Remote Workplace Research Articles

Actions and Challenges Toward Building Equity, Diversity, and Inclusion in Arctic Marine Science: The Case of the Canadian Research Icebreaker CCGS Amundsen

As the organization managing the scientific mandate of the Canadian research icebreaker CCGS Amundsen, Amundsen Science aims to create a safe and respectful research environment for every expedition participant aboard the vessel and to improve our relations with stake- and rightsholders of the Canadian North. Our current focus is on two primary equity, diversity, and inclusion (EDI) objectives specific to Arctic oceanographic expeditions: (1) to make the confined and remote workplace of the ship a mentally, emotionally, and physically secure environment, and (2) to integrate Indigenous-led research and to bring awareness of local (Inuit) culture during the expeditions.

Persisting Menace: A Case-Based Study of Remote Workplace Bullying in India.

Workplace bullying refers to the aggressive behavior and mistreatment towards an employee from peers and/or superiors. When this behavior takes place frequently and for long duration, it causes a high level of stress in the employee, in turn causing direct and indirect damage to the organization. The COVID-19 pandemic precipitated a massive shift from the physical office environment to the work-from-home situation. As the face-to-face interactions between the employees were replaced by video conferencing and other technology-induced interactions, it was expected that the problem of workplace bullying will disappear or will be reduced to a great extent. Instead, the incidents of harassment by colleagues and superiors continue to be reported by employees who are working from home. Organizations are most likely to continue with the work-from-home arrangements even after the easing of the pandemic situation. In this likelihood, developing a comprehensive understanding of bullying in the remote workplace assumes vital significance. The paper uses the case study approach to explore the elements involved in the bullying of remote employees. Analysis of remote bullying incidents from various perspectives revealed that the harassment experienced by the employees in the remote workplace displays all the elements of workplace bullying. Research on the concept and manifestation of remote bullying is in a nascent stage. The study holds significant implications for policymakers and organizations.

Rethinking the Knowledge Transfer Process Through the Use of Metaverse: A Qualitative Study of Organizational Learning Approach for Remote Workplace

Abstract This paper aims to explore the possibilities of implementing the tacit knowledge transfer process and practices in the metaverse and remote workplaces. Tacit knowledge transfer is crucial for organizational knowledge management and maintaining an organization's sustainable development. The research team believes that the use of the metaverse in remote workplaces is expected to revolutionize established organizational learning, knowledge management, and tacit knowledge transfer models. This research attempts to understand employees’ experiences from three perspectives: (1) the acceptance by both senior and junior staff of using the metaverse for training; (2) the experiences of tacit knowledge transfer over the metaverse; and (3) the role of immersion and interactivity during the knowledge transfer process. The significance of this research is the theoretical investigation of the tacit knowledge transfer model in the metaverse. This research is explorative in nature; therefore, this research is not going to generalize or prove the effectiveness of using the metaverse in the tacit knowledge transfer process, but rather explore the factors and deepen our understanding of these fundamental attributes. The findings of this research suggest a modification of the classical model SECI Matrix by adding a new component of “integration” in the transfer process.

Equity and online work integrated learning: a qualitative research synthesis

ABSTRACT Online Work Integrated Learning (WIL), where university students complete authentic work tasks for a remote workplace, is growing in prevalence, especially during the COVID-19 pandemic. Issues of equity in online WIL are underexplored, so we undertook a qualitative research synthesis of the literature to inform WIL provision for students from equity backgrounds. Our findings highlight the tendency to compare in-person to online WIL, rather than view it as its own unique form of learning. To make the most of online WIL, a structured, well-facilitated approach is needed, with meaningful work, clear communication, and regular feedback. There was a predisposition towards viewing online WIL as solely positive for students from equity backgrounds, with online WIL often seen as a solution to the many barriers that students from diverse backgrounds face in accessing in-person WIL. Nuanced discussions of equity were rare, and we highlight the need for further research in this area.

