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Auswahl der wissenschaftlichen Literatur zum Thema „Hybrid work arrangements“
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Zeitschriftenartikel zum Thema "Hybrid work arrangements"
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Joe Cajetan Lopez, Gazala M. Khan,. „Impact of Hybrid Work Culture on Organizational Effectiveness“. Tuijin Jishu/Journal of Propulsion Technology 44, Nr. 3 (11.09.2023): 2503–9. http://dx.doi.org/10.52783/tjjpt.v44.i3.732.
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The objective of the present research study is to identify impact of hybrid work culture on organizational effectiveness. Understanding their effects on worker productivity, engagement, and overall organizational performance is essential given the growing popularity of remote work arrangements and the advent of hybrid work models. To learn more about how 300 top-level managers from different IT organizations view remote and hybrid work arrangements, a cross-sectional survey was conducted with its sample. The respondents evaluated how productive they felt overall while working remotely, how much they felt less distracted and more focused, and how satisfied they were with their existing work arrangement. The results of the study show that remote workers are more productive than those who work on-site. Additionally, there is a positive association between employee engagement and both remote and hybrid work arrangements, demonstrating that these flexible work models have a beneficial effect on employee engagement. The study underscores the value of taking into account remote and hybrid work arrangements in the IT industry and indicates the potential advantages they may have for organizational growth and development. The study's conclusions provide insightful advice for businesses looking to create flexible, motivated workforces and adjust to the changing nature of the workplace.
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Kurniawan, Vincentius Kevin. „Determinan work from home dan flexible work arrangements terhadap employee performance PT CTI“. Jurnal Manajemen Bisnis dan Kewirausahaan 7, Nr. 2 (29.03.2023): 421–30. http://dx.doi.org/10.24912/jmbk.v7i2.23366.
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The WFH system can be picked up after employees have successfully weathered the pandemic and found increased productivity when most staff are working from home. The purpose of this study is to analyze the phenomenon of declining performance at PT CTI based on financial report data that appears in 2021 by comparing the Work from Home (WFH) and Flexible Work Arrangements (FWA) incentives to Employee Performance (EP). The purpose of this study is to see whether work from home and flexible work arrangements have an influence on employee performance at PT CTI. The research approach used based on the research objectives is explanatory research. The data analysis methodology in this study uses Partial Least Square (PLS). The results obtained that Work from Home has a significant positive effect on Employee Performance. Flexible Working Arrangement has a significant positive effect on Employee Performance. Office-based workers who are still working from home can adapt work as the new normal to return to full-time work on a hybrid basis. Flexible work arrangements can be selected by employees based on different work schedules to meet personal or family needs. This research is important for companies to understand and develop work from home and flexible working arrangements to encourage productive behavior and prevent unproductive behavior from affecting performance.
Sistem WFH dapat diambil setelah karyawan berhasil melewati masa pandemi dan menemukan peningkatan produktivitas saat kebanyakan staf bekerja dari rumah. Tujuan penelitian ini untuk menganalisis fenomena penurunan performa pada PT CTI berdasarkan data laporan keuangan yang muncul pada tahun 2021 dengan membandingkan instentif Work from Home (WFH) dan Flexible Work Arrangements (FWA) terhadap Employee Performance (EP). Desain penelitian yang digunakan adalah kuantitatif. Pendekatan penelitian yang digunakan berdasarkan tujuan penelitian adalah penelitian eksplanatori. Metodologi analisis data dalam penelitian ini menggunakan Partial Least Square (PLS). Hasil penelitian diperoleh Work from Home memiliki pengaruh positif signifikan terhadap Employee Performance. Flexible Working Arrangement memiliki pengaruh positif signifikan terhadap Employee Performance. Tenaga kerja berbasis kantor yang masih bekerja di rumah dapat menyesuaikan bekerja sebagai normal baru untuk kembali bekerja penuh waktu secara hybrid. Pengaturan kerja yang fleksibel dapat dipilih oleh karyawan berdasarkan jadwal kerja yang berbeda untuk memenuhi kebutuhan pribadi atau keluarga. Penelitian ini penting bagi perusahaan untuk memahami dan menyusun work from home dan flexible working arrangement untuk mendorong perilaku produktif dan mencegah perilaku yang tidak produktif mengingat peran motivasi kerja dalam memengaruhi kinerja.
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Waldrep, Carolyn E., Marni Fritz und Jennifer Glass. „Preferences for Remote and Hybrid Work: Evidence from the COVID-19 Pandemic“. Social Sciences 13, Nr. 6 (03.06.2024): 303. http://dx.doi.org/10.3390/socsci13060303.
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The COVID-19 pandemic created an opportunity for many American workers to work from home. Did the rapid and widespread adoption of remote work arrangements influence workers’ preferences? This study analyzes the early pandemic work experiences of 52 participants (20 men and 32 women) in dual-earner households with children through in-depth interviews conducted in 2021 and 2022 via Zoom. The study explores respondents’ desire for remote and hybrid work, considering job satisfaction as well as job characteristics, family structure, and household organization. Unless their jobs were poorly suited to remote work, most workers with pandemic-era remote work opportunities—and even some who had not worked remotely—wished to keep remote access in their post-pandemic work arrangements. Respondents reported enhanced job satisfaction and productivity from remote work, as a result of greater schedule control and flexibility. We found that some workers were willing to change jobs to maintain their preferred work arrangement, while others acquiesced to employers’ return-to-work policies. The study highlights the need to understand workers’ preferences in supporting flexible work arrangements and contributes to the understanding of remote work on family dynamics during the pandemic and afterwards.
