Virtual Work Environment Research Articles

Development of 3D workspace and methodology for assessing operator’s functional state during the work in virtual environment

The article presents the current results of a research project aimed at developing software and hardware solutions that optimize an operation of dispatch services based on immersive technologies. The results of the virtual operator’s office creation for the subsequent program-protocol communication of the displayed information with the data sources of the dispatching object are presented. The virtual workspace is implemented in the form of large-scale objects, textures, lighting, etc. “animated” in virtual reality glasses. The results of the initial approbation of the methodology for assessing the psychophysiological state of operators during virtualization of the working information space are also presented in framework of multistage studies of effects of virtual reality on the user.

Organisational Compassion and Employee Engagement in Virtual Work Environments during Covid-19 Lockdown in Uganda and Rwanda

Purpose: This study attempted to study the dynamics between organisational compassion and employee engagement during the COVID-19 lockdowns in Uganda and Rwanda when workers were required to work from home and in Virtual work environments Methodology/approach: The study adopted a quantitative research design. Data was collected from a sample of staff in selected institutions of higher learning in Uganda and Rwanda using of an online questionnaire that was distributed both through social media and email correspondence. Findings: The findings indicated that organizational compassion was a significant predictor of the vigour component of employee engagement compared to dedication and absorption while working virtually. Moreover, for selected organisational compassion dimensions of mindfulness and kindness, Supervisor’s kindness towards employees and employees’ mindfulness of self to others were strong predictors of work engagement while working remotely. Originality/value: While organisational compassion and employee engagement have been studied in, in-person settings, the paper attempted to study these concepts in virtual and remote work spaces that had unique complexities. https://www.doi.org/10.53615/2232-5697.10.127-137

Building a virtual work environment to support the design and planning of human-robot collaborative assembly cells

Building a virtual work environment to support the design and planning of human-robot collaborative assembly cells

Maintaining quality while adapting to a virtual work environment during the COVID-19 pandemic

To provide essential healthcare during the COVID-19 pandemic, healthcare facilities responded in various ways to reduce the risk of virus transmission to patients, their families and staff. Where possible, healthcare work environments were modified to accommodate physical distancing recommendations.In some cases, staff work remotely from home or office reducing occupancy in communal work spaces designed for collaboration. Considerations of effective communication in a physically distanced radiation medicine work environment are described.

Reinventing the In-House (And not Only) Legal Function

The pandemic has forced a traditionally in-office culture to a virtual work environment and new virtual business models will inevitably emerge for in-house legal departments and law firms. Both are obliged to innovate and rethink the way they work, including inter alia how to nurture the attorney-client relationship without in-person meetings or events. In this sense, Covid-19 pandemic is nothing else but a “disruption factor”. Especially for in-house legal teams these should be transformed into “Legal Risk Powerhouses”, semi embedded to, and fast paced as, commercial functions. We are indeed transiting from a seller’s to a buyer’s legal services market (a demand side forced change). High end transactional work will remain largely within the legal function’s scope. However, innovation will first impact low end legal fields. Low end legal work or even legal work of medium importance, but off business as usual nature, will be unavoidably outsourced to “Legal Hubs”, probably created and operated by Law Firms or paralegal cloud vendors. This new format of legal services offering, “Legal Hubs”, is another form of innovation that we will definitely witness. Law Firms will still address the high end transactional work in a tailored made approach like today, but they have to move both ways, building new capabilities and embracing technology & legal innovation on the one hand and also expanding to the low end of the legal work, creating cost based Legal Hubs or entering into strategic alliances with vendors, in order to be able to serve 360 & secure existing-legacy relationships with clients. In such an environment the in-house teams will have to become agile and “unstructured” and their role & focus will turn fundamentally to the legal risk prediction & mitigation modelling, versus the hands on risk handling itself. Heineman's paradigm of the in-house lawyer-statesman, in such an unstructured by design legal department “organization” has to undertake the role of a stellar business partner, embedded to the business and able to work & shine in unstructured environments following the fast paced -demand side- commercial world. Innovations in legal tech, new service delivery models, sophisticated legal tasks outsourcing tools and innovative legal operations reengineering will drive the change. No matter what future each and every in-house legal team envisions for itself, the legal function of the future will have to embrace the transformational opportunities presented by data analytics that drive the change. In the past we were discussing about innovation cycles and programs-projects put in place in order to change legal operations, to improve the delivery of legal services and so on. Nowadays, more than ever before, we should anticipate that the change will become constant and disruptive, so there will be no anymore cycles of change, but a constant flow of change and innovation.

