical implicationsThis paper increases the understanding of the tensions in remote work arrangements; the results can help managers understand the challenges and opportunities of remote knowledge work concerning their organization and thereby assist them in management and decision-making in complex operational environments.Originality/valueThis study adopted the little-used perspective of tensions to examine knowledge management issues. By examining the various affordances that remote work may allow for knowledge-intensive work and higher education institutions, the study contributes to a deepened understanding of knowledge work in remote contexts, the related tensions and their management.

The COVID-19 Pandemic and Eating Disorders: A Wake-Up Call for the Future of Eating Disorders Among Adolescents and Young Adults

The growing concern over work-family issues has become particularly pronounced due to the challenging circumstances brought about by the COVID-19 pandemic. The pandemic has forced people to balance work and personal lives as they adapt to stay-at-home measures and remote work arrangements. This study seeks to explore the factors that impact women’s work-life balance during the lockdown imposed by the pandemic. The objective is to identify the professional and personal challenges and factors that facilitate work-life balance for working women in South India. The study involved surveying 100 women employed in the education sector.To enhance work-life balance and overall efficiency and productivity, organizations are encouraged to reconsider their policies, benefits programs, work distribution, and internal job arrangements, making remote working a more employee-friendly experience. In summary, this study sheds light on the critical factors influencing work-life balance for women during the COVID-19 lockdown, offering valuable insights for organizations aiming to adapt and improve their work arrangements to meet the changing needs of their female workforce.

The global workforce has witnessed a transformative shift towards remote work arrangements, accelerated by advancements in digital technology and the unprecedented challenges posed by the COVID-19 pandemic. This paradigm shift has necessitated a reevaluation of traditional workplace dynamics and a greater emphasis on leveraging digital tools to facilitate remote work. With the traditional office setting no longer the norm, organizations are increasingly turning to virtual collaboration platforms, communication tools, and digital solutions to enable remote work. The rise of remote work presents both opportunities and challenges for organizations. On one hand, it offers employees greater flexibility, reduces overhead costs associated with maintaining physical office spaces, and enables access to a wider talent pool. On the other hand, remote work can lead to feelings of isolation, communication barriers, and challenges in maintaining employee engagement and productivity. Employee engagement is not just about satisfaction with the job; it's about fostering a deep connection at the emotional between employees and their work and the organization they belong to. It encompasses enthusiasm, dedication, and commitment towards organizational goals, reflecting a sense of purpose and belonging within the company. As the modern workplace undergoes a seismic shift towards remote work arrangements, maintaining and nurturing this emotional connection poses a significant challenge. Remote work offers undeniable benefits, including flexibility and cost advantages, yet it also introduces unique hurdles to sustaining employee engagement. One such challenge is the preservation of a strong team spirit across geographically dispersed members. Without the physical proximity of a traditional office, communication can become fragmented, hindering team cohesion and leaving individuals feeling isolated and uninformed. Moreover, the absence of face-to-face interactions can obscure recognition of accomplishments, leading to diminished morale and motivation among remote workers. However, the digital landscape provides an array of tools to address these challenges and cultivate a thriving remote team environment. Communication platforms, such as chat features, video conferencing, and instant messaging, bridge the geographical divide, facilitating seamless interaction and information sharing among team members. Collaboration tools, including project management software and shared documents, foster transparency and teamwork, enabling remote employees to collaborate effectively despite physical separation.

The growing concern over work-family issues has become particularly pronounced due to the challenging circumstances brought about by the COVID-19 pandemic. The pandemic has forced people to balance work and personal lives as they adapt to stay-at-home measures and remote work arrangements. This study seeks to explore the factors that impact women's work-life balance during the lockdown imposed by the pandemic. The objective is to identify the professional and personal challenges and factors that facilitate work-life balance for working women in South India. The study involved surveying 100 women employed in the education sector. To enhance work-life balance and overall efficiency and productivity, organizations are encouraged to reconsider their policies, benefits programs, work distribution, and internal job arrangements, making remote working a more employee-friendly experience. In summary, this study sheds light on the critical factors influencing work-life balance for women during the COVID-19 lockdown, offering valuable insights for organizations aiming to adapt and improve their work arrangements to meet the changing needs of their female workforce.

