1,720,986 research outputs found
Work From Home During the COVID-19 Outbreak: The Impact on Employees' Remote Work Productivity, Engagement, and Stress
Full text linkObjective: The COVID-19 pandemic made working from home (WFH) the new way of working. This study investigates the impact that family-work conflict, social isolation, distracting environment, job autonomy, and self-leadership have on employees' productivity, work engagement, and stress experienced when WFH during the pandemic.
Methods: This cross-sectional study analyzed data collected through an online questionnaire completed by 209 employees WFH during the pandemic. The assumptions were tested using hierarchical linear regression.
Results: Employees' family-work conflict and social isolation were negatively related, while self-leadership and autonomy were positively related, to WFH productivity and WFH engagement. Family-work conflict and social isolation were negatively related to WFH stress, which was not affected by autonomy and self-leadership.
Conclusion: Individual- and work-related aspects both hinder and facilitate WFH during the COVID-19 outbreak
Managing the future of talents: digital innovation in learning organizations
No full textPurpose: The purpose of this study is to explore the diffusion of digital innovation for talent management in Italian learning organizations. Design/methodology/approach: It has been implemented a qualitative methodology to collect data, interviewing 16 experts; a mix method analysis was applied to explore thematic categories and to analyze co-occurrences by a quantitative approach analysis using T-Lab software. Findings: There are some relevant points to underline: digital technologies are meant as a support to human resource management (HRM), and there is often the reference to digital gamification or gamified processes implemented for talent management procedures. Learning is a central element both for employees’ point of view and for HR specialists who feel the need for a major and more specific training on digital technologies. Research limitations/implications: The limited size and composition of the sample put restrictions on the generalizability of results. The explorative nature of the study provides an in-depth consideration of digital innovation in learning organization, representing a first starting point for future quantitative investigations. From a practical point of view, this study emphasizes a learning organization culture as an essential attitude set to attract, select and retain top talents. Practical implications: From a practical point of view, this study emphasizes a learning organization culture as an essential attitude set to attract, select and retain top talents. Originality/value: Giving space and voice to HR and information and communication technologies experts has provided insights regarding the digitalization process in HRM in Italy, in particular, digital learning has been told as a necessary element for the competitiveness of the workforce
Colleagues’ Support and Techno-Complexity: The Importance of a Positive Aging Climate
No full textAim/Purpose With a focus on promoting sustainable career paths, this article investigates the intricate relationship between age diversity management and techno-complexity, emphasizing the pivotal role of a supportive work environment. Background In the modern workplace, the dynamics of age diversity emerge as a crucial element influencing the well-being and productivity of employees, particularly amidst the swiftly evolving digital landscape. This becomes especially pertinent when considering workers’ unique challenges adapting to technological advancements. Methodology Utilizing a cross-sectional design, data were collected from 160 employees in an Italian multinational company within the metalworking sector. Contribution This study provides valuable insights into the complex dynamics between the aging climate, colleagues’ support, and techno-complexity. It emphasized the importance of considering the direct effects of organizational factors and their indirect influences through social dynamics and support structures within the workplace. Findings The results revealed the mediating role of colleagues’ support in the relationship between the aging climate and techno-complexity. These findings highlight the importance of a supportive work environment in the context of sustainable career development, contributing to a comprehensive understanding of diversity management within the modern digital era. Recommendations for Practitioners Organizations should adopt a holistic approach to create an age-friendly climate to promote diversity, inclusion, and accommodating the unique needs of employees. They should also develop employer branding strategies centered on diversity and inclusion to attract top talent and enhance innovation. Effective communication is crucial to address generational stereotypes and educate employees on the value of diversity. Impact on Society Organizations should consider implementing policies aimed at addressing agerelated challenges, providing training programs to enhance digital literacy among older employees, and creating an adaptable work environment. Future Research Future studies could delve into specific organizational contexts, technological demands, and individual differences that may modulate this relationship
Self-Perceived Employability of Workers With Disability: A Case Study in an Educational Farm
No full textSelf-Perceived Employability of Workers With Disability: A Case Study in an Educational Farm