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Dewi, Desak Nyoman Arista Retno, und Priscila Rosa Kinasih Widyanti. „Flexible work arrangement dan work-life balance pada generasi milenial“. Jurnal Psikologi Udayana 10, Nr. 2 (24.10.2023): 334. http://dx.doi.org/10.24843//jpu.2023.v10.i02.p02.
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Currently, millennial generation employees are the working group that dominates employment in Indonesia. Millennial generation employees are characterized by their awareness of getting work-life balance. This is in line with the survey results which show that the majority of millennial employees want a balance between their personal and work lives. The opportunity to apply flexible work arrangements is believed to have an effect on employees' work-life balance conditions. In the COVID-19 pandemic situation, the application of working from home makes implementing flexible work arrangements a challenge to be able to get a work-life balance. This is because the actual working hours exceed the supposed working hours. The purpose of this study is to analyze the effect of implementing flexible work arrangements on work-life balance conditions for millennial employees. This research is a quantitative research with work-life balance as dependent variable and flexible work arrangement as independent variable. The data collection method used a Likert scale with five alternative answer choices. The research subjects are millennial generation employees who work with a hybrid system or a combination of work from home and work from office. Data analysis used non-parametric Kendall's tau-b correlation test because one of the assumption tests was not met. The results showed a significance value of 0.332 > 0.05, which means that there is no influence between flexible work arrangements and work-life balance. There are other factors that are more personal in nature that can support the achievement of work-life balance for millennial generation employees.
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Mendoza, Kristin Joy A., John Mark R. Asio, Erlinda C. Abarintos und Darwin P. Paguio. „Readiness of Faculty and Staff for Alternative Work Arrangements: Implications for a Hybrid Workforce Model“. International Journal of Multidisciplinary: Applied Business and Education Research 3, Nr. 10 (12.10.2022): 1921–32. http://dx.doi.org/10.11594/ijmaber.03.10.09.
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The Pandemic thrust the workforce in the private and public sectors into alternative work arrangements. For higher education institutions in the Philippines, it was a sudden shift to a flexible learning modality to ensure continuity of learning. This cross-sectional descriptive study assessed the readiness of 219 faculty and 69 staff in a local college for alternative work arrangements in terms of access to transportation, their health condition, information technology resources, connectivity, and their preferences in terms of alternative work arrangements. Results show that most respondents use public transportation to work and a minor percentage have medical conditions that make them susceptible to the COVID-19 virus. The top information technology (I.T) resources available to the respondents at home are smartphones/iPhones, laptops, and printers. Most have intermittent internet connectivity, with DSL/Fiber Connectivity and mobile data the most common types. Finally, the majority believe they can work from home, given the nature of their duties. However, more respondents prefer a hybrid work arrangement to a full-time work-from-home placement. The researchers presented some essential implications for a hybrid workforce model at the end of the paper.
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Burns, Maureen, und Gay Hawkins. „Investigating Public Service Media as Hybrid Arrangements“. Media International Australia 146, Nr. 1 (Februar 2013): 79–81. http://dx.doi.org/10.1177/1329878x1314600111.
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This theme issue of Media International Australia explores public service media as increasingly organised via hybrid arrangements that function at any given time according to diverse technologies, politics, people and economies, with the aim of understanding how these hybrid arrangements work and their consequences for the organisation of public media. The articles offer particular examples of hybrid arrangements at work in public service media institutions, and explore a range of questions relating to such arrangements. They also examine diverse examples of hybridity that arise when public service media strive to retain their heritage brand values while responding to new regulatory and economic environments.
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Tabanera, Maybelyn. „Productivity in a hybrid work environment“. Research Probe 4, Nr. 2 (01.12.2024): 1–8. http://dx.doi.org/10.53378/trp.1224.134.
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This research evaluates the productivity of Department of Education personnel in a hybrid work environment using Civil Service Commission regulations on flexible work arrangements. The study, which was conducted in Makato's Aklan District, used a descriptive-correlational strategy that included questionnaires and statistical analysis. The results show a primarily young workforce with different educational backgrounds and tenures, demonstrating adaptation to hybrid work patterns. Productivity in terms of speed, work quality, and target attainment is very high, indicating the hybrid setup's success. Influential elements like supervision and work-life balance have a favorable influence on productivity. There is a considerable positive association between production levels and the affecting factors. Recommendations include continuously improving the hybrid work program, addressing gender and educational inequities, resolving personal time issues, and implementing open performance review methods to ensure long-term success. Efforts should be directed at increasing inclusivity, providing support structures, and guaranteeing long-term program viability. This study's findings have major implications for the future of hybrid work settings. The findings indicate that hybrid work may sustain high production levels, which may impact governmental decisions about flexible work arrangements. Addressing observed differences and providing transparent performance evaluations may result in more fair and successful work environments. The report also emphasizes the significance of support structures and inclusion in keeping employees productive and satisfied. By concentrating on these areas, organizations may better assist their employees and maintain long-term success in hybrid work programs.
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Wang, Hao, und Shunhuai Chen. „An Approach to Ship Deck Arrangement Optimization Problem Using an Improved Multiobjective Hybrid Genetic Algorithm“. Mathematical Problems in Engineering 2021 (27.08.2021): 1–24. http://dx.doi.org/10.1155/2021/8784923.