The COVID-19 pandemic has had a profound impact on the healthcare system and the nursing profession, exposing both the strengths and weaknesses of our healthcare system. Nurses, who make up the largest segment of the healthcare workforce, have been on the front lines of this pandemic, providing care to those who are sick, and working tirelessly to keep themselves and their patients safe. In this editorial, the impact of the COVID-19 pandemic on the nursing profession, and the need for immediate action to support and protect nurses is discussed as they continue to provide essential care to those in need.
 The COVID-19 pandemic has put an enormous strain on the nursing profession, as nurses have been called upon to provide care to a rapidly increasing number of patients. This has required nurses to work long hours, often under challenging and hazardous conditions, and to adapt to rapidly changing protocols and guidelines. The stress and strain of this work has taken a toll on the mental and physical health of many nurses, who have been at increased risk of exposure to the virus due to their close contact with infected patients.
 In addition to the physical and emotional toll of this work, nurses have also faced significant economic challenges, including reduced hours, pay cuts, and job loss. This has left many nurses struggling to make ends meet and to support themselves and their families. The COVID-19 pandemic has also highlighted the need for increased support and resources for the nursing profession, including better personal protective equipment (PPE), improved working conditions, and access to mental health resources. The shortage of PPE, particularly during the early stages of the pandemic, was a major concern for nurses, and many reported feeling unprepared and at increased risk of exposure to the virus.
 In addition, the pandemic has also exposed the need for increased investment in the nursing profession, including increased funding for nursing education, research, and the development of new technologies that can help nurses provide high-quality care. This includes the need for increased access to telehealth technologies, which can help nurses provide care to patients in remote and underserved areas, and the development of new tools and technologies that can help reduce the spread of infectious diseases. The impact of the COVID-19 pandemic on the nursing profession has also reinforced the need for better working conditions and increased job security for nurses. This includes the need for fair pay, flexible scheduling, and access to paid time off, including paid sick leave [1].
 In conclusion, the impact of the COVID-19 pandemic on the nursing profession has been significant, and has exposed the need for immediate action to support and protect nurses as they continue to provide essential care to those in need. This includes increased investment in the nursing profession, improved working conditions and job security, and access to mental health resources. As a society, we must do everything in our power to support and protect our nurses, who play a critical role in the healthcare system, and who are working tirelessly to care for those in need.

This article explores the effects of remote working on employee performance and organizational productivity. After the COVID-19 pandemic, some organizations integrated remote working into their organizational structures, systems, and processes, making the practices an integral part of service delivery. Uganda had one of the longest COVID-19 closures, and this stimulated the adoption of remote working in various organizations across sectors. Despite the adoption of remoting working in Uganda, there is limited understanding of its impact on employees’ performance and overall organizational productivity. The purpose of this study was to establish the state of remote working in Uganda, establish policy and regulatory gaps, and examine the impact of remote working practices on employee performance and overall organizational productivity. A mixed methods of data collection and analysis was used. Primary data was mainly collected using Survey Questionnaires (SQ) and Key Informant Interviews (KII), while secondary data was collected through an explorative Desk Review. A total of 314 employees responded to the study, of which 47.1% (148) were Female and 52.9% (166) Male. A significant number of respondents, 37.9% (119 individuals), were from the Trade and Business sector, followed by 26.4% (83) from Tourism, 24.8% (78) from ICT, and 12.1% from Education. The results showed that the majority of employees, 82.2% (258), across all sectors have experienced the shift to remote work due to COVID-19, of which over 60% indicated working remotely at least 1-3 days a week. The Information Communication Technology (ICT) leads in transition to remote work, with 29 out of 84 respondents indicating a complete transition to remote work. This is followed by Education and Finance with (12/84) and (5/84) indicating a complete shift. The main reasons for organizations to shift to remote work arrangements include COVID-19 (47.2%), Employee desire (42.5%), and cost savings (36.2%). The majority of employees (82.4%) indicated that remote work is effective in improving their productivity. The main tools used are video conferencing platforms (85.6%), collaboration technologies (49.4%), and cloud storage (48.7%). The majority of respondents (77.1%) were not aware of remote working policies in their organization, and over 65% of employees were satisfied with the remote work arrangement, with more females (41%) highlighting greater satisfaction. Generally, employees struggle with work-life balance due to remote work, given the blurred boundaries between office and private time. Only a significant number of employees in the private sector reported having achieved a work-life balance as a result of remote work, where 75/210 of the respondents. The majority of respondents from the private sector indicated that remote work has improved organizational productivity. Generally, organizations need to define clear policies and guidelines for remote work to promote work-life balance to minimize employee burnout, and address mental health challenges.

New arrangement models have quickly become the most common work organization for many companies, offering employees a better work-life balance and higher job satisfaction. The COVID-19 pandemic has accelerated the adoption of these models without a clear understanding of emerging hybrid forms and the support needed to ensure a sustainable and efficient transition. The lack of clear regulatory frameworks and adequate infrastructure has created challenges for both employers and employees, highlighting the need for strategic policies and investments to support the sustainable development of the new forms of work. This study explores the determinants of the acceptance of the new working models and female employee satisfaction in post-pandemic Moldova. Using a questionnaire survey and an Ordinary Least Squares (OLS) regression model, the research evaluates employees’ preferences for traditional, hybrid, and remote work arrangements. The findings indicate a growing inclination toward hybrid work models, which offer flexibility and work-life balance. However, full adaptation remains hindered by limited digital infrastructure, employer concerns over productivity, and insufficient policy support. While remote work is valued for its flexibility, employers in Moldova express reservations about its impact on oversight and collaboration. By focusing on female employees—who represent the majority of the workforce sample—this study offers a gendered perspective on evolving work preferences and provides evidence-based recommendations for designing inclusive and adaptive work policies. The findings contribute to understanding workforce transformation in Moldova and support efforts to align labor market practices with broader trends in digitalization and gender equity.