Leadership matters in crisis-induced digital transformation: how to lead service employees effectively during the COVID-19 pandemic

PurposeThe COVID-19 pandemic has, besides the health concerns, caused an unprecedented social and economic crisis that has particularly hit service industries hard. Due to extensive safety measures, many service employees have to work remotely to keep service businesses running. With limited literature on leadership and virtual work in the service context, this paper aims to report on leadership effectiveness regarding employees' work performance in virtual settings brought on by the COVID-19 pandemic.Design/methodology/approachDrawing on the input–process–outcome (IPO) framework, this research investigates the effectiveness of leadership on service employees' work performance mediated by work-related tension, autonomy, and group cohesiveness. Furthermore, this study explores moderating effects of the service provider's digital maturity. To test the derived model, the authors collected survey data from 206 service employees who, due to the COVID-19 pandemic, unexpectedly had to transform to a virtual work environment. The authors analyzed the data using partial least squares structural equation modeling (PLS-SEM).FindingsThe results indicated that it took task- and relation-oriented leadership behavior to maintain service employees' work performance in a virtual environment during crisis situations. Further, results indicated mediating effects of service employees' individual job autonomy and team cohesiveness; surprisingly, work-related tension did not impact employees' work performance. Results offered service businesses guidance on how to effectively lead in times of crisis when service employees predominantly work in virtual environments.Originality/valueThis is the first empirical study to show how leadership affects service employees' work performance in a virtual work environment during crisis times. Thus, the study contributes to the scarce literature on the impact of leadership in service firms that have to operate in such a setting.

How Early-Career Researchers Are Navigating the COVID-19 Pandemic

How Early-Career Researchers Are Navigating the COVID-19 Pandemic

Determinants of Industry 4.0 Technology Adaption and Human - Robot Collaboration

Abstract Aim of the paper is to analyse specific factors of human-robot collaboration and adoption to Industry 4.0 technologies in relation to working in mixed teams and in virtual work environment. Based on literature review and current findings in unified theory of technology acceptance and use of technology (UTAUT) model and its extensions, new endogenous factors might be included/considered, in a UTAUT model, namely emotional attitude (trust towards technology, perceived threat) and new moderators such as a location of organization and type of workplace-based training in organization. Team identification and self-extension process are intended as drivers for development of positive attitudes in human-robot collaboration and prerequisites of sustainable human-robot interaction. Regarding the findings in human-robot collaboration, the authors suggest including the type of personality and the attitudes towards Human-Robot collaboration among the extended factors of technology adoption within Industry 4.0 strategy. Emotional attachment acts as a relevant factor of successful Human-Robot collaboration that can be maintained by a support of team identification and self-extension process. For the development of positive attitudes in human-robot collaboration, principles of personalized design can be applied, e. g. engaging the workers in designing specific features of the robot. It can be supposed that specific models of technology adoption - as UTAUT/UTAUT2 will require new extensions in a context of work analysis in a virtual work environment, e.g. health and psychological assumptionsIn the paper, subjective assessment of the increase in well-being of the workers after the adoption of Industry 4.0 technologies is identified as one of the new Industry 4.0 outcomes within the human capital definition of Industry 4.0.

Constructing continuity across the organisational culture boundary in a highly virtual work environment

AbstractWhile remote work allows organisations to offer their employees flexibility and harness global talent and markets for business growth, inability to rely on physical interactions between employees imposes challenges specific to operations in highly virtual work environments. Among these characteristic issues are challenges associated with organisational socialisation and organisational culture. Accordingly, an action design research project was carried out for building a socialisation substitute (an information artefact in the form of a digital organisational culture handbook) to support synthesis of symbolic and pragmatic components of organisational culture at case company Smartly.io, a highly virtual organisation experiencing rapid growth. The paper contributes to the literature on socialisation and organisational culture by demonstrating one approach to designing a surrogate for socialisation that acts as a conduit between the symbolic aspects of organisational culture (such as values) and the pragmatic ones (such as toolkits). The work contributes to organisational discontinuity theory also, via theory‐generating descriptive analysis of the process of building continuity across the organisational culture boundary through creation of an information artefact. The resulting artefact was found to deliver practical utility to the case company and encapsulate generalisable design principles for this building process.