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Ship deck arrangement design is about determining the positions and dimensions of arranged objects. This paper presents the mathematical model for the ship deck arrangement optimization problem statement and how the individual’s objective and constraint functions are computed. Moreover, an improved multiobjective hybrid genetic algorithm is redesigned to solve this complex nondeterministic problem and generate a set of diverse and rational deck arrangements in the early stage of ship design. An adaptive crossover operator and a novel topological replace operator invoked in this algorithm are described. Finally, the proposed algorithm is tested on a main deck arrangement optimization of an underwater detection ship. In the validation tests, the proposed algorithm is compared to the standard NSGA-II to determine its ability to produce a set of diverse and rational deck arrangements. Subsequently, the performance tests are used to determine the ability of the algorithm to work with the highly constrained arrangement problems and the efficiency of the adaptive crossover and topological replace operators.
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AĞARGÜN, Asiye Yüksel, und Tülay TURGUT. „REMOTE WORKING AND WORK-FAMILY CONFLICT DURING THE COVID-19 OUTBREAK“. İşletme Bilimi Dergisi 10, Nr. 3 (31.12.2022): 315–36. http://dx.doi.org/10.22139/jobs.1120712.
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Aim: The COVID-19 outbreak started a new era as it changed the balance between work and family by necessitating remote working. However, only a few studies have investigated work-family conflict during the pandemic. Hence, the primary aim of this study is to examine work arrangement and work-family conflict relationship. It is also expected that gender will have a moderating role that affects work-family conflict in different ways depending on work arrangements. The second purpose of the study is to explore the aspects that facilitate working from home.Method: The sample consisted of 245 employees working in finance and information sectors in Turkey. Data was collected by using questionnaires.Findings: Results indicated that office workers had higher work-to-family conflict than remote workers and hybrid workers. No significant difference was found on family-to-work conflict regarding the work arrangement, and gender did not act as a moderator. Regarding the second purpose of the study, the aspects that facilitate working from home were classified into three categories. In the content analysis, the most repeated codes were related to working conditions, followed by physical and psycho-social needs.Results: This research is one of the first investigations in Turkey to explore the relationship between work arrangement and work-family conflict during the COVID-19 outbreak providing important results regarding the remote working arrangements adopted by many organizations worldwide.
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Sharma, Rekha, und Ankita Aggarwal. „Crafting Sustainable Success in Hybrid Work Practices - Quality of Work Life and Mediating Effects of Job Satisfaction & Leadership Support“. International Journal of Experimental Research and Review 43 (30.09.2024): 176–89. http://dx.doi.org/10.52756/ijerr.2024.v43spl.013.
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The rise of hybrid work arrangements, accelerated by the COVID-19 pandemic, introduced both challenges and opportunities for organizations and employees. This study seeks to examine the sustainability of hybrid work models by analyzing the role of leadership support (LS) and job satisfaction (JS) as mediators in the relationship between Quality of Work Life (QWL) and Work-Life Balance (WLB). Data were collected via online surveys from 343 valid respondent employees working in the private corporate sector in India who had experience in remote or hybrid work setups. The hypothesized relationships among the named variables were tested using the PLS-SEM approach, with a standard bootstrapping procedure employed to disclose direct and indirect effects among latent variables. The findings indicate that employees strongly preferred the hybrid work model over the traditional work setting. Also, it reveals that QWL positively influences WLB, with both LS and JS serving as significant mediators. Leadership support, in particular, emerged as a crucial factor in the hybrid work context, influencing job satisfaction among employees and helping to strike a good balance between their professional and personal lives. The novelty of this research lies in its empirical demonstration of how leadership support and job satisfaction mediate the relationship between QWL and WLB, providing actionable insights for organizations to navigate the complexities of hybrid work model. The study recommends that organizations should formalize hybrid work arrangements; prioritize leadership communication; conduct regular team-building activities and focus on outcome-based performance evaluations. These strategies will enhance job satisfaction, strengthen leadership roles, and promote long-term prosperity with a positive societal and ecological impact.
Dissertationen zum Thema "Hybrid work arrangements"
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Bancou, Léo. „From being there to becoming together : Organizing co-presence in hybrid modes of working“. Electronic Thesis or Diss., Université Paris sciences et lettres, 2024. http://www.theses.fr/2024UPSLD047.
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Cette recherche doctorale explore la nature multi-dimensionnelle de la co-présence dans les modes de travail hybrides. Les conceptions dominantes de la co-présence tendent à se focaliser sur le fait d’« être là » dans des espaces physiques ou virtuels partagés. Cette thèse propose de repenser la co-présence comme un processus dynamique et incarné de devenir ensemble. En soulignant sa nature relationnelle et organisationnelle, cette recherche vise à saisir les subtilités des dynamiques sociales et collectives dans les environnements hybrides. S'appuyant sur une perspective phénoménologique et processuelle, la thèse examine la co-présence comme une expérience corporelle vécue qui se manifeste à travers diverses modalités, au-delà des frontières spatio-temporelles et physique-virtuelles. Cette approche remet en question les notions traditionnelles de présence et d'absence, offrant de nouvelles pistes pour comprendre la co-présence dans les nouveaux modes de travail. La recherche s'articule autour de la question : Que signifie se sentir co-présent dans des configurations de travail hybrides, et comment cette co-présence s'organise-t-elle ?This doctoral research explores the complex, multi-faceted nature of co-presence within hybrid work arrangements. Dominant understandings of co-presence often focus on ‘being there’ in physically or virtually shared spaces. However, this thesis proposes moving beyond co-presence as merely a socio-spatial situation, instead framing it as a dynamic, embodied process of becoming together. By emphasizing the relational and organizational underpinnings of co-presence, this research aims to capture the intricacies of social dynamics and collective organizational life in hybrid settings. Drawing on a process phenomenology perspective, the thesis examines co-presence as a lived bodily experience that manifests through diverse modalities across time-space and physical-virtual boundaries. This conceptualization challenges traditional notions of presence and absence, opening new avenues for understanding the fluidity of co-presence in technology-enabled work environments. Ultimately, this research seeks to answer: What does it mean to feel co-present in hybrid work arrangements, and how is it organized in these conditions?
