Working From Home Research Articles

Masa Depan Manajemen Hubungan Manusia: Tren, Pengaruh Teknologi, dan Strategi Adaptasi

This research examines future trends and developments in human relations management (HRM), particularly in the context of technology, workforce diversification, as well as the strategies that organizations must adopt to face these challenges. Using literature study methods, this research identifies major changes in HRM, such as the use of artificial intelligence (AI) in recruitment and performance management processes, as well as the increasing popularity of remote work post the COVID-19 pandemic. This research also highlights the ethical challenges that arise from the use of technology in HRM, including the potential for algorithmic bias and unfairness in decision making. The results of this research suggest strategies for sustainable employee skills development, creating an inclusive work culture, and ethical technology integration to support organizational sustainability in the future. This research makes an important contribution to the literature highlighting the long-term impact of technology adoption in HRM as well as offering practical recommendations for organizations in facing global change.

YOOM MEETING PLATFORM

In the current remote work era, the demand for efficient and secure online meeting platforms has skyrocketed. This research paper introduces a groundbreaking web application designed to enhance virtual meeting experiences. Central to this platform is a sophisticated infrastructure supported by Clerk, which provides advanced authentication and authorization mechanisms, ensuring secure and seamless user access through various channels like social sign-up and traditional email/password. Once logged in, users have extensive meeting controls, including configuration, recording, screen sharing, and participant management, all accessible through an intuitive interface. The platform simplifies the entire meeting lifecycle, enabling users to schedule, retrieve past records, and join sessions easily. Security and privacy are paramount, with robust architecture safeguarding user data. The design prioritizes user experience, offering customizable settings, intelligent scheduling, smart record management, seamless integration with productivity tools, real-time analytics, virtual backgrounds, and interactive whiteboards. The platform supports multiple languages and accessibility features, ensuring inclusivity. Enhanced security measures, including end-to-end encryption and multi-factor authentication, and GDPR compliance, further protect user data. Scalable architecture ensures optimal performance during peak usage, with continuous updates aligning with user needs and technological advancements. A vibrant user community fosters knowledge sharing and support, while dedicated customer support ensures prompt resolution of issues. Cross-platform compatibility and environmental sustainability are additional benefits. This virtual meeting platform sets a new benchmark in usability, security, and adaptability for modern collaboration.

Comparative Study of Employee Motivation for Those Working from Home Versus Those Working in the Office

Introduction/Main Objectives: Remote work has been one of the most effective solutions for companies during the recent pandemic. It has transformed our perspective on work by offering employees significant flexibility in both their work locations and schedules. Background Problems: With the pandemic now considered endemic, some individuals are choosing to return to the office, while others still prefer working from home. An employee's choice between office work and remote work is strongly tied to their work motivation. It is essential for companies to identify the factors driving these preferences to manage their employees effectively and efficiently. Novelty: The first comparative case study on employee motivation between remote work and office work in Indonesia's IT industry. Research Methods: This case study employs a qualitative approach, utilizing semi-structured interviews with six informants from an IT company. Finding/Results: Employees are more motivated when they work in the office compared to when they work from home, with office-based employees generally feeling more motivated due to factors like improved communication, tangible recognition, a stronger sense of achievement, better growth-supporting tools, and a more comfortable work environment. Conclusion: The research shows that working from the office is generally favored over working from home. However, the company should continue offering both options, not only due to the nature of the IT industry but also to combine the benefits of both in-office and remote work. leverage the benefits of both work environments.

Remote work and human resource management: Challenges and solutions

The rise of remote work, accelerated by global disruptions and technological advancements, has fundamentally reshaped traditional human resource management (HRM) practices. This study investigates the key challenges that organizations face in managing a remote workforce, including maintaining employee engagement, ensuring effective communication, managing productivity, and addressing mental health concerns. Additionally, the research explores the role of technology in overcoming these challenges, highlighting solutions such as virtual collaboration tools, flexible work policies, and performance monitoring systems. Through an analysis of current HR practices in organizations that have successfully adapted to remote work, this paper identifies best practices and strategic adjustments necessary for HR managers to support a distributed workforce. The findings suggest that while remote work offers flexibility and operational efficiency, it also requires a shift in HR strategies toward building a cohesive virtual work culture, offering ongoing training, and ensuring employee well-being. This research contributes to the understanding of how HRM can evolve to meet the demands of the remote work environment, providing actionable insights for organizations navigating this new paradigm.