Investigation of transient and heterogeneous micro-climate around a human body in an enclosed personalized work environment

Heterogeneous distribution of indoor environmental quality is known to have a great impact on human health, comfort, and productivity. A personalized work environment, that creates a localized and independent environment with capsules or partitions, is being developed worldwide to provide workers with a space that enables undisturbed concentration on studying and working. However, the minimized interior space of a personalized work environment can immediately cause adverse health impacts for occupant if the air quality and thermal environment in the personalized work environment is not controlled appropriately. Particularly, constant breathing can sharply increase the CO2 concentrations in an interior space with an insufficient ventilation rate. In order to design a healthy and comfortable indoor environment, especially in a personalized work environment, it is important to predict precisely and comprehensively the transient and heterogeneous structure of the indoor environment formed around a human body. With this background, we have developed an in silico human model that integrates a computational human model (virtual manikin combined with thermoregulation models) and respiratory model (virtual airway) for estimating indoor environmental quality, targeting the microclimate around a human body and breathing zone with high accuracy. In this study, we report the applicability of a comprehensive in silico human model to estimate the environmental quality in a personalized work environment. A coupled analysis of heat and contaminant transfer with computational fluid dynamics was conducted targeting the space around the in silico human model installed in a virtual personalized work environment. The informative data including human thermal comfort and breathing air quality were obtained, potentially forming the basis for the development of a digital twin of the personalized work environment and contributing to the design of a healthy, comfortable, and productive personalized work environment.

Who’s the Boss in Risky Business? Clarity around responsibility for decision making becomes critical during a crisis

This research uses a case study of the Ocean Ranger (OR) oil rig disaster to explore how the lack of clarity regarding decision makers contributes to crisis. The paper contributes to the literature by applying sensemaking and social construction theory to explain the OR disaster. While prior research focused on specific topics related to lack of clarity such as virtual work environments or communications, this study adds to the literature since it encompasses a wider lens by considering the impact of how the distributed nature of the offshore oil sector compounded by lack of clarity around the identity of decision makers, multiple companies involved and overlapping American and Canadian regulations all contributed to the OR disaster.

The development of trust in virtual leader–follower relationships

PurposeResponding to calls to examine trust beyond the scope of the objectivist paradigm, the purpose of this paper is to qualitatively examine the trust relationship between leaders and followers in virtual work settings. Based on results, trust was operationalized based on extant theory (e.g. ability, honesty, integrity, benevolence; Mayer et al., 1995). Given the high degree of technology mediated communication prevalent in the workplace today, it was interesting that the authors also found evidence for followers’ perceptions of a leader’s level of media savvy (adeptness at using appropriate media dependent on the message being sent) as a salient phenomenon that appears to influence followers’ trust of their leaders in a virtual work environment. Other variables that influenced leader–follower trust relationships also emerged, including leader and follower personal characteristics, depth of relationship and time. These variables and their relationships are discussed in consideration of the existing trust literature with specific consideration of the context of virtual interactions. Implications and future directions are also discussed.Design/methodology/approachThe paper opted for an exploratory study using the open-ended approach of grounded theory, utilizing open-ended survey data from 137 working professionals (after data cleaning and eliminating incomplete responses). This study was an inductive, theory-building effort focused on analyzing participants’ views of their own experiences in interacting with their leaders in a virtual work environment. The authors utilize methods of grounded theory research that guide a researcher to recognize the theory that emerges from the data (Locke, 2002; Strauss and Corbin, 1998), which included microanalysis and open coding, followed by axial and select coding.FindingsThe authors found evidence for followers’ perceptions of a leader’s level of media savvy as a salient phenomenon that appears to influence followers’ trust of their leaders in a virtual work environment. Other variables that influenced leader–follower trust relationships also emerged, including leader and follower personal characteristics, depth of relationship and time.Research limitations/implicationsWith any qualitative study, there are limitations to the generalizability of the sample to other populations. Although the authors developed considerable evidence to support the proposed relationships offered here, the authors are working with what is still a new and unexplored context: the virtual world. Perhaps the leader’s media communication skills moderate or otherwise impact the relationships found here and as supported by Mayer et al. (1995) and Mayer and Gavin (2005). Therefore, it would be of interest to examine possible differences in trust of the leaders by manipulating the media through which leaders communicate with their followers.Practical implicationsGiven the findings, the authors believe the leader can communicate positively on follower development in a virtual setting, subsequently enhancing follower trust levels. The implications are also apparent on a much smaller scale: the relationships between leaders and followers. One common theme was that leaders should not completely eliminate face-to-face interaction in order to first develop and then maintain trust in a virtual work environment. This indicates the necessity for managers to not only develop a technical competence with computer technologies, but also the ability to render an appropriateness judgment in terms of what messages are most appropriate for what medium.Social implicationsGiven the popularity of virtual settings, much interpersonal communication is now electronically mediated. However, even with the expansion of the virtual context, the authors still know little about how various forms of technology mediated communication by affect leader–follower relationships. Therefore, it is of interest to researchers and practitioners to examine the impact of virtual settings on interactions and relationships, specifically between the leader and follower.Originality/valueThis paper fulfills an identified need to study leadership in varied contexts, in this case the virtual workplace. Relatively few research papers have examined this context, thus creating originality and value.

