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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.
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T. Saritha. „The Impact of Hybrid Work Models on Employee Well-being and Engagement“. Communications on Applied Nonlinear Analysis 31, Nr. 5s (17.07.2024): 97–104. http://dx.doi.org/10.52783/cana.v31.1003.
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This study investigates the impact of hybrid work models on employee well-being and engagement in modern organizational settings. Using a mixed-methods approach, the study examines the effects of hybrid work arrangements on various dimensions of employee well-being, including stress levels, work-life balance, and job satisfaction. Additionally, the study explores the relationship between hybrid work models and employee engagement, considering factors such as communication patterns, collaboration dynamics, and managerial support. The findings shed light on the implications of hybrid work for organizational practices and offer recommendations for optimizing employee well-being and engagement in hybrid work environments.
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Gangisetty, N., Rui Dias, Mohammad Irfan, S. Mohana, Sandeep Kumar M, Kathari Santosh, Rosa Galvão und Miguel Varela. „Impact of Hybrid Work Model on Job Satisfaction of Techies during the COVID-19 Pandemic“. Journal of Ecohumanism 3, Nr. 4 (16.07.2024): 977–87. http://dx.doi.org/10.62754/joe.v3i4.3502.
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The rise of hybrid work models, blending remote and onsite work arrangements, has become increasingly prevalent in today's workforce, especially in the IT industry. The research aims to determine the effects of a hybrid-work model on the job satisfaction of tech professionals, focusing on key factors including onsite work, remote work, flexibility, communication, and safety. Using reliability test, CFA and structural analysis, data collected from a sample of tech professionals was analysed to measure the connection among various work arrangements and satisfaction of job. The findings reveal significant positive associations between job satisfaction for both onsite and remote work. Additionally, flexibility and effective communication emerged as important factors positively influencing job satisfaction among tech workers in hybrid work environments. Furthermore, our study underscores the importance of safety considerations in hybrid work settings. While safety showed a smaller effect size than other factors, it still exhibited a significant relationship with job satisfaction, highlighting the significance of providing a safe and secure work environment for tech professionals. These findings contribute to considering how hybrid work models impact job satisfaction in the technology sector. Employers and organisations can leverage these insights to optimise their hybrid work policies, emphasising flexibility, communication, and safety factors to enhance overall job satisfaction among tech employees.
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Hopkins, John, und Anne Bardoel. „The Future Is Hybrid: How Organisations Are Designing and Supporting Sustainable Hybrid Work Models in Post-Pandemic Australia“. Sustainability 15, Nr. 4 (08.02.2023): 3086. http://dx.doi.org/10.3390/su15043086.
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Hybrid work models have rapidly become the most common work arrangement for many knowledge workers, affording them with improved work–life balance and greater levels of job satisfaction, but little research has been conducted to identify the different hybrid work models that are emerging, and the appropriate supports needed to drive sustainable improvement. This paper utilises primary data from a series of semi-structured interviews with senior Australian human resource (HR) managers, to identify a range of different approaches to hybrid work design, applying the Conservation of Resources (COR) theory. Analyses of these findings have resulted in five key contributions: one being the identification of the most popular current hybrid work arrangements; the second being the key supporting pillars that are required to support successful hybrid work; the third identifies the infrastructure required to support these pillars; the fourth being a theoretic contribution that extends the existing academic literature in this field; and with the final contribution being an interpretation of the findings via COR theory. These contributions have significant implications for both scholars and human resource professionals, as organisations and academics strive to learn from the recent period of turbulence and develop sustainable improvements in performance and working conditions (SDG8), with improved support for employee health and wellbeing (SDG3), and gender equality (SDG5).
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Arifin, Agus Zainul, Halim Putera Siswanto, Vincentius Kevin Kurniawan und Michelle Kristian. „THE EFFECTS OF WORK FROM HOME AND FLEXIBLE WORKING ARRANGEMENT ON EMPLOYEE PERFORMANCE DURING COVID-19 PANDEMIC“. International Journal of Application on Economics and Business 1, Nr. 4 (28.11.2023): 2107–22. http://dx.doi.org/10.24912/ijaeb.v1i4.2107-2122.