IoT Leak Detection System for Onshore Oil Pipeline Based on Thermography.

The vast expanses of remote onshore areas in oil-producing countries are home to a network of flow and collection pipelines that are susceptible to leaks. Most of these areas lack the infrastructure to enable the use of remote monitoring systems equipped with sensors and real-time data analysis to provide early detection of anomalies. This paper proposes a proof of concept for a monitoring system based on the Internet of Things (IoT) for real-time detection of pipeline leaks in onshore oil production fields. The proposed system, based on a thermal imaging leak detection method, informs the operator of the system's operating status via a web page. The leak detection system communicates via a Zigbee network between the IoT devices and a 4G mobile network. The results of the tests carried out show that a visual and automatic IoT-based leak detection system is possible and plausible. The proposed leak detection system enables supervisors at remote stations and field workers to monitor the operating status of pipelines via computers, tablets, or smartphones, regardless of where they are.

Challenges of remote working, perceived peer support, mental health and well-being of WIL students

PurposeThis study explored the relationship between perceived peer support, mental health and the well-being of students enrolled in work-integrated learning (WIL) at a Canadian institute of higher education, who were completing remote work experiences.Design/methodology/approachAn online survey and virtual semi-structured interviews were used to collect data. The online survey captured demographic information as well as measures of perceived peer support, loneliness, positive mental health (PMH) and stressors associated with the on-going pandemic. The interviews captured narratives regarding peer support, attitudes surrounding remote work, mental health and well-being.FindingsWIL students completing remote work terms experienced only moderate levels of peer support, moderate loneliness, below-average PMH and all the stressors associated with the on-going pandemic. Data also revealed that completing a remote work term negatively impacted work communications, opportunities to build connections with colleagues and overall motivation. On the other hand, WIL students appreciated the flexibility and comfort of working from home, as well as reduced work-related expenses.Originality/valueWith remote work experiences increasing globally and now a reality for many WIL students, the potential negative effects emphasize the importance of providing social and mental health support and resources, especially during stressful times.

Green IT and BYOD: driving sustainability, job performance, and well-being in remote work

Purpose This study aims to explore the impact of bring your own device (BYOD) practices on teleworkers’ job performance, work–life conflict and their implications for environmental sustainability, with a particular focus on Green IT in the post-pandemic remote work context. Drawing on the job demands–resources (JD-R) model, it examines the relationships between private technology adoption, job demands, job resources, job performance and work–life conflict, while also assessing how BYOD impacts environmental outcomes such as electronic waste reduction and carbon emissions. Design/methodology/approach The study used confirmatory factor analysis and structural equation modelling (SEM) using AMOS version 22 to evaluate seven hypotheses among 424 full-time teleworkers from various occupational sectors in Mauritius, a developing country. Findings SEM results confirm that BYOD enhances job performance and work–life conflict through increased job autonomy, workload and work pressure. BYOD and teleworking also contribute to Green IT and environmental sustainability by reducing energy consumption and electronic waste, indirectly supporting broader sustainability goals through reduced corporate device demand and lower commuting-related emissions. Practical implications Organisations should leverage BYOD policies to advance Green IT practices and improve work performance in remote settings, focusing on balancing job demands with resources like work autonomy to enhance productivity and well-being. Originality/value The findings strongly support the JD-R model in the context of remote work and BYOD, particularly in developing economies with limited infrastructure, offering insights for policies that enhance both employee well-being, Green IT and environmental sustainability.