Caracterización de proyectos de investigación formativa de programas virtuales del Politécnico Grancolombiano

El artículo busca identificar los aspectos metodológicos y contextuales relevantes de los proyectos de iniciación científica de los programas virtuales de Periodismo y Comunicación en el Politécnico Grancolombiano. Como metodología aplica una revisión sistemática de los Proyectos de Investigación Formativa existentes en el repositorio institucional; mediante la aplicación de criterios de inclusión y exclusión construye una matriz de análisis, del total de documentos incorporados a éste en un período de tiempo determinado. Los resultados evidencian que el 52% de los proyectos de investigación de mayor calidad cuentan con participación de estudiantes en diferentes regiones de Colombia, lo que evidencia el trabajo colaborativo de índole virtual. Los productos comunicativos presentan una correspondencia con habilidades formativas que desarrollan los estudiantes en el ámbito comunicacional; el resultado propone análisis continuo, con tutores de diferentes niveles (como estrategia pedagógica) para consolidar los proyectos en ambos programas a nivel disciplinar.

KEYNOTE: THE BIOGRAPHY OF OBJECTS

Abstract. Today we find ourselves immersed in what is called the digital revolution, which has already profoundly transformed our cognitive approach and working methods. In archaeology, photogrammetry and 3D modelling enable archaeologists to document the whole excavation process and reconstruct contexts even after they have been removed. We can reproduce a coffin with sub-millimetric accuracy by recording all its phases of production and reuse. Non-invasive diagnostic imaging enables us to peer inside a still sealed vessel and virtually unwrap the mummies. Accurate analysis now gives scholars the opportunity to observe the fibres of a papyrus, helping us recompose ancient documents. Then digital communication enables us to create virtual working environments in which scholars from all over the world can confer and compare their data. All this facilitates and accelerates the work of scholars.Does this mean that the humanist's role is becoming secondary? Quite the contrary. The data we glean is increasingly detailed and complex and requires an even greater level of interpretation. The scientist and the humanist have to work together even more closely to try and unravel the complexity of the contemporary world. This increasing collaboration goes beyond the dogmatisms of individual knowledge. The definition of a shared semantics and the development of a true multidisciplinary approach are the only method we have to cope with the challenges of the future.And in all this, what will the role of the museum be? Are these institutions destined to disappear? The changes will continue. We will think of different organisational and architectural solutions responding to contemporary needs. There will certainly also be new forms of cultural enjoyment. Our task, however, will always be to improve the visual, aesthetic and intellectual experience of every visitor who comes face to face with a piece of the past, and to provide all the information necessary to enrich their understanding. So the future of museums is, as it has always been, research.

Training Simulator for Acquiring Operational Skill to Operate Overhead Traveling Crane while Suppressing Load Sway

The present study addressed an advanced system that was designed to teach the skills needed to operate an electric overhead traveling crane. In the operation of an overhead traveling crane, to ensure the safe and efficient transport of a load, an operator must be able to suppress the sway of that load. However, considerable training is needed to master this skill. Furthermore, the beginners may cause accidents by operating the crane incorrectly. Therefore, in the present study, we devised a training system in which an operator can safely and efficiently master the operation of an electric overhead traveling crane while suppressing the load sway. In this approach, the operational conditions in which the load sway is suppressed can be derived theoretically. The operational conditions are displayed by the crane simulator as visual instructions in a virtual working environment. The efficacy of the proposed skill training approach with the crane simulator was verified through experiments whereby novices used the crane simulator to perform the task of transporting a load while suppressing load sway.