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The purpose of this study was to analyze the effects Work from Home (WFH) and Flexible Working Arrangement (FWA), with Work Motivation (MOT) moderation, on Employee Performance (EP). The research is quantitative research. The type of research used based on the research objective is explanatory research. The data analysis technique in this study used Partial Least Square (PLS). This study uses the two-factor theory of Frederick Herzberg. The results obtained that Work from Home has a positive and significant effect on Employee Performance. Work from Home has a positive and significant effect on Work Motivation. Flexible Working Arrangement has a positive and significant effect on Work Motivation. Flexible Working Arrangement has a positive and significant effect on Employee Performance. Work Motivation has a positive and significant effect on Employee Performance. Work from Home, with Work Motivation intervention, does not have a positive and significant effect on Employee Performance. Meanwhile, Flexible Working Arrangement with Work Motivation intervention, also does not have a positive and significant effect on Employee Performance. Flexible working arrangements can be selected by employees based on different work schedules to meet personal or family needs. Companies can adjust work as the new normal for employees who are still working from home to return to full-time work on a hybrid basis. It is important for companies to understand and develop work from home and flexible working arrangements to encourage productive behavior and prevent unproductive behavior considering the role of work motivation in influencing performance.
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Mustajab, Duta. „Exploring the Effectiveness of Remote and Hybrid Work Policies: A Literature Review on Workforce Management Practices“. Jurnal Manajemen Bisnis 11, Nr. 2 (31.07.2024): 891–908. http://dx.doi.org/10.33096/jmb.v11i2.798.
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This literature review examines the effectiveness of remote and hybrid work policies in contemporary workforce management practices. The study aims to explore the impact of remote work arrangements on employee productivity, job satisfaction, and work-life balance, as well as to identify best practices for organizational leaders in managing remote and distributed teams. A systematic review of existing literature was conducted, drawing on peer-reviewed journals, conference proceedings, and academic books. The research highlights the benefits of remote work, including increased productivity and job satisfaction, attributed to reduced workplace distractions and enhanced flexibility. However, challenges such as social isolation and blurred work-life boundaries also emerge. Hybrid work models, combining remote and in-office work, are identified as a promising solution to address these challenges while maintaining opportunities for collaboration. Effective leadership, characterized by transformational leadership styles and proactive communication strategies, is crucial for facilitating successful remote and hybrid work arrangements. The findings underscore the need for ongoing research to explore emerging trends and best practices in remote and hybrid work policies, with a focus on the long-term effects on employee well-being and organizational performance.
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Carr, Michelle, und Stefan Jooss. „Navigating management control change: pathways to the future of work“. Accounting, Auditing & Accountability Journal 36, Nr. 9 (29.09.2023): 390–417. http://dx.doi.org/10.1108/aaaj-08-2022-6005.
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PurposeCOVID-19 has forced Big 4 firms to challenge existing management control arrangements and adapt their ways of working. Yet, we know little about how management control might be enacted in the future of the sustainable workplace. The objective of the study is to examine the patterns of management control change in the Big 4 accounting firms during the COVID-19 pandemic.Design/methodology/approachAdopting an exploratory qualitative research design, the authors draw on 42 interviews with directors and associates in the Big 4 professional services firms.FindingsThe findings reveal two pathways of management control change including alignment and displacement. The authors found that relatively minor adaptions to action and result controls were relied upon to respond to substantial cultural and personnel control changes.Originality/valueThe contributions are threefold: the authors take a temporal perspective to (1) unpack the changes to management control arrangements; (2) theorise the findings by developing a three-dimensional taxonomy of change pathways encompassing pace, scope and longevity of management control change and (3) contextualise management control arrangements in a hybrid work setting.Highlights COVID-19 has forced Big 4 firms to challenge existing management control arrangements.Literature has focused on traditional, onsite work settings and largely ignored change pathways.The authors take a temporal perspective to unpack changes to management control arrangements.Big 4 firms adapted to hybrid work with substantial changes to personnel and cultural controls.The authors theorise the findings by developing a three-dimensional taxonomy of change pathways.
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Indrayanti, Indrayanti. „The Role of Psychological Empowerment in Mediating the Relationships between Flexible Working Arrangements and Innovative Work Behavior“. Jurnal Ilmu Perilaku 8, Nr. 1 (06.08.2024): 1. http://dx.doi.org/10.25077/jip.8.1.1-21.2024.