How working from home reshapes cities

In recent decades, economic activity has become increasingly concentrated in major global metropolises. Yet, the rise of working from home threatens this dominance of cities. Using multiple high-frequency datasets on spending, commuting, migration, and housing, we provide global evidence that remote work has dispersed economic activity away from city centers. We label this the "Donut Effect," which is much larger and more persistent in cities with high levels of remote work. Using detailed household microdata from the United States, we show that three-fifths of households that left city centers in big cities moved to the suburbs of the same city. This is likely explained by the rise of hybrid work, in which employees still commute to the office a few days a week. The enduring popularity of hybrid work into 2024 suggests that the Donut Effect will persist while also leaving broader metropolitan areas intact.

Effect of working remotely on new professionals’ learning and adjustment during the first five weeks after professional entry

Purpose This study aimed to investigate the effect of working remotely on new professionals’ learning and adjustment. Organizational socialization is the process of learning and adjusting to a new professional role. Among new professionals working on-site, this learning and adjustment is indicated by a development of role clarity, task mastery and social acceptance. Less is known about the process when working remotely. This was recognized as a key organizational challenge following the onset of the COVID-19 pandemic. Design/methodology/approach In this study, with a longitudinal design with 242 graduates and weekly data collections for the first five weeks following professional entry in 2021, the authors compared the learning and adjustment among individuals working on-site, in hybrid or remotely using longitudinal analyses of mean response profiles. Findings The group-by-time interaction effects were not statistically significant (i.e. no differences were found in the adjustment of the new professionals of the three groups). Originality/value These results indicate that working remotely does not jeopardize the organizational socialization process. Furthermore, a marginally statistically significant result indicated that participants working only remotely experienced a greater development of task mastery over time: This suggests that remote work may even benefit learning and professional adjustment. Theoretical and practical implications of the results are discussed.

Navigating remote work: the role of corporate social responsibility in boosting employee engagement

PurposeThis paper investigates the relationship between teleworkers' perceptions of corporate social responsibility (CSR) and employee engagement (EE) in remote work.Design/methodology/approachA quantitative research approach was used, involving a questionnaire distributed via convenience sampling. Data from 205 valid responses from teleworking employees in Spain were analysed using structural equation modelling to test the hypothesis regarding the association between CSR and EE.FindingsThe study found that CSR’s social and environmental dimensions positively impact EE among teleworkers. However, the economic dimension of CSR only partially influences EE in a telework setting.Practical implicationsThe findings suggest organisations can enhance EE during telework periods by focusing on social and environmental CSR initiatives. This approach can mitigate the reduced EE associated with remote work, improving organisational performance, productivity, satisfaction and employee well-being.Originality/valueThis study provides empirical evidence on the positive effects of CSR’s social and environmental dimensions on EE in a telework context, offering valuable insights for organisations navigating the post-pandemic landscape. Also, specific CSR strategies can establish a competitive advantage by fostering a motivated and engaged remote workforce.

Rural areas as winners of COVID-19, digitalization and remote working? Empirical evidence from recent internal migration in Germany

Abstract The COVID-19 pandemic has caused economic crises and increased inter-regional economic disparities. However, the catalyst effect that the pandemic has had on digitalization may change the traditional pattern of internal migration, in favour of rural areas. Using time-sensitive register data we explain changes in net migration rates of German districts from an economic geography perspective. We show that, since the beginning of the pandemic, rural regions benefited more from migration. In particular, younger and highly skilled individuals increasingly move to rural areas. This confirms that rural regions can benefit from increasing remote work, but these effects differ across region types and individual skill levels.

The Ideological Perversion of Technological Progress: A Philosophical Reflection on Informal Employment

This paper examines the ideological distortion brought about by technological progress, focusing on its impact on informal employment through the lens of Slavoj Žižek’s theory of perversion. As digital platforms like Upwork and Fiverr grow, providing flexible jobs for millions of freelancers, the number of informal workers has increased worldwide. While such platforms claim to provide flexibility and autonomy, informal workers confront significant challenges, including low wages, lack of social security, and job instability. This study explores how technological progress, under the guise of legitimacy and rationality, reshapes society's perception of remote outsourced work, using Žižek’s framework to uncover the hidden mechanisms of exploitation and control. Moreover, the analysis reveals that, although platforms promote innovation and efficiency, they strengthen workers’dependency through algorithmic surveillance, exacerbating exploitation. Furthermore, the paper calls for a critical reassessment of the societal and economic impacts of technological advancements on informal workers and advocates for improved working conditions and stronger social protections.