Organizational and managerial problems of blended and hybrid learning

The COVID-19 pandemic has changed the world; the educational system has altered too. The pandemic instantaneously transformed the traditional form of organizing and implementing education. The previously existing approaches to distance learning which involved using article-based learning resources have been replaced with a digital format. This shift required all participants involved in learning activity to have both appropriate digital competencies and specialized communication platforms in conjunction with libraries of digital resources. For the first time in history, education was delivered completely outside educational institutions, which required considerable effort on the part of educational organizations, parents, and students themselves to organize a remote workplace. For the first time in history, students and teachers were stratified in terms of their digital competencies levels and the feasibility of carrying out learning activity remotely. At the end of the pandemic, it is obvious that using only distance learning in any educational stage in impossible. This is due to not only a complete absence of approaches to regulation and requirements for a remote workplace, but also a lack of funding sources for its creation and functioning. Under these conditions, educational institutions have realized that the learning environment is not exclusively confined to their walls. Moreover, students and their places of study, stay, and residence are its cornerstones. All these factors require modern education to make fundamentally different efforts to ensure the operation of the system and going beyond its framework. First and foremost, the focus ought to be on a particular student’s needs and capabilities.

AMO model for neuro-inclusive remote workplace

PurposeThe aim of this article is to extend current debates on organizational equality, diversity and inclusion to a consideration of neurodivergence in the remote workplace context.Design/methodology/approachDrawing on the ability, motivation, and opportunity (AMO) model and an emerging strength-based approach to neurodiversity, this conceptual paper integrates research on neurodiversity at work and remote working to provide a novel AMO model for a neuro-inclusive remote workplace.FindingsThrough a theoretically informed discussion of barriers to effective remote work from the perspective of neurominorities, the AMO model for the neuro-inclusive remote workplace is offered to assist organizations in creating an inclusive remote work environment where both neurominorities and neurotypicals can equally contribute to organizational success. Specific examples of how certain barriers to effective remote work can be mitigated are outlined and explained.Practical implicationsThe conceptual model presented in this paper can assist HR practitioners in developing a comprehensive approach to skill, motivation, and opportunity-enhancing practices that are tailored to the unique needs of neurominorities in a specific context of remote work to generate mutual gains.Originality/valueThe model of interactions between individual and system factors offered enables a better theoretical understanding of the conditions under which high performance of neurodivergent individuals could be achieved with an associated positive impact on their well-being. The paper contributes to recent calls for more equitable and empathetic approaches to investing in employees with different cognitive profiles and does so in the underexplored context of remote work.

Leveraging resources to improve supervisors’ vision in the remote workplace

Purpose During the COVID-19 pandemic, many organizations adopted remote work policies. Meanwhile, the loss of the collocated work environment made it challenging for the supervisors to have a clear vision of their employees, which may impact the quality of the performance evaluation and developmental decisions. This paper aims to resolve this problem by identifying resources in the remote workplace that can help supervisors restore their capacity for a clear vision of the remote employees. Design/methodology/approach The authors take the perspectives of the job resource-demand model and illustrate the theoretical framework that recognizes resources and resource holders at various levels of the organization. The authors see this as the key for supervisors to meet the demand of “seeing” their employees in the remote workplace. Findings Specifically, the employees should offer their information resources via skillful communication because supervisors have lost opportunities for in-person observation. Further, the administration is urged to deliver competence resources through training and development because supervisors may lack the experience of remote work management. Moreover, the organizations should provide social support resources by creating avenues for virtual networking activities, so as to make up the random social opportunities available in the collocated work environment. Research limitations/implications Improving supervisors’ vision is a new challenge coming with the installation of the remote workplace. Further research is called for to empirically test this theoretical framework and identify more ways to increase the resources and reduce the demands for supervisors; thus, helping them ease into the new ways of supervision in the virtual workplace. Practical implications This research informs the organizations to adjust their strategy for management development to adapt to the remote workplace. Originality/value The authors noted that increasing concerns of the low visibility of remote workers was partially due to the impaired vision of supervisors, who lost the context of in-person observation. Supervisors’ vision of their employees was taken for granted in the traditional work environment and there was not much research done on this topic. This prompted us to develop a theoretical framework based on the job resource demand model.

Work from Home during the COVID-19 Pandemic-The Impact on Employees' Self-Assessed Job Performance.