Bücher zum Thema "Hybrid work arrangements"
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Kurtzberg, Terri R., und Mason Ameri. The 10-Second Commute. ABC-CLIO, LLC, 2022. http://dx.doi.org/10.5040/9798216184973.
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Virtual work, which was steadily on the rise even before the pandemic, is explored in this timely book that describes the impact of technology on our work experiences, ranging from the individual psychological level to the broad societal implications. Widespread remote work is now possible, but it comes with its share of frustrations. Virtual work has changed our lives in ways big and small, from trying to balance our time to what we wear and where we sit and from how we communicate to where we should look during a videoconference. It's also fundamentally changed what kinds of jobs we can now do. Grounded in research and including lively personal anecdotes, The 10-Second Commute provides a thoughtful and comprehensive scan of the nature of virtual work. The authors, both researchers in management and technology, explore the current questions of our virtual lives, such as: Why Zoom instead of Skype? Why are emojis so useful? Why is videoconferencing so exhausting? How does diversity at work both help and hinder productivity? Virtual work is more than just work–it permeates our whole lives, and it will continue to do so as hybrid work arrangements become the new normal. Helping readers better understand the virtual work experience, this book will engage and inform everyone who is still trying to make it work.
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Prassl, Jeremias. The Innovation Paradox. Oxford University Press, 2018. http://dx.doi.org/10.1093/oso/9780198797012.003.0005.
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This chapter turns to the innovation narrative. It argues that, as far as work is concerned, gig-economy innovation is a myth. The software and hardware on which apps and platforms draw are often the direct result of truly revolutionary innovation and breakthroughs, from GPS locators and the Internet to powerful processors that fit into the palm of your hand. This is the innovation paradox: contrary to the industry’s claims, the underlying business model is anything but novel, as illustrations ranging from nineteenth-century homework in the ‘sweated trades’ to dock labour in the early twentieth century demonstrate. The gig economy is but the latest (and perhaps the most extreme) example of labour market practices that have been around for centuries, with low-skilled tasks instead of complex jobs, powerful intermediaries controlling large workforces, and hybrid arrangements between open market and closed hierarchies replacing the traditional binary contract of employment.
Buchteile zum Thema "Hybrid work arrangements"
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Soeters, Joseph. „Hybrid Organizing in the Military Domain“. In Handbook of Military Sciences, 1–17. Cham: Springer International Publishing, 2024. http://dx.doi.org/10.1007/978-3-030-02866-4_79-1.
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AbstractThis chapter deals with the increasing development toward hybridity in organizations. This development can be seen in all of the organized world, including the military. Organizational hybridity refers to the dynamics that come along with the confluence of different organizational logics, varying organizational forms, and diverse identities within one single organizational configuration or close network of organizations. Such hybridity may pertain especially to the coming together of profit- and not-for-profit organizing principles; of private and public organizational values; and of standardized work and innovative, explorational work.In the military, hybrid organizing is traditionally known because of the distinctions between the various services (army, air force, navy, coast, space, and cyber) and the differences between wartime and peacetime conditions. More recently, new confluences of different organizational logics in the military have asked for attention: Standard combat and control operations versus specialized operations. Operational units in combinations of different nationalities. Civilian and military organizations working together in the area of operations. Professional military, reserve military, and civilian personnel constituting the whole of the military organization. Arrangements of profit- and not-for-profit activities in the military. This chapter argues that hybrid organizing is likely to stay within the military domain. This is not a bad thing per se, but it certainly needs extra managerial attention as it creates opportunities and challenges for the military organization at the same time.
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Liu, Zixuan, Viktoria Stray und Tor Sporsem. „Organizational Debt in Large-Scale Hybrid Agile Software Development: A Case Study on Coordination Mechanisms“. In Agile Processes in Software Engineering and Extreme Programming – Workshops, 75–84. Cham: Springer Nature Switzerland, 2023. http://dx.doi.org/10.1007/978-3-031-48550-3_8.
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AbstractSoftware development is a complex human-centered activity, increasingly complicated by agile organizations scaling and adopting hybrid work. While technical debt has been extensively studied, other forms of debt-organizational, process, cultural, and social-have received less attention. We conducted a case study using ten semi-structured interviews, observations, and document analysis to identify coordination mechanisms used in large-scale hybrid agile. We identified organizational debt challenges such as a lack of shared mental models, team coordination, team cohesion, and team learning. Also, the hybrid working arrangement was found to create tension between increased individual autonomy and team objectives, as well as between team autonomy and inter-team coordination. We found 23 coordination mechanisms that the teams used to address challenges in their organization. We propose that implementing many of these mechanisms may help manage organizational debt.