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In today's dynamic work environment, the rise of flexible working arrangements and psychological empowerment has sparked a keen fascination with exploring how these new approaches drive employee innovation. This study examines the role of psychological empowerment in mediating the relationship between flexible work arrangements and innovative work behavior. A quantitative approach was used with a cross-functional method. A total of 255 employees in Indonesia took part in the research by filling in instruments via Google Forms. The convenience sampling technique was implemented in this study, focusing on those with at least one year of experience in organizations with hybrid or flexible work designs. Data were analysed using SMART PLS 4.0. The results showed that psychological empowerment fully mediated the relationship between flexible work arrangements and innovative work behavior. These findings suggest that organizations should focus on designing flexible work arrangements that encourage psychological empowerment in individuals, which may ultimately lead to increased innovative work behavior.
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Ramachandaran, Sharmila Devi. „Human Resource Management Strategies for Engagement and Talent Attraction in Hybrid Work Models“. Journal of Ecohumanism 3, Nr. 5 (06.09.2024): 1286–96. http://dx.doi.org/10.62754/joe.v3i5.3972.
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The aim of this paper is to explore HR strategies for enhancing employee engagement and attracting talent within hybrid environments. By reviewing existing literature, the study evaluates the effective communication tools, career development opportunities, and the role of transparent feedback mechanisms in hybrid work settings. The finding of the study emphasizes the necessity of flexible work arrangements, strategic use of digital tools, and fostering a supportive virtual culture to preserve high levels of engagement. Although advancement follows, studies show considerable gaps regarding the specific HR mechanism and their effectiveness in hybrid contexts. Future studies should address these gaps by considering the impact of these strategies across diverse cultural contexts and organizational settings.
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Hasyim, Hasyim, und Muhammad Bakri. „Organizational Transformation in Adopting Hybrid Work Models: A Literature Review on Organizational Changes and Employee Readiness“. Jurnal Manajemen Bisnis 11, Nr. 2 (12.08.2024): 1170–82. http://dx.doi.org/10.33096/jmb.v11i2.806.
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This study explores the implications of hybrid work models on organizational dynamics and employee well-being. Through a qualitative literature review approach, the research examines existing literature on hybrid work, focusing on organizational changes, employee readiness, and long-term effects. The methodology systematically reviews scholarly articles, books, and academic sources, synthesizing key themes, theoretical frameworks, and empirical findings. The results reveal mixed findings regarding the impact of hybrid work on various aspects of organizational functioning and employee experiences. While hybrid work offers opportunities for flexibility and autonomy, it also presents challenges such as communication barriers, blurred boundaries between work and personal life, and uncertainties regarding career advancement. Longitudinal studies and comparative analyses across industries, cultures, and geographic regions are recommended to track the evolution of hybrid work arrangements and assess their sustainability in dynamic environments. Interdisciplinary approaches and integrating emerging technologies can contribute to evidence-based decision-making and foster innovation in hybrid work design and implementation.
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Vyas, Lina. „“New normal” at work in a post-COVID world: work–life balance and labor markets“. Policy and Society 41, Nr. 1 (01.01.2022): 155–67. http://dx.doi.org/10.1093/polsoc/puab011.
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Abstract The coronavirus pandemic has interrupted labor markets, triggering massive and instant series of experimentations with flexible work arrangements, and new relationships to centralized working environments. These approaches have laid the basis for the “new normal,” likely extending into the organization of work in the post-pandemic era. These new arrangements, especially flexible work arrangements, have challenged traditional relationships with employees and employers, work time and working hours, the work–life balance (WLB), and the relationship of individuals to work. This paper investigates how labor markets have been interrupted due to the pandemic, focusing especially on manual (blue-collar) and nonmanual (white-collar) work and the future of the WLB, along with exploring the projected deviations that are driving a foreseeable future policy revolution in work and employment. This paper argues that although hybrid and remote working would be more popular in the post-pandemic for nonmanual work, it will not be “one size fits all” solution. Traditional work practices will remain, and offices will not completely disappear. Manual labor will continue current work practices with increased demands. Employers’ attention to employees’ WLB in the new normal will target employees’ motivation and achieving better WLB. These trends for the labor market and WLB are classified into three categories—those that are predicated on changes that were already underway but were accelerated with arrival of the pandemic (“acceleration”); those that represent normalization of what were once considered avant-garde ways of work (“normalization”); and those that represent modification or alteration of pre-pandemic set-up (“remodelling”).
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Lakshmi, J., und G. R. Archana. „To Study on “Assessing the Impact of Hybrid Work Versus On-site Work Mode” with Respect to Employees“. Shanlax International Journal of Arts, Science and Humanities 12, S2-July (30.07.2024): 32–41. http://dx.doi.org/10.34293/sijash.v12is2-july.7981.