This study investigates the impact of remote workplace factors on employees’ social and technical self-assessed performance during the COVID-19 pandemic. The impact of the variables belonging to the employee’s profile, organizational environment, and work-life balance categories on social and technical performance were analyzed, based on a survey of 801 Romanian employees, using ordinary least squares and quantile regression techniques. While the first method provided summary point estimates that calculated the average effect of the explanatory variables for the “average employee”, the second approach allowed us to focus on the effects explanatory variables have on the entire conditional distribution of the response variables, taking into account that this effect can be different for employees with different levels of performance. Job autonomy, engagement, communication skills, trust in co-workers, occupational self-efficacy, and family-work conflict, significantly influence both social and technical performance. PhD education and trust in management significantly influence social performance, while motivation, stress, the share of time spent in remote work, organizational commitment, children in the household, and household size, influence only technical performance.

How to prompt training effectiveness? An investigation on achievement goal setting intervention in workplace learning

PurposeThe purpose of this study is to propose and examine an integrated learning model for improving training effectiveness in workplace learning. Specifically, this study investigated the effect of achievement goal-setting intervention across three groups of new employees from a multinational medical company. During a three-day remote training program, the role of each achievement goal orientation (AGO) in goal setting intervention and their relations with trainees’ applied learning strategies were examined. This study proposed and validated an integrated training model for improving remote workplace learning effectiveness.Design/methodology/approachThis study was based on two data sources, the pre- and posttests scores; time on task (deep learning: completing reflective practice) and time on content learning (surface learning: watching tutorials) retrieved from an adaptive learning platform. A total number of 133 participants were recruited in this study, and they were randomly assigned to three interventional groups. The intervention was grounded from the AGO theory and goal setting theory. A series of statistical analysis were conducted to examine the effect of each type of achievement goal setting as a prompt for new employees’ learning behavior and performance.FindingsResults indicated that setting mastery goal at the beginning of the training program leads to productive learning outcomes. Compared with the groups being required to set performance goal (final rank) or not to set any goal for the training purpose, trainees’ who were assigned to set a mastery goal (final performance score) performed statistically significantly higher than the other groups. Additionally, learners who set mastery goal spent higher proportion of time on deep learning than learners from the other groups. The results proved mastery goal setting as an effective prompt for boosting workplace learning effectiveness.Practical implicationsOrganizations and institutions can take setting mastery approach goals as a prompt at the beginning of the training to increase learning effectiveness. In this way, trainees are promoted to apply more deep learning strategies and achieve better learning outcomes while setting mastery goal for their training purpose.Originality/valueTo the best of the authors’ knowledge, this study was the first to combine the intervention of goal setting and types of AGOs into workplace learning. This study adds to previous research on goal setting theory and AGO theory for the practical application and proposes an effective model for learners’ adaptive remote learning. Findings of this study can be used to provide educational psychological insights for training and learning in both industrial and academic settings.

Geography and Strategy in Developing Countries

Geography plays a central role in firms’ strategic choices. Deciding where to locate operations and employees, as well as whether to move or not, can have critical performance implications. At the same time, a growing literature in strategy shows that conditions in developing economies often necessitate different firm strategies. This raises an important question at the intersection of these literatures: how do choices about geography shape firm strategy in developing economies? In this symposium, we explore this new area of research through a set of cutting edge studies, each of which examines a different way in which geography and firm strategy interact in developing economies. Our discussant, Professor Lamar Pierce, will build on these presentations and his own expertise on firm strategy in Africa to synthesize and critique the studies. Following this, the host will encourage a lively debate about how geography matters for strategy and organization theory in developing economies. Location, Gendered Constraints and Business Performance Presenter: Solene Delecourt; Haas School of Business, UC Berkeley Employee Work Novelty and Communication in a Hybrid Remote Workplace Presenter: Tarun Khanna; Harvard U. Presenter: Kyle Schirmann; Harvard Business School Presenter: Christos Makridis; MIT Sloan School of Management The Impact of Capital Constraints on Strategic Misconduct Presenter: Fulton C. Eaglin; Harvard Business School Won’t you be my neighbor? Geography, networking, and entrepreneur performance in Togo Presenter: Stefan Dimitriadis; U. of Toronto, Rotman School of Management Presenter: Rembrand Michael Koning; Harvard Business School

‘I was exhausted, and there was no break at all’: how Black women leadership coaches understood and navigated workplace tensions after the racial reckoning