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Tabassum, Shamaela, S. M. Imamul Haque, Mohammad Ammar Ahsan, Mohd Salim und Parvez Alam Khan. „Assessing Employees’ Engagement in Hybrid Work Arrangement: Mediating role of Employee Voice for Achieving SDG 8 and SDG 10“. In Advances in Social Science, Education and Humanities Research, 330–49. Paris: Atlantis Press SARL, 2025. https://doi.org/10.2991/978-2-38476-358-0_24.
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Javed, Hasnain. „Offering Flexible Work Arrangements and Remote Work Policies“. In Innovative Human Resource Management for SMEs, 333–48. IGI Global, 2024. http://dx.doi.org/10.4018/979-8-3693-0972-8.ch018.
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This chapter finds answers for three key questions: Are remote working arrangement and flexi-hour practices a permanent organizational feature? What is the impact of this new way of working on a workplace, employee engagement, and retention? What are the key features of flexible work arrangements and remote work policies? Companies that offer remote or hybrid working models need to make sure that they develop and implement a comprehensive policy document that covers all aspects of working from home. This will help employees understand what is expected of them and help the company avoid any potential disputes or misunderstandings.
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Shiwani, Mrs, Jitender Sharma und Manish Kumar. „HYBRID WORK CULTURE: A MODERN WORK CULTURE“. In Futuristic Trends in Management Volume 3 Book 20, 433–40. Iterative International Publisher, Selfypage Developers Pvt Ltd, 2024. http://dx.doi.org/10.58532/v3bgma20p12ch1.
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Work culture of an organization plays a vital role in growth and development of business. Hybrid work culture is becoming a modern work culture gradually in Indian organizations. Most of the influence of this work culture could be seen in I.T industry of India and it has gained the attention of researchers’ also. But in the next decade, hybrid work culture would become a part of private sector units as well as of public sector units. This paper is an attempt to introduce the concept of this hybrid work culture’s evolution as a modern work culture along with a brief description of nature, benefits and pitfalls of implementing hybrid work culture at the organizational level. The current status of this work culture in Indian I.T sector is also discussed. Apart from this, there are various arrangements for the employees either to remote work or on- site work referred to as different models of hybrid work culture.
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Sakal, Murat. „Remote Work and Hybrid Work Models“. In Yönetim Bilişim Sistemlerinde Güncel Uygulamalar. Özgür Yayınları, 2024. https://doi.org/10.58830/ozgur.pub574.c2354.
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Hybrid and remote working models have rapidly gained prominence in response to technological advancements, evolving business dynamics, and shifting employee expectations. The flexibility provided by the internet and digital communication tools has enabled employees to perform their tasks independent of location. This transformation was notably accelerated by the COVID-19 pandemic, which necessitated remote working. Factors such as flexible working arrangements, improved work-life balance, and the fulfillment of individual needs have increased employee adoption of these models. Moreover, benefits like cost reduction, decreased carbon footprint, and access to a global talent pool have driven organizations to favor hybrid models. Technological advancements have not only enhanced the effectiveness of these working models but also reshaped leadership and management processes. Innovations such as artificial intelligence, augmented reality (AR), and virtual reality (VR) have improved collaboration and communication processes. However, concerns surrounding employee privacy and cybersecurity have emerged as key priorities. For the sustainability of these models, it is crucial for leaders to enhance their digital skills and foster inclusive workplace cultures. In hybrid work environments, the role of physical offices has shifted, transforming them into hubs for social interaction and collaboration. Looking ahead, the success of these models will depend on organizations’ ability to strike a balance between flexibility, technological innovation, and sensitivity to employee expectations. While leveraging the opportunities presented by these models, the business world must also address the associated challenges.
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Mukherjee, Sayantan, Shromona Neogi und Ajay Verma. „Adapting to Remote Work“. In Unleashing the Power of Basic Science in Business, 311–31. IGI Global, 2024. http://dx.doi.org/10.4018/979-8-3693-5503-9.ch016.
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The trend towards remote and hybrid work patterns in India's IT companies could have beneficial and bad consequences on the industry's survival. This study aims to synthesise the latest management research and case studies and offer practical conclusions, supported by relevant basic science principles. In response to the COVID-19 pandemic, several Indian companies have adopted remote and hybrid work arrangements. This study report seeks to understand the relationship between sustainability performance, new ways of working, workspace consumption patterns, and methods for reducing physical workspace use by individuals and businesses, supported by psychological and environmental evidence. Polls of Indian IT firm managers and executives found that innovative working practices reduce office space, improving sustainability metrics. Keywords Basic Sciences in business, Hybrid Workspaces, Indian IT Sector, Sustainability, Sustainability Challenges, Sustainability performance
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Azevedo, Inês, Bárbara Viana de Sousa, Elvira Pacheco Vieira und Ana Pinto Borges. „Remote Work Dynamics“. In Advances in Human Resources Management and Organizational Development, 1–40. IGI Global, 2024. http://dx.doi.org/10.4018/979-8-3693-6402-4.ch001.
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Research on remote and hybrid work often overlooks the impact of these arrangements on employee commitment and engagement. While many studies focus on technological challenges or the effects on productivity and work-life balance, few explore how remote work shapes employee attitudes and behaviors, particularly in terms of involvement with the work and commitment to the organization. This chapter addresses this gap by presenting empirical insights into the effects of remote work on these key dimensions. Through a quantitative approach, 211 complete responses were collected via an online questionnaire, using validated scales by Schaufeli and Bakker for engagement and Meyer and Allen for commitment. The results suggest that remote work positively influences employee engagement and organizational commitment by fostering positive social relationships. However, the success of remote work practices depends on their careful implementation and the presence of supportive policies.