The Effect of Organizational Commitment and E-training on E-tourism Job Performance

E-tourism combines e-commerce and Information Technology (IT) in the tourism industry. It can be defined as the investigation, strategy, application and implementation of e-commerce solutions and IT in the travel, leisure, and tourism industry. Training is required to update the skills and knowledge of employees. This learning is mandatory for performance enhancement of job-related tasks. Training and development also strives to increase organisational commitment, which can be defined as an effective connection with the organisation that encourages the employee to work productively as well as to continue to work with the organisation. Organisational commitment can be characterised by the willingness of employees to contribute to the objectives of the organisation. Previous works in the literature have investigated e-training and development and its correlation with e-tourism performance. However, the impact of organisational commitment on the relationship between e-training and development and e-tourism performance, particularly in a virtual team setting, is not well understood. Therefore, this paper investigates the mediatory role of organisational commitment on e-training and IT project performance for virtual teams working in the e-tourism field. The primary objective of this paper is to prove that improvement in e-training and development and organisational commitment of e-tourism virtual teams will also improve the job performance of the virtual teams. This work is justified from the needs of current organisations that are embracing a more virtual working environment, with the aim of catering to detached workforces—internally and externally—that communicate through IT and thus further improve organisational performance. The results help determine whether or not e-training and development helps employee participation in training programs and their perceptions towards it. The findings also prove that organisational commitment is a crucial factor affecting the productivity and efficiency of employees in the workplace.

On serendipity: The happy discovery of unsought knowledge

On serendipity: The happy discovery of unsought knowledge

Constructing continuities in virtual work environments: A multiple case study of two firms with differing degrees of virtuality

AbstractIn this paper, we study how continuities are constructed in virtual work environments by comparing two firms with differing degrees of virtuality. Using Organizational Discontinuity Theory and drawing on a qualitative study of two accounting firms operating in Finland, we observe virtual work discontinuities in the two firms and identify constructed continuities. We find that in constructing continuities, virtual organizations need to balance rigid and flexible approaches regarding governance structure, the role of technology, communication management, and workflow management. Our main contributions are an empirical application of Organizational Discontinuity Theory to the comparison of virtual work environments and a set of propositions regarding how firms approach continuity construction in different virtuality contexts.

Monitoring how changes in pedagogical practices have improved student interest and performance for an introductory biochemistry course.

This study describes feedback on the effects of changes introduced in our teaching practices for an introductory biochemistry course in the Life Sciences curriculum. Students on this course have diverse educational qualifications and are taught in large learning groups, creating challenges for the management of individual learning. We used the constructive alignment principle, refining the learning contract and re‐drafting the teaching program to introduce active learning and an organization of activities that promotes the participation of all the students and helps their understanding. We also created teaching resources available through the university virtual work environment. Our research aimed to measure the effects of those changes on the students’ success. Monitoring of the student performance showed a continuous increase in the percentage of students who passed the course, from 2.13% to 33.5% in 4 years. Analysis of student perceptions highlighted that the teaching methodology was greatly appreciated by the students, whose attendance also improved. The recent introduction of clickers‐questions constituted a complementary leverage. The active involvement of the students and better results for summative assessments are altogether a strong motivation for teaching staff to continue to make improvements.

Design and Implementation of a Risk Management Tool: A Case Study of the Moodle Platform

During the last years, the distinctive feature of our society has been the rapid pace of technological change. In the Moroccan context, universities have put digital learning at the heart of their projects of development thanks to a wide range of hybrid training devices, Small Private Online Course (SPOC) and Massive Open Online Courses (MOOCs) via Virtual Work Environment (ENT, Environnement Numérique de Travail ). On the one hand, the purpose of using these devices consist in helping improve their performance and in enhancing their attractiveness. On the other hand, is aimed at meeting the increasingly diverse student’s needs, thanks to the infrastructures reorganization and a renovated pedagogy. Also, extensive use of information and communication technologies at different universities exposes them to a problem related to information system (IS) risks in general and e-learning in particular. The risk assessment is quite complicated and multidimensional. It must take into account many components, including assets, threats, vulnerabilities, controls already in place and analyses. In this work, we first propose the methods of risk management. We then present the risk analysis related to the Moodle platform.