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During the covid and after the covid, the emerge of remote work and hybrid model, changed most of the employee’s interest. Now, recent years the employers want their employees back to office, the switching towards hybrid work and traditional office-based work seriously impacted employees in different ways. This study to assess the impact of hybrid work versus On-site work, within a single IT company employee. By focusing on the company employees, this study tries to find in-depth comprehension, of how well these models of work affect the productivity of employees, work-life balance, Job Satisfaction, Mental health and collaboration and communication. This study collects the quantitative data through structured surveys from 100 employees. The collected data was processed using SPSS tool for analysis such as ANOVA, Regression and Correlation). This study also inspects the demographics variables such as age, experience, gender etc. to distinguish and distinct impacts among the various employee groups. Through data analysis, the study aims to provide actionable understanding for employers seeking to optimize work arrangements. These understanding helps the employers to make informed decisions to enhance the employee productivity, satisfaction and well-being, collaboration and communication, eventually contributes to the company’s overall success in the evolving work landscape.
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Clark, Brendon, und Ylva Fernaeus. „Playing with the elasticity of hybrid design education“. Interaction Design and Architecture(s), Nr. 58 (01.10.2023): 110–31. http://dx.doi.org/10.55612/s-5002-058-005.
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This article explores the shift in design education from traditional, hands-on practices to digitally-based approaches, particularly accelerated by the sudden and temporary remote teaching mandates that affected design schools during the global pandemic restrictions of the early 2020’s. It uses a case involving an interaction design class during such restrictions, where students engaged in, designed, and facilitated 15-minute remote collaborative activities called “Fire-up” sessions, to demonstrate how a short design doing task can provide surface what is at stake in the design of hybrid learning activities. Reflections of the students and teachers are used to take the pulse of remote and hybrid teaching arrangements that are physicality and materiality inherent in design education, emphasizing the perceived elasticity of physical and digital arrangements in these contexts. The paper offers three main sensitizing instruments to consider when arranging and engaging in hybrid design work.
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Terry, Paul E. „Well-Being and Evolving Work Autonomy: The Locus of Control Construct Revisited“. American Journal of Health Promotion 36, Nr. 4 (26.03.2022): 593–96. http://dx.doi.org/10.1177/08901171221081786.
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Will the new ways we work have positive or negative effects on well-being? How will hybrid work arrangements, flexible schedules, and increased telework impact job satisfaction and life satisfaction? Many factors related to employee productivity, creativity, and collaboration are being assessed as organizations consider how less time spent at a workplace impacts work culture and organizational success. This editorial argues that the internal–external locus of control construct could offer useful insights into the differential affects that new work arrangements may have on worker satisfaction. For many, greater autonomy will be felt as consistent with their beliefs and preferences for greater control in how they perform their work. Others may feel more stressed by the loss of structure and direction provided in a traditional workplace setting. Principles of motivation are discussed alongside the potentialities and hazards attendant to changes in the longstanding social contract between employers and employees.
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R.Deepika und Dr.M.Vaneedharan. „__________________________________________________________________________ THE FUTURE OF WORK: ADAPTING HR POLICIES AND PROCEDURES FOR A HYBRID WORKFORCE IN PRIVATE SECTOR BANKS WITH AI“. International Journal Of Trendy Research In Engineering And Technology 08, Nr. 01 (2024): 25–30. http://dx.doi.org/10.54473/ijtret.2024.8104.
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In the era of digital transformation and evolving work dynamics, the integration of artificial intelligence (AI) has emerged as a transformative tool in reshaping human resource management practices within private sector banks. As private sector banks navigate the evolving landscape of work arrangements, the integration of AI technologies into HR policies and procedures becomes imperative to effectively manage a hybrid workforce. This paper examines how private sector banks are adapting their HR practices to accommodate remote, hybrid, and on-site employees through the utilization of AI tools. By exploring the intersection of AI and HR in the context of a hybrid workforce, this study investigates the impact on employee engagement, productivity, and well-being. Key considerations include the development of inclusive policies, training programs for AI implementation, data privacy and security measures, and strategies for fostering collaboration and communication among dispersed teams. Insights from this research aim to guide private sector banks in harnessing the potential of AI to create a cohesive and agile workforce that thrives in the future of work. By exploring the practical implications of AI adoption in HR functions, this study aims to offer actionable recommendations for private sector banks looking to leverage technology to navigate the complexities of managing a diverse and distributed workforce. Through a comprehensive analysis of the evolving landscape of work arrangements and the role of AI in facilitating efficient HR practices, this research contributes to the ongoing dialogue on shaping the future of work in the banking sector.