The racial reckoning that occurred after the murder of George Floyd and the remote workplace dynamics created by the pandemic contributed to the tension that many Black professionals felt. Despite the efforts to maintain professionalism and collegiality, organisations did little to assuage the racial reckoning beyond pledges to initiate social justice and racial equity organisational change. This paper aims to help build a body of literature that acknowledges the unique vantage point of those with overlapping marginalised identities and, in particular, we examine the ways in which seven Black women leadership coaches understood and navigated workplace tensions after the racial reckoning. Through their coaching, these leadership coaches were able to help Black leaders build their capacities and improve their performance. Using armouring, they were also able to facilitate conversations about race within their organisations toward developing policies and practices that would help them move toward racial equity.

The Era of a Global Crisis Coronavirus Pandemic and Opportunity on Cloud Technology Migration

In this generation, Coronavirus pandemic has many various impact on company businesses. The situation has required telework from their home as a precaution and safety measure to avoid being infected with the contagious coronavirus. Although going through the coronavirus outbreak, many businesses have tried to migrate and use cloud technology to keep pace with technology change, which requires data security and safe use of the cloud in business operations. Current cloud providers that are gradually evolving are becoming an integral part of facilitating a business already in the cloud and protected by innovative tools. Many users have already adopted emerging technologies associated with cloud applications and need to protect data in a cloud security environment. Currently, cloud security still needs to secure the environment, which is one of the reasons to consider when in the cloud environment. This study describes the era of a pandemic of the coronavirus, as well as the possibility of migrating cloud technologies for data protection at working from home or even in the remote workplace.

ОРГАНИЗАЦИЯ УДАЛЕННЫХ РАБОЧИХ МЕСТ НА ПРЕДПРИЯТИЯХ В ПЕРИОД ПАНДЕМИИ: РЕЗУЛЬТАТЫ ЭМПИРИЧЕСКОГО ИССЛЕДОВАНИЯ

In the context of the pandemic, the number of remote jobs has increased significantly. Many organizations have faced both difficulties and advantages of remote employment. The problematic aspect is the organization of remote workplaces. Despite the fact that there are quite a large number of scientific publications by Russian and foreign authors devoted to remote employment, today there is a shortage of research on various issues of remote workplace organization. In this regard, the purpose of the proposed study is to study the state of the organization of remote workplaces in Russian companies, taking into account the changes associated with the spread of a new coronavirus infection. The research methods were the analysis of secondary data posted on the websites of popular job search services and large analytical centers; a questionnaire survey at enterprises in various fields of Omsk. A total of 343 remote employees and 144 managers took part in the questionnaire survey. The main results of the study were the study of the advantages of remote employment and the problems of organizing remote workplaces. Among the problems, the problems of organizing communications between remote employees and their managers, equipping workplaces, and workplace planning have been studied in more depth. It was also revealed the employees' installations to work in a remote format in the future. The main conclusion was the recorded tendency to increase the scale and diversity of problems in the organization of remote workplaces due to uncontrolled processes of transition to remote employment.

Employee Engagement Data and Performance Parameters, Algorithmic Tracking and Remote Workplace Technologies, and Interoperable Virtual Networks in the Decentralized and Interconnected Metaverse

Employee Engagement Data and Performance Parameters, Algorithmic Tracking and Remote Workplace Technologies, and Interoperable Virtual Networks in the Decentralized and Interconnected Metaverse

The Post-Pandemic Laboratory: Balancing the Rise of the Remote Workplace

The Post-Pandemic Laboratory: Balancing the Rise of the Remote Workplace

Upper-body haptic system for snake robot teleoperation in pipelines

Snake robots have shown a great potential for operations in confined workplaces that are less accessible or dangerous to human workers, such as the in-pipe inspection. However, the snake robot teleoperation remains a nontrivial task due to the unique locomotion mechanism (e.g., helical motion) and the constraints of the workplaces including the low visibility and indistinguishable features. Most snake robot feedback systems are based on the live camera view only. It is hard for the human operator to develop a correct spatial understanding of the remote workplace, leading to problems such as disorientation and motion sickness in snake robot teleoperation. This study designs and evaluates an innovative haptic assistant system for snake robot teleoperation in the in-pipe inspection. An upper-body haptic suit with 40 vibrators on both the front and back sides of the human operator was developed to generate haptic feedback corresponding to the bottom and up sides of the snake robot, transferring the egocentric sensation of the snake robot to the human operator. A human-subject experiment (n = 31) was performed to evaluate the efficacy of the developed system. The results indicate that the proposed haptic assistant system outperformed other feedback systems in terms of both task performance and subjective workload and motion sickness evaluations. It inspires new control and feedback designs for the future snake robot in industrial operations.