Full text linkBACKGROUND: The job placement of persons with disability is often threatened by prejudices and stereotypes; even when they are employed, they have less qualified and less paid jobs. The aim of this study was to investigate the self-perceived employability in a sample of workers with disability, hypothesizing to find a good level of self-determination and positive meaning of work. MATERIALS AND METHODS: Ten semi-structured interviews have been conducted, applying a mix-method to the data analysis through qualitative interpretation and quantitative content analysis. Results confirmed what recent literature shows about the need for job inclusiveness for persons with disability and also underlined a profound sense of satisfaction related to the job, strong identity, and empowerment derived from the job involvement. CONCLUSION: Practical implications are related to the job design procedure inspired by diversity management, in order to pay attention to every single diversity and ensure equity and inclusion
COVID-19 pandemic and remote working: Toward a new way of working
No full textThe sudden shift to remote working during the pandemic has highlighted both the benefits and challenges of this mode of work. This chapter provides a review of the impact of the COVID-19 pandemic on remote working. Then, it explores the benefits of remote working, including increased productivity, reduced costs, and improved work-life balance, as well as the challenges such as social isolation, communication difficulties, and the need for self-leadership and time management. Furthermore, this chapter examines the future of remote working, considering the increasing popularity of hybrid work as the new normal. It provides strategies that individuals can adopt to cope with this new way of working, such as setting up a dedicated workspace, establishing a routine, and prioritizing communication and collaboration with colleagues. Finally, this chapter closes with some final conclusions
New strategies for psychological well-being at work
No full textThe workplace can be a challenging environment that can negatively impact employees’ psychological well-being. Factors such as heavy workloads, unrealistic deadlines, poor communication, and lack of support can all contribute to this problem. The COVID-19 pandemic has further compounded these issues, with remote work, social isolation, and economic uncertainty leading to even greater challenges.
This chapter offers an overview of the latest and most effective strategies for promoting psychological well-being in the workplace in the post-COVID-19 era, encompassing individual, team, organizational, and technology-based approaches. By delving into these strategies, we hope to provide a comprehensive guide for organizations to prioritize mental health and well-being as a key component of their workplace culture and policies.
Ultimately, this chapter aims to shed light on the importance of psychological well-being in the workplace and its impact on both employees and organizations. By prioritizing mental health and well-being, organizations can create a supportive and fulfilling work environment that fosters employee engagement, satisfaction, and productivity
Is a Good Boss Always a Plus? LMX, Family–Work Conflict, and Remote Working Satisfaction during the COVID-19 Pandemic
Full text linkThis study investigated the relationships between leader–member exchange (LMX) and workers’ perceptions of family–work conflict (FWC) and between LMX and satisfaction with remote working (SRW). It also assessed the moderating effect of employees’ ability to cope (AC) with the work in the interaction between LMX and FWC. Using a cross-sectional design, this study tested a moderated mediation model using Model 7 of Macro “PROCESS” for SPSS. The study sample consisted of 455 employees engaged in remote working activities during the COVID-19 health emergency. Surprisingly, the results showed that LMX was positively associated with FWC, while the latter was negatively associated with SWR. There were neither direct nor indirect effects of LMX on SRW, but the moderation of the AC with work on the relationship between LMX and FWC was significant and negative. In particular, the results showed that, in workers who reported lower values of AC, the increase in the quality of LMX also corresponded to an increase in FWC. Conversely, in employees with very high AC, as LMX increased, FWC decreased. Good relationships with the boss in a new and challenging situation such as remote working during COVID-19 threatens employees’ well-being when accompanied by poor coping skills. This study sheds light on these mechanisms and opens new questions in the literature about family–work conflict and remote working
The Effect of Different Rejection Letters on Applicants' Reactions
Full text linkOrganisations appear to pay little attention to rejection letters, considered a special form of organisational communication, despite a growing body of literature that shows they play an important role in terms of employer branding. This study aims to empirically test how applicants' perceptions are affected by differently manipulated rejection letters. In detail, a sample of 138 rejected candidates filled in an ad hoc questionnaire on perceived selection procedure fairness and satisfaction, after receiving a rejection letter where we had manipulated time latency, the politeness formula and customisation. Results suggest that providing a timely, customised and informal notification is something agreeable, which is able to affect, above all, fairness perceptions and intention to re-apply. In detail, the time latency in giving feedback appears to affect the relationship between fairness perception and organisational recommendation and acts more as a mediator rather than an antecedent variable. Considering that providing feedback is a relatively low-cost activity that at the same time has a big impact on job applicants, our results show that organisations should be sensitive to negative feedback communication, especially in relation to response time, in order to support their employer branding
Quando gli apprendisti apprendono? Una riflessione sull’importanza del clima di apprendimento
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