Career Duality and Work Performance: Insights from Women in Bangladesh

This study looks into how women's professional success in Bangladesh is affected by career dualism, work-life balance, and cultural expectations. Data were gathered from thirty women in Dhaka who worked in the public, private, and self-employed sectors using a qualitative study methodology. The research utilized semi-structured interviews and theme analysis to effectively capture the intricacies of the participants' perspectives, underscoring the subjective aspect of work-life balance. The participants brought to light considerable difficulties in juggling dual responsibilities as careers and professionals, which are made worse by inflexible gender stereotypes and restricted access to childcare facilities. The results show that women's ability to balance conflicting demands is greatly aided by family support, especially that provided by mothers and spouses. However, respondents said that the lack of maternity benefits, childcare services, and flexible schedules were substantial barriers, and that workplace regulations frequently lacked the flexibility required to meet women's multiple obligations. The study also looks at the post-pandemic trend towards remote employment, which brought difficulties since it blurred the lines between home and professional life even while it offered flexibility. The critical need for institutional reforms-including the implementation of family-friendly workplace practices like paid parental leave, on-site daycare, and remote work options-is highlighted by this study. It also emphasises how crucial cultural changes are to easing the burden on women who want to advance professionally but are under pressure to live up to conventional norms. To investigate the effects of career duality on professional women's long-term career growth and well-being, longitudinal research approaches should be used in future studies.

Rising Mental Health Issues from Remote Work Challenges in South Korea Amid COVID-19

Abstract The COVID-19 pandemic significantly increased remote work, raising concerns about its impact on mental health. This study assessed the relationship between the challenges of remote work during the pandemic and mental health outcomes such as anxiety, depression, and sleep disorders. An online survey was conducted among South Korean adults, with data from 507 participants analyzed using the Generalized Anxiety Disorder 7-Item Scale (GAD-7), the Patient Health Questionnaire-9 (PHQ-9), and the Insomnia Severity Index (ISI). Results indicated that participants in the ‘difficult’ remote work category experienced higher rates of anxiety (26.6%), sleep disorders (37.3%), and depressive symptoms (38.4%) compared to the ‘non-difficult’ category (14.1% anxiety, 24.8% sleep disorder, and 24.8% depressive symptoms), with all differences statistically significant (p ≤ 0.005). Logistic regression models adjusted for demographics and socio-economic factors revealed increased odds of mental health issues in the ‘difficult’ group (ORs ranging from 2.241 to 3.210). Sub-group analysis highlighted significant disparities, particularly among blue-collar workers and men. The findings underscore the need for organizational strategies to mitigate the mental health challenges of remote work. Interventions should include improving technological infrastructure, enhancing workspace ergonomics, and fostering robust communication channels to replace in-person interactions. Additionally, policies should address the differential impacts observed between genders and industries, tailoring support to diverse needs. On a personal level, promoting regular indoor exercise could help workers manage stress and enhance their well-being in remote work settings. This study calls for a comprehensive approach to managing the complex impacts of remote work on mental health. Key messages • This study calls for a comprehensive approach to managing the complex impacts of remote work on mental health. • The findings underscore the need for organizational strategies to mitigate the mental health challenges of remote work.