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Mishra, Shriniket. „SS60-04 FLEXIBLE WORKING - A GREAT OPPORTUNITY TO ENHANCE HEALTH AND WELLBEING OF THE WORKFORCE“. Occupational Medicine 74, Supplement_1 (01.07.2024): 0. http://dx.doi.org/10.1093/occmed/kqae023.0352.
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Abstract Introduction The COVID-19 pandemic has radically reshaped our workplaces, with working from home and flexible work practices becoming more prevalent for office-based workers. Organizations worldwide are changing their policies and practices to include flexible work which allows employers and employees to negotiate working conditions that suit both, to support workers to maintain a healthy work-life integration, improving productivity and efficiency for businesses. Materials and Methods Best practice approaches to flexible work arrangements should be or have: 1 - Customisable – e.g. work from home, other offices, on different work schedules and at different times of the day. 2 - Hybrid – conscious and considered decisions are made to enable employees to work collectively and also individually at locations remote from each other. Healthy remote work arrangements ideally involve a hybrid model with a balance of work from home or another remote location, and a traditional workplace / office. 3 - Safe – flexible workers are both physically and psychologically safe at work. 4 - Diversity and Inclusion – flexible workers have different circumstances and unique needs meaning one size does not fit all. Flexible workers will include individuals from groups who may be more at risk of harm (e.g. workers with disability, workers from different cultures, gender, and workers exposed to violence at home, etc.) Results and Conclusions Flexible working arrangements are the needs of future and emerging workforces, and it is beneficial for both employee and employers. It will improve productivity, reduce loss of time due to travel to workplaces, provide more work-life integration to employees, enhance wellbeing, reduce costs of employers related to office space, increase productivity etc.
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Ferryanto, Hanif, Muhammad Syamsul Maarif und Asep Taryana. „Flexible working arrangement scenario planning for the social security agency for employment“. Indonesian Journal of Multidisciplinary Science 4, Nr. 4 (25.01.2025): 267–78. https://doi.org/10.55324/ijoms.v4i4.1086.
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This study investigates the readiness of the Social Security Agency for Employment (BPJS Ketenagakerjaan) to implement flexible working arrangements (FWAs) in response to the evolving work landscape post-COVID-19. With the Indonesian government's reclassification of the pandemic, organizations are reconsidering their work models, making it crucial to assess their preparedness for hybrid work systems. The research employs a case study design with a descriptive approach, utilizing the TAIDA method to develop planning scenarios. Data collection includes primary data from in-depth interviews with experts and secondary data from relevant literature and internal documents. Findings reveal that BPJS Ketenagakerjaan demonstrates a very good level of readiness across various dimensions, including technology and management, with an overall readiness index of 82.58. However, the mobility policy dimension indicated potential improvement areas. The study highlights the importance of establishing clear policies and standard operating procedures to support remote work, particularly for employees with specific health needs. The implications of this research are significant for BPJS Ketenagakerjaan as it provides a structured framework for enhancing organizational readiness for FWAs, ensuring employee engagement and satisfaction. This study contributes to the broader discourse on flexible work arrangements, offering practical guidance for public service organizations navigating the complexities of hybrid work implementation.
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Givan, Bryan. „Navigating the Hybrid Workforce: Challenges and Strategies in Modern HR Management“. Journal of Economic, Bussines and Accounting (COSTING) 7, Nr. 3 (05.04.2024): 6065–73. http://dx.doi.org/10.31539/costing.v7i3.9687.
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This study explores the complexities surrounding the management of a hybrid workforce in contemporary organizations, with a specific focus on PT. Darmasindo Intikaret. The research investigates the relationships between workforce productivity, employee satisfaction, organizational adaptation, and the adoption of hybrid work arrangements. Through a comprehensive analysis utilizing path analysis techniques, the study reveals significant direct and indirect effects among these variables. Findings highlight the pivotal role of organizational adaptability as a mediator, facilitating the successful implementation of hybrid work practices. The research underscores the importance of fostering organizational adaptability and prioritizing initiatives to enhance workforce productivity and employee satisfaction to navigate the challenges and opportunities presented by the hybrid workforce paradigm effectively. By embracing these insights, organizations can position themselves for success in an increasingly dynamic and evolving work environment.