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Burleson, Seterra D., Kristen D. Eggler und Debra A. Major. „A Diversity, Equity, and Inclusion Perspective on Organizational Socialization in the New Age of Remote Work“. In Multidisciplinary Approach to Diversity and Inclusion in the COVID-19-Era Workplace, 15–34. IGI Global, 2022. http://dx.doi.org/10.4018/978-1-7998-8827-7.ch002.
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Organizations have begun to embrace remote and hybrid work arrangements while simultaneously prioritizing diversity, equity, and inclusion (DE&I) in a post-COVID-19 work era, bringing forth new challenges in socializing organizational newcomers. In this chapter, a DE&I perspective is applied to further understanding of the unique challenges organizations and leaders face in socializing remote workers, encouraging organizations to proactively foster newcomer development of essential cognitive, regulative, and normative knowledge; self-efficacy; and a sense of social inclusion. Evidence-based recommendations are provided to provide a path forward for organizations to socialize organizational newcomers in the new age of remote work in a way that upholds DE&I goals and values.
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Singh, Manisha, Rakhi Tiwari, Vinod Bhatt und Yogesh Shukla. „Impact of the COVID-19 Lockdown on Employee Engagement and Efficiency“. In Advances in Business Information Systems and Analytics, 137–48. IGI Global, 2023. http://dx.doi.org/10.4018/979-8-3693-2193-5.ch009.
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The COVID-19 pandemic has forced organizations to adapt quickly to new ways of working, such as remote work and hybrid work arrangements. This has led to some challenges but also some opportunities to improve employee engagement and efficiency. One of the biggest challenges has been maintaining employee engagement during a time of great uncertainty and change. Organizations have tried to address this by developing creative and productive ways to engage their employees, such as online family engagement practices, online learning, virtual team building exercises, webinars with industry experts, weekly online alignment sessions, team meetings through video conference, short online game sessions, online contests and competitions, online programs, and online fitness and meditation. These activities can help employees stay connected with their colleagues and the organization, learn new skills, and improve themselves. Another challenge has been maintaining employee efficiency while working remotely.
Konferenzberichte zum Thema "Hybrid work arrangements"
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Andreeva, Tatiana. „Hybrid work: Is it a blessing or a curse?“ In Congreso Internacional de Ingeniería de Sistemas. Universidad de Lima, 2022. http://dx.doi.org/10.26439/ciis2022.6066.
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Enabled by new technologies and informed by the experiences during COVID pandemic, many employees would like to continue working remotely (Teevan et al., 2022), as this enhances their work-life balance and well-being (George et al., 2021). Many leaders, on the contrary, would like to see their employees back to the office (Microsoft, 2022). To address this challenge, many organisations are considering moving to the hybrid work arrangements, allowing their employees to work some days in the remote settings, but requesting them to be in the office some other days (e.g., Barerro et al., 2022). This approach is often seen as a solution that meets the interests of both employees and employers and can capture the benefits of both remote and in-office work (e.g., Choudhury et al., 2022). But does hybrid work really work?
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Santa, Mijalche, und Bojan Kitanovikj. „Hidden Costs, Visible Challenges: Diagnosing the Dysfunctions that Lead to Hidden Costs in Hybrid Work Models of ICT Companies“. In Economic and Business Trends Shaping the Future. Ss Cyril and Methodius University, Faculty of Economics-Skopje, 2023. http://dx.doi.org/10.47063/ebtsf.2023.0017.
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Hybrid work has emerged as a significant paradigm shift, particularly emphasized by the pandemic-induced lockdowns, and is now considered the ‘third way’ of future work arrangements, allowing individuals to vary their work location, schedule, or both (Gratton, 2021). Some benefits associated with this work arrangement are flexibility, increased productivity (Oppong Peprah, 2023), reduced attrition, and improved job satisfaction (Bloom et al., 2022). On the other hand, challenges like substantial investments in technology, IT support, and training, the need for redesigning organizational control, organizational identity, and organizational learning can arise (Petani and Mengis, 2023). It has been recognized that hybrid work also has hidden costs, which are indirect costs not readily apparent in standard financial accounting (Deco et al., 2023). They often result from poor management practices that significantly impact an organization’s performance and profitability (Savall and Zardet, 2010). Hidden costs frequently occur when new technologies are introduced in the organization. This research aims to explore the hidden costs of hybrid work.
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Schachter, Richard David, Nair Maria Maia de Abreu, Valdir Agustinho de Melo und Eliane Maria Loiola. „Development of a Computer Program for the Optimization of Deck Accommodation Arrangements of Ships and Craft Applying GRASP and VNS Meta-Heuristics Methods“. In ASME 2011 30th International Conference on Ocean, Offshore and Arctic Engineering. ASMEDC, 2011. http://dx.doi.org/10.1115/omae2011-50135.