The objective of the present research study is to identify impact of hybrid work culture on organizational effectiveness. Understanding their effects on worker productivity, engagement, and overall organizational performance is essential given the growing popularity of remote work arrangements and the advent of hybrid work models. To learn more about how 300 top-level managers from different IT organizations view remote and hybrid work arrangements, a cross-sectional survey was conducted with its sample. The respondents evaluated how productive they felt overall while working remotely, how much they felt less distracted and more focused, and how satisfied they were with their existing work arrangement. The results of the study show that remote workers are more productive than those who work on-site. Additionally, there is a positive association between employee engagement and both remote and hybrid work arrangements, demonstrating that these flexible work models have a beneficial effect on employee engagement. The study underscores the value of taking into account remote and hybrid work arrangements in the IT industry and indicates the potential advantages they may have for organizational growth and development. The study's conclusions provide insightful advice for businesses looking to create flexible, motivated workforces and adjust to the changing nature of the workplace.

Remote work arrangements have become a critical argument both for employees and employers, particularly during the COVID-19 coronavirus crisis. The continuity of remote work arrangements has come into question as the pandemic disease diminished. Several industries and companies have recognized the advantages of remote work and made remote or flexible work a permanent part of their operations. Additionally, certain employees, perceiving the more favorable conditions provided by remote work, have refused to return to the office or have requested permanent remote work arrangements. Still, many employers are still questioning the pros and cons of remote work. In this context, this research focuses on freight forwarder employees who are assumed to be adaptable to work remotely due to the nature of their work. The research aims to determine current working arrangements and the effect of working remotely on the productivity, satisfaction, and motivation of freight forwarders. Data on these variables were collected through an online survey. All participants were individuals working for private companies in the freight forwarding industry. In an effort to minimize cultural impacts, companies located in Turkey have been chosen as the main sampling in the study. Through statistical analysis, the impact and factors influencing remote work arrangements on employee performance are explored. The effects and relationships between job performance, job motivation, job satisfaction, and work arrangement were examined by regression, correlation, and mediation analysis methods. Revealed findings present significant results for employers aiming to measure the effectiveness of remote work practices and policies.

Work set-up plays a crucial role in determining employee productivity. This study assessed the relationship between remote work arrangements and productivity of accountants in a Philippine-based global accounting firm. Utilizing a descriptive-correlational methodology, data were collected through a researcher-structured questionnaire administered virtually to 60 randomly sampled accountants. Statistical tests including frequency, percentage, weighted mean, and Pearson correlation coefficients (r) were employed in the data analysis. The findings revealed that remote work arrangements enhanced accountants’ flexibility, work-life balance, employee well-being, and team communication, indicating that the firm’s remote work policies are effectively implemented and are aligned with employees’ needs. Furthermore, the study revealed that respondents can efficiently work, provide good quality output, and consistently meet deadlines, showing enhanced productivity. Consequently, findings showed a highly significant and positive relationship between all dimensions of remote work arrangements and productivity suggesting that offering flexibility and allowing employees to self-regulate and structure tasks independently results in efficient, accurate, and consistent output. Moreover, results revealed that problems including blurred work-life boundaries, isolation, miscommunication, and technological barriers are experienced when on remote work set-up. Theoretically, the study reinforces Self-Efficacy Theory, affirming that accountants’ productivity is influenced by the belief to successfully perform tasks remotely. Finally, the researchers proposed strategies to further enhance productivity during remote work set-up. This study can be used by corporate leaders to enhance internal policies on remote work arrangements, ensuring that policies support enhanced productivity.

We provide an assessment of how migration patterns and motivations for moving have changed during the COVID-19 pandemic. We use proprietary data on over 300,000 residential, interstate moves over the last four years with accompanying survey data. We find more than 10% of moves between April 2020--May 2021 were influenced by COVID-19, with a significant shift in migration towards smaller cities, lower cost of living locations, lower tax locales, and locations with fewer pandemic-related restrictions. Higher income households are moving out of more populous cities at greater rates, and are moving more for lifestyle reasons and less for work-related reasons, consistent with increased location flexibility due to shifts to remote work arrangements. Low income households reasons for moving are relatively unchanged. Our results have implications for many outcomes of interest including the structure of cities, the persistence of remote work arrangements, municipal financing, and real estate.