Towards a digitalized collaborative zakat management system for accelerating good governance practices in the new normal

Many countries around the world are slowly beginning to move from managing the COVID-19 crisis to recovery and reopening of economies. In Malaysia, the government has launched various initiatives with the main aim to empower people, propel business and stimulate the economy. However, the socio-economic shock brought by COVID-19 pandemic is of the magnitude that the world has not experienced in decades. Hence, government alone cannot address the enormous challenge without collaborating with the diverse and inclusive stakeholders. As one of the collaborators, zakat institution is well positioned to play a significant role in this transformation. However, in meeting the demand for this role, zakat institutions need to adapt to the major shifts in many aspects of the pre pandemic way of doing things. One significant shift started at the beginning of the pandemic in Malaysia where many industries experience sharp increase in the adoption of digital channels. This is expected to accelerate and moving forward the government is providing help in moving towards more comprehensive adoption of digitalization. Given the current scenario, this paper proposes a model based on digitalization of collaborative zakat management for Pusat Pungutan Zakat, Wilayah Persekutuan (PPZ-MAIWP). The model provides a starting point in understanding the capability required to move towards more comprehensive digitalization of services provided by PPZ-MAIWP. The digitalization model is based on a collaborative effort between PPZ-MAIWP and other organisations in distributing zakat for empowerment initiatives. Using a developed impact assessment prototype system, this paper will provide a simulation results where PPZ-MAWIP will be able to short list organisations based on accumulated highest score received for the following components: governance structures, capability to deliver initiatives effectively and clarity of targeted socio-economic impact. Once the organisations are short listed, PPZ will then call for an online meeting with the selected organisations before making the final decision. The use of the digital model allows PPZ-MAIWP to make decisions faster, more objective and adapt to remote workplace. In addition, the selection criteria can also be used subsequently by PPZ-MAIWP to monitor the progress of the initiatives and also for the selected organisations to report on their progress. This forms part of the risk management process and in turn enhances effective delivery of sustainable empowerment initiatives funded by zakat fund. It is also an important mechanism to facilitate timely reporting on the social economic impact delivered that is crucial in enhancing stakeholders’ engagement and trust. Hence, this system accelerates good governance practices throughout the zakat distribution ecosystem. The model and the simulation presented can also act as a starting point in operationalisation of more comprehensive digitalization by PPZ in the new normal. Overall, the new normal provides substantial opportunities for PPZ to accelerate adoption of digitalization and good governance practices throughout the zakat ecosystem.

Changes in working conditions of employees of public organizations/institutions under the influence of measures introduced to prevent the spread of coronavirus disease (covid-19)