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This work presents a computer program developed for the definition of Deck Accommodation Arrangements of ships and craft that allocates spaces in an automated process, in order to help the designer with options and initial ideas for its definition or to optimize arrangements propositions. This optimization process is usually done based on experience, using maritime regulations and practices. It is an evolution of previous works [14] which adopted the Quadratic Assignment Problem (QAP), that allowed the user to select units to be assigned to demarcated spaces and the program provides optimized options of arrangements, which can be transformed, in turn, into drawings. In this work, a hybrid meta-heuristic has been incorporated to the program, namely the Greedy Randomized Adaptive Search Procedures — GRASP [7], and for the local search of solutions, the Variable Neighborhood Search — VNS [8], to improve the results. The program incorporates the mathematical model, containing menus of types of accommodation/compartments or deck units, for the user’s selection. Visualization and manipulation screens for friendly use were created, that allow the designer to quickly assemble deck arrangements in spaces, with an indirect tri-dimensionality feature. The program processes position and flow matrices, being the later ones determined through calibration (being modifiable) as a function of applicable Regulations of ILO 147 Convention, SOLAS and NORMAM (Brazilian Administration), incorporating as well maritime practice and usual ergonomic criteria for requirements of safety and habitability. The results can be used for General Arrangement drawings and can aid in the calculations of light weight and center of gravity, sail area, etc. A small discussion of recommendations for accommodation arrangements of the related regulations, rules of thumb derived from design practice and ergonomic criteria is provided.
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Dwivedi, Vijay Kumar, Satish Chand und K. N. Pandey. „Study of the Lubricant Supply Arrangement in Non Recessed Hybrid Journal Bearing“. In ASME 2013 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2013. http://dx.doi.org/10.1115/detc2013-12872.
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The present work is focused on the theoretical study of the performance of journal bearing operating under steady state condition, with particular emphasis on the influence of lubricant supply arrangements. In this paper the influence of the location of the grooves with respect to the load line and influence of groove dimensions on the performance parameter were investigated. The optimum location of the groove axis lies between 60° to 90° to the load line. It is also concluded that smaller groove length yielded lower load carrying capacity.
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Devinda, W. A. S. S. S., T. C. Sandanayake und M. B. Mufitha. „Evaluation of employee engagement towards work performance in a hybrid working model in the Sri Lankan construction industry“. In International Conference on Business Research. Business Research Unit (BRU), 2023. http://dx.doi.org/10.31705/icbr.2023.19.
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There are various alternative hybrid working models in practice for middle-layer employees in the construction industry due to post-pandemic work arrangements. This calls for an evaluation of the suitability of alternative working models since hybrid working models encompass a wide range of activities. However, a paucity of literature is observed when it comes to recommending the most effective model to achieve higher work performance and employee engagement. Additionally, there is a scarcity of literature when investigating the factors influencing effective employee engagement towards work performance when hybrid working models are employed. The current study evaluates the moderating effect of gender on the main relationship between employee engagement and work performance. The population is defined as the middle-layer employees of the construction industry in Sri Lanka. Due to the prevailing economic challenges in the Sri Lankan construction industry, a convenient sampling technique was used. The study employed a survey methodology and collected responses from 142 self-administered questionnaires. The one-way ANOVA test results show that out of the four alternative hybrid working models—'at will model,' 'split week model,' 'shift work model,' and 'week by week model'—the shift work model is the best-fit hybrid working model for middle-layer construction employees. From the linear regression analysis, it was found that employee engagement has a positive relationship with work performance. Concerning the challenges faced by middle-layer construction employees, the results reveal that female employees face the challenges more than their male counterparts. However, the results of the interaction effect in the regression analysis show that gender has no effect on the relationship between employee engagement and work performance. The findings of the study help top-level managers in the construction industry make decisions related to enhancing work performance. They can also choose the most appropriate hybrid working model for their projects based on specific considerations and the expected employee engagement in such scenarios.
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Bayrak, Alparslan Emrah, Yi Ren und Panos Y. Papalambros. „Optimal Dual-Mode Hybrid Electric Vehicle Powertrain Architecture Design for a Variety of Loading Scenarios“. In ASME 2014 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2014. http://dx.doi.org/10.1115/detc2014-34897.
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A hybrid-electric vehicle powertrain architecture consists of single or multiple driving modes, i.e., connection arrangements among engine, motors and vehicle output shaft that determine distribution of power. While most architecture development work to date has focused primarily on passenger cars, interest has been growing in exploring architectures for special-purpose vehicles such as vans or trucks for civilian and military applications, whose weights or payloads can vary significantly during operations. Previous findings show that the optimal architecture can be sensitive to vehicle weight. In this paper we investigate architecture design under a distribution of vehicle weights, using a simulation-based design optimization strategy with nested supervisory optimal control and accounting for powertrain complexity. Results show that an architecture under a single load has significant differences and lower fuel efficiency than an architecture designed to work under a variety of loading scenarios.
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Parise, J. A. R., J. V. C. Vargas und R. Pitanga Marques. „Fuel Cells and Cogeneration“. In ASME 2005 3rd International Conference on Fuel Cell Science, Engineering and Technology. ASMEDC, 2005. http://dx.doi.org/10.1115/fuelcell2005-74181.
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Although historically grown as independent energy technologies, fuel cell and cogeneration may adequately work to each other’s benefit. Some fuel cells deliver heat at sufficiently high temperatures, which can be certainly used as heat sources for cogeneration or trigeneration schemes. The paper presents an overview of the innumerable combinations of the simultaneous production, with fuel cells, of (i) heat and power, (ii) cold and electricity, and (iii) cold, heat and electricity, in its multiple varieties. The survey included combined power cycles (also called hybrid systems) where the fuel cell works together with other thermodynamic cycles to produce, with a high fuel-to-electricity efficiency, electricity alone. A large number of cogeneration arrangements are mentioned. Some are described in detail. A brief analysis of benefits and drawbacks of such systems was undertaken. The review was limited to articles published in archival periodicals, proceedings and a few technical reports, theses and books.