Social determinants and drivers of use of SARS-CoV-2 self-tests in a French national cohort study

Abstract Background Self-tests for SARS-CoV-2 became quickly available after the onset of the epidemic. They were especially recommended for high-risk and hard-to-reach populations. This study examines whether self-tests successfully reached vulnerable groups during first months of availability in France. Methods The EpiCov study is a national population-based cohort study conducted in France during the Covid-19 pandemic. Primary outcome variable was use of self-test at last SARS-CoV-2 test, among those who reported testing at least once between May-July 2021. Univariate and multivariate binomial weighted logistic regressions were run, stratified by age group (16-24 yrs, 25-59, 60+), to identify social determinants and drivers of use of self-tests. Results Overall, 11% of the population who tested for SARS-CoV-2 between May-July 2021 reported using a self-test as last test. Demographic factors were highly predictive of use of self-tests among 25-59 y/o, but not among younger and older age groups. Use of self-tests was highest among 16-24 y/o, people with higher education, lowest population density areas, and people with high overall frequency of testing. Use was lowest among 60+ y/o, unemployed and retired people, and first-generation immigrants. When stratifying by age, 16-24 y/o with high perceived Covid-19 risk were more likely to use self-tests (aOR 1.99, 95% CI 1.10-3.59). Among 25-59 y/o, in-person workers were more likely to use self-tests than remote workers (aOR 1.91 [1.20-3.05]). Among 60+ y/o, employed people were more likely than retired people (aOR 3.97 [2.30-6.85]). Conclusions With higher utilization in low population density areas and among frequent testers, convenience may be a primary driver of use of self-tests. Additional drivers include perceived risk among younger people and exposure at work for those ≥25 yrs. Inequities in use were observed, with lower use among people with low education, older age, and immigrants. Key messages • Use of self-tests in France during the Covid-19 pandemic was low among vulnerable population groups, including people with lower education, immigrants, and older individuals. • Drivers of use included geographical access to healthcare services, perception of risk among younger respondents, and exposure at work among adults aged ≥25 years.

Changes in TB contact tracing during the COVID-19 pandemic. An Irish single centre experience

Abstract Contact tracing following the diagnosis of tuberculosis (TB) is a crucial process in the identification and treatment of both secondary TB cases and also infected contacts who may require treatment for latent TB infection. During the COVID-19 pandemic, Public Health and Respiratory teams in the St Vincent’s University Hospital (SVUH) TB clinic in Dublin, Ireland, noted anecdotally that there appeared to be fewer contacts screened by public health services per index active TB case identified. To investigate this, we performed a retrospective review of the TB contact tracing service in SVUH, examining and comparing contact tracing of active TB cases in the 3 years prior to the pandemic (2017-2019) and four years thereafter (2020-2023). Results from 2017-2019 calendar years, prior to the COVID-19 pandemic noted an average of 4.77 contacts per index TB case (total 107 index cases and 510 contacts). In comparison, our data from 2020-2022 noted an average of 3.03 contacts per index TB case (total 59 index cases and 179 contacts). As pandemic restrictions were lifted again, we found our 2023 data to be more comparable to that of pre-pandemic times, noting 4.54 contacts per index case (total 22 index cases and 100 contacts). The reduction in TB contacts per index cases noted during the COVID-19 pandemic may reflect work and lifestyle changes over that time, particularly an increase in remote work but also social distancing. It is interesting that as the population emerged from the isolation measures of the pandemic, contact numbers returned quickly to pre-pandemic levels. In line with global concerns, our data highlights the ongoing workload of TB contact tracing locally and the importance of resource allocation for these services. Key messages • Our Irish centre experienced a notable but temporary reduction in contacts requiring screening by public health services, per index active TB case, during the COVID-19 pandemic. • In line with global concerns, our data highlights the ongoing workload of TB contact tracing locally and the importance of resource allocation for these services.

Changes in physical activity and sedentary behavior during COVID-19 pandemic restrictions in Germany