Problem setting. During the action of response to the epidemic in Ukraine in 2020 – 2021 [1-9], several additional rules, requirements, recommendations, restrictions on the behaviour by employees during to perform all or part of their work duties or to supply their services were introduced in the teams of enterprises, organizations, institutions, which significantly affected on the full implementation of labour and social rights established by international law, laws of Ukraine and collective agreements.
 The materials presented in the article highlight are some generalized results of the survey of representatives of trade unions and employees of state organizations/institutions on the questionnaire "Status of observance of workers' rights in the context of changes introduced to prevent the spread of coronavirus (COVID-19)".
 Recent research and publications analysis. Noting the high interest of domestic and foreign scientists in the impact of coronavirus disease on various spheres of human life and society [13-15], special researches and materials of international organizations (ILO, WHO, OECD, etc.), it should be noted that the issue of workers' rights of the state organizations/institutions in the context of changes introduced to prevent the spread of coronavirus disease remain poorly described and poorly researched and little-understood subject.
 Highlighting previously unsettled parts of the general problem. The purpose of this article is to clarify the situation regarding changes in working conditions of employees of state organizations/institutions under the influence of measures introduced to prevent the spread of coronavirus disease (COVID-19) and substantiate the relevance of social dialogue as an effective tool for crisis management and increased protection of employees' rights workers of the state organizations/institutions and local governments in terms of COVID-19.
 Paper main body. The article highlight is some generalized results of the questionnaire survey conducted in April-May 2021 among employees of state organizations/institutions and representatives of their trade unions.
 The body of the text of the article reveals the idea and methodology of the questionnaire, reflects the assessments of employees of state organizations/institutions on employers' measures to prevent the spread of COVID-19, the state of affairs with the provider of individual and collective protection of employees in government organizations/institutions, the impact of measures to prevent the spread of COVID 19 on working conditions and the state of protection of workers' rights.
 According to the questionnaire results, the changes introduced as a result of COVID-19 led to an increase in the volume of work performed (40.0%), an increase in the complexity of work performed (45.5%), an increase in the duration of work performed (40.7%), a decrease in wages (17, 8%) employees.
 More than 52% of employees have faced and/or continue to face difficulties in adapting to the changes brought about by COVID-19: almost every tenth employee has personal difficulties in arranging a remote workplace (12.3%), mastering digital (online) work technologies (9.5%) etc.
 Most employees feel a lack and insufficient level of provision of labour protection measures by the administration of the organization/institution. And the incidence of coronavirus among employees of government organizations/ institutions is many times higher than the average incidence among the population of Ukraine (~ 5.3%) [20], and almost twice the incidence of COVID-19 among the adults' population in the country (~ 22%)) [21].
 At the same time, only 30.8% of representatives of state organizations/ institutions expressed readiness to be vaccinated against coronavirus soon, 29.4% - against vaccination, another 39.8% - were undecided. And this is even though the fact that currently, about 65% of Ukrainians are ready to be vaccinated against COVID [21].
 The results show a high level of psycho-emotional stress in which employees are due to long-standing fears for health (their own and family's) (38.9%), feelings of insecurity and anxiety (37.0%). Another 16.1% of workers are concerned about the decline in family income since the beginning of the pandemic and the deterioration of health (14.2%).
 Conclusions of the research and prospects for further studies. The pandemic of COVID-19 has caused unprecedented problems and caused drastic changes in the activities of government organizations/institutions and changes in working conditions. These changes strengthen the responsibility of employers of government organizations/institutions for continuous monitoring of the situation, timely identification and effective implementation of tasks to take appropriate measures to prevent and control the spread of COVID-19 in workplaces.
 The priority of our further research is the development of social dialogue between employers and trade unions as a mechanism for ensuring labour and socio-economic rights of employees of government organizations/institutions.

Where Do We Go From Here?

In the end, 2020—the year that lasted forever—will likely be an accelerant. The lasting changes to scientific publishing and communication will be those that have been simmering for a while, but only came to a boil because of this turbulent year. One of the clearest examples of this is the likely permanence of the remote workplace for information workers, such as those in scholarly publishing. A look through the CSE Annual Meeting report archive will find a decade’s worth of articles on how to support a remote team, but many organizations remained hesitant or only allowed staff to work a few days from home. Now with everyone forced out of offices for what will likely be at least a year, many of those office spaces may not reopen, or when they do, they’ll shift focus to meeting spaces and shared desks for staff to use as needed. The full implication of this move is unknown, but one certain positive of the remote workforce is the pool of applicants for any position expands from a few dozen locals to literally thousands of potentially talented individuals. That change will be important as organizations attempt to address inequities brought to light (again) during the racial reckoning of this summer. The Coalition for Diversity and Inclusion in Scholarly Communications (C4DISC)1 was created in 2018 to specifically raise the issue of the importance of diversity in the publishing community, and this year pushed many organizations and publishers to proclaim that they will be making systematic […]

A Multi-Model Approach for Simulation-Based Digital Twin in Resilient Services

Complex cyber-physical systems demand integrated solution approaches. The current work presents a multi-model approach for simulation-based digital twins as a formal and technological foundation for the analysis and improvement of resilient services. The given approach has several significant benefits including the possibility to conduct interactive simulations and experiments based on systems engineering principles, to share data across multiple data sources and storages, to manage operations in real-time, as well as to enable collaboration between the users in an integrated web platform. The proposal is illustrated on the use cases of secure telemedicine services and secure remote workplace.