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Griffin, Dayton A., und Thomas D. Ashwill. „Alternative Composite Materials for Megawatt-Scale Wind Turbine Blades: Design Considerations and Recommended Testing“. In ASME 2003 Wind Energy Symposium. ASMEDC, 2003. http://dx.doi.org/10.1115/wind2003-696.
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As part of the U.S. Department of Energy’s Wind Partnerships for Advanced Component Technologies program, Global Energy Concepts LLC (GEC) is performing a study concerning blades for wind turbines in the multi-megawatt range. Earlier in this project constraints were identified to cost-effective scaling-up of the current commercial blade designs and manufacturing methods, and candidate innovations in composite materials, manufacturing processes and structural configurations were assessed. In the present work, preliminary structural designs are developed for hybrid carbon fiber/fiberglass blades at system ratings of 3.0 and 5.0 megawatts. Structural performance is evaluated for various arrangements of the carbon blade spar. Critical performance aspects of the carbon material and blade structure are discussed. To address the technical uncertainties identified, recommendations are made for new testing of composite coupons and blade sub-structure.
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Sharma, Akhalesh, Vivek Saxena, Jaykumar Joshi und Santosh K. Sahu. „Investigation of Melting of PCM Dispersed With Nanoparticles in a Square Enclosure Integrated With Fins Subjected to a Uniform Magnetic Field: A Numerical Study“. In ASME Power Applied R&D 2023. American Society of Mechanical Engineers, 2023. http://dx.doi.org/10.1115/power2023-108746.
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Abstract In this study, we examine the melting behavior of paraffin wax mixed with Cu0 nanoparticles within a square cavity that incorporates a triangular double fin. The investigation focuses on different nanoparticle concentrations (1% and 2%) and considers the melting process under constrained conditions. Two different arrangements of double fin are analyzed based on melting performance keeping the total area of fin constant. Arrangement with lower fin having longer length and shorter base has better melting performance. Melting performance increases with the addition of nanoparticles. The addition of 1% nanoparticles results in a notable enhancement in the melt rate. However, when the volume fraction of nanoparticles is further increased to 2%, the increase in the melt fraction becomes negligible in comparison to the 1% nanoparticle concentration. This is due to the increase in effective viscosity which negatively impacts the occurrence of natural convection, resulting in a less notable increase in the melt rate. Compared to single nanoparticles hybrid nanoparticles (Al2O3+CuO) perform better in terms of melting. Impact of uniform magnetic field on the melting of NePCM is examined by introducing the Lorentz force term into the momentum equation. Magnetic field is found to decrease the phenomenon of natural convection and, hence melting rate. However, the influence of magnetic field is found to be insignificant in the initial phases of the melting process. due to weak natural convection. The present work could be used for the optimization of LHTES unit integrated with fins and subjected to magnetic field in industries.
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Singh, Ankit Kumar, V. Naren, R. S. Thillak und G. Paavai Anand. „Real-Time Car Sharing and Car Rental Portal“. In International Research Conference on IOT, Cloud and Data Science. Switzerland: Trans Tech Publications Ltd, 2023. http://dx.doi.org/10.4028/p-ttawzq.
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This portal represents the implementation of a car rental & pooling system. High traffic congestion is one of the issue which is faced by people in their day to day life. Carpooling system may help in reducing unnecessary traffic on roads. Sometime higher authorities encourages people to use carpool system during the period whenever there is a hike in the prices of petroleum products or when the pollution level of that state is going beyond the maximum limits. The main objective of this carpooling system will to enable different persons living in an area to use this system to minimize monthly expenses, no tension of hiring a car at higher cost. The portal aims to create a hybrid link between Car sharing services and Car rental services under the same roof. The car-sharing service enables you to connect and organize passengers for a shared ride in a very short time. Arrangements to combine cars among 2 or even more unrelated people traveling to work or school have not changed in the past. Real-Time Carpooling is based on the use and integration of multiple technologies and provides for more flexible shared trips by allowing riders and drivers to agree on sharing journeys in advance or in the short term. Dijkstra’s shortest path algorithm have been used in a separate route tab.
Berichte der Organisationen zum Thema "Hybrid work arrangements"
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Díaz Escobar, Ana María, Luz Magdalena Salas Bahamón, Claudia Piras und Agustina Suaya. Gender Disparities in Valuing Remote and Hybrid Work in Latin America. Inter-American Development Bank, März 2024. http://dx.doi.org/10.18235/0005683.
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This study sheds light on the growing trend and gender dynamics of workplace flexibility in Latin America, underscoring the importance of remote work options in the regions labor market. We explore gender differences in willingness to pay (WTP) for remote work arrangements in Latin America, using a discrete choice experiment across five countries: Colombia, Peru, Mexico, Chile, and Argentina. Results reveals a general trend among Latin American workers to trade off some wage in exchange for more remote work options, both fully and partially remote, in two male-dominated occupations: Manufacturing and information technology. On average, participants agreed to sacrifice around 10% of their wage for hybrid jobs (80% remote, 20% on-site). The WTP for fully remote work was slightly lower, at about 6% of the wage. Women exhibit a higher WTP for flexibility compared to men, with a 62.5% higher willingness across estimates for hybrid arrangements. Moreover, women's inclination towards fully remote options was distinct, as they showed a positive WTP (up to 10% of their salary) for such arrangements, whereas men exhibited no willingness to reduce their wages for fully remote roles.