Abstract Background During the COVID-19 pandemic’s first wave, mobility restrictions and protective measures have impacted both public and private life. In Germany, the population was advised to stay home except for work, outdoor sport activities, and essential shopping. This study aims to evaluate how these measures affected physical activity and sedentary behavior, focusing on identifying the groups most affected. Methods In April and May 2020, we distributed a COVID-19-specific questionnaire to participants of the German National Cohort (NAKO). The questionnaire was specifically designed to assess changes in physical activity and sedentary behavior compared to pre-restriction levels, along with data on anxiety and depressive symptoms. Results Around 26 % of the 152,421 respondents reported increased sedentary time, and about 38 % reported reduced participation in sport activities compared to pre-restriction levels. Over one-third of those who previously met the WHO’s physical activity recommendation could not maintain it during the restrictions. There was also a notable decline in active transportation (M = - 0.12; 95% CI: -.126; -.117), whereas participants spent more time on recreational physical activities (M = 0.12; 95% CI: .117; .126). Based on multivariable linear and log-binomial regression models, we found that younger people were more affected by the restrictions than older adults. Factors such as transitioning to remote work, self-rated health, and depressive symptoms strongly correlated with changes in all physical activity domains, including sedentary behavior and adherence to physical activity guidelines. Conclusions The shift towards inactivity or low-intensity activities during the nationwide restrictions poses potential long-term health risks, highlighting the urgent need for public health policies to address the negative impact of COVID-19 restrictions on physical activity and sedentary behavior.

Transforming Workforce Dynamics: The Role of Remote Work Flexibility, Technological Adoption, and Employee Wellbeing on Productivity of State Owned Enterprise Employee

This study examines the impact of remote work flexibility, technological adoption, and employee wellbeing on the productivity of employees in state-owned enterprises (SOEs). In response to shifting workplace dynamics, SOEs have increasingly implemented flexible work arrangements and digital tools, prompting the need to evaluate how these factors influence employee performance. Using a quantitative research approach, data were collected from 400 employees across various SOEs in Indonesia. The analysis, conducted using multiple linear regression, revealed that technological adoption significantly enhances employee productivity, followed by remote work flexibility and employee wellbeing. Findings also highlight challenges such as digital infrastructure limitations and the need for more comprehensive wellbeing programs. The study contributes to existing literature by providing insights into how SOEs can optimize workforce productivity through flexible work policies, digital transformation, and employee wellbeing initiatives. Practical recommendations for overcoming identified barriers are discussed, offering a roadmap for SOEs to enhance employee performance in a rapidly evolving work environment.

Covid-19, working from home and work–life boundaries: the role of personality in work–life boundary management

Working from home (WFH) has accelerated in occurrence following social distancing measures directed at stemming the spread of Covid-19 globally. Using a sample of 41 in-depth qualitative interviews and measurement of the personality scores of the 41 interviewees, who are UK academics, using the IPIP test questionnaire, we explored how mandatory WFH impacts the boundary management of different academics based on their personality and the role of personality in their boundary-management approach to enhance work-life balance (WLB) during Covid-19. Our results suggest that mandatory WFH impacts academics differently depending on their personality, with academics high in conscientiousness and introversion (compared to their neurotic and extroverted colleagues) more suited to managing work and life domains to maintain a WLB while working from home. Building on boundary theory, we uncovered that while conscientious and introverted academics preferred and used integration as their boundary-management style, extroverted academics preferred segmentation in favor of family, but used volleying as a boundary-management style. Neurotic academics leaned toward our newly uncovered boundary-management style – quitter. Our findings suggest that the family circumstances of academics play an important role in their boundary-management styles. Overall, our study suggests relationships between personality and boundary-management styles and characteristics.

Flexibility stigma, supervisory support, and the use of flexible work arrangements in the public sector: distinguishing flextime and flexplace

ABSTRACT This study examines the relationship between flexible work arrangements (FWAs) in the public sector and flexibility stigma, focusing on two types of FWAs based on work schedule and work location. Using data from the 2017 Federal Work-Life Survey of U.S. federal employees, the study analyzes how supervisory and organizational support influence the relationship between flexibility stigma and FWA use. Results show a negative relationship between flexibility stigma and flextime use, while flextime use varies by type of flextime. Supervisor and organizational support mitigated the negative effects of flexibility stigma, particularly for flextime and remote work. The findings suggest that enhancing supervisory support can reduce the effects of flexibility stigma and promote effective use of FWA in the public sector. This study provides new insights into how supervisory and organizational support systems can mitigate flexibility stigma and promote the adoption of various FWAs in the public sector.