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B. Venkata Lakshmi und Dr. G. Ramanjaneyulu. „Impact of Hybrid Model on Employees Job Satisfaction Towards IT Industry - A Special Reference to Hyderabad City“. International Research Journal on Advanced Engineering and Management (IRJAEM) 2, Nr. 08 (13.08.2024): 2559–64. http://dx.doi.org/10.47392/irjaem.2024.0370.
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Hybrid work models, which combine remote and onsite work arrangements, are becoming more common in today's workforce, particularly in the IT industry. This research seeks to explore how these models impact the job satisfaction of tech professionals. It will examine various factors such as onsite presence, remote work opportunities, flexibility, communication practices, and safety measures. In order to improve twenty-four Quality of Work Life attributes related to the hybrid working model, the study uses EFA. The research underscores the necessity for further investigation into how the hybrid work model influences job satisfaction among IT professionals in Hyderabad, given its recent emergence. The Sample size taken as 125 by using Convenience sampling method Organizations can develop targeted initiatives to enhance employee well-being and optimize organizational performance by understanding the factors that impact job satisfaction in a hybrid work setting. The study contributes to our comprehension of workplace flexibility and its effects on employee satisfaction, providing insights for developing policies and practices that foster a supportive environment for IT professionals' well-being and guiding companies transitioning to a hybrid work paradigm.
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Adams-Harmon, Dawn, Aleisha Lewis und Jung Ah (Claire) Yun. „Challenges for Creating Resilience in Minorities and Female Workers, and the Role of Flexibility in Work Environments: A Mixed Method Study“. SocioEconomic Challenges 8, Nr. 4 (31.12.2024): 88–111. https://doi.org/10.61093/sec.8(4).88-111.2024.
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Prior to the COVID-19 pandemic, remote and hybrid work options were scarcely available. Where applicable, workers experienced remote and flexible hybrid work arrangements, during the pandemic. Post-pandemic, many companies are pivoting and rescinding remote and hybrid options and requiring in-office attendance. The impetus of this research was to ascertain future workers’ preferences for remote, hybrid, and live work situations. The challenge is that current students have become accustomed to flexible work and school standards. This mixed method research was conducted with 289 undergraduate business students studying online and on-campus in an urban University in at an urban University, Kean University in Union, New Jersey, in May and September of 2023. Open-ended and Likert scale survey questions were given anonymously to undergraduate business students, with a 72.3% response rate. The following quantitative hypotheses were researched and should be significant: H1: Gender (Women vs. Men) – female students may perceive workplace flexibility more importantly than male students. H2: Racial/Ethnic Minority – racial/ethnic minority students may value workplace flexibility more than white students. H3: Intersectionality – racial/ethnic minority female students may perceive workplace flexibility as more important than other students. In terms of the qualitative findings, the results uncovered that female and racial/ethnic minority students regard flexible work arrangements, such as hybrid work, more importantly than others. Females and racially diverse employees desire greater flexibility to maintain work-life balance. Lastly, female students perceive work-life balance very differently from male students. The benefits to workers include decreased commuting costs, increased commitment, and decreased stress, while employers benefit by keeping attrition levels low, increasing employee engagement, and decreasing office space requirements and associated overhead costs while maintaining productivity. The challenge for employers is to continue to offer flexible work options instead of eliminating them, particularly if a corporation desires to increase the number of females and racially diverse employees at their companies.
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Palaiologos, Georgios, und Zainab Al Khunaizi. „Growing the Arab Family Business (1): Hybrid Organizational Arrangements“. Journal of Entrepreneurship and Business Innovation 4, Nr. 1 (14.04.2017): 25. http://dx.doi.org/10.5296/jebi.v4i1.10819.
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Purpose: In this research the classical Growth Models have been used to explore the chosen strategies of Family Businesses in Bahrain and GCC. Moreover, various models of Franchising, Product/Market development and diversification, have been tested as means of growth.The purpose of this paper is to provide a perspective on family businesses that are operating business format franchising in Bahrain through examining their share in comparison with other family businesses who are involved in the industry of franchising in Bahrain. The research focuses on studying the management actions or aspects that have contributed to build the structure and governance of those family businesses. There are three main objectives of this paper: To detect justifications for the reasons that encourage franchisors to expand their operations through franchising agreements,To recognize the extent of agreement of those family businesses on the obligations of the franchisor and franchisee.To identify diversification options and other hybrid forms of growth in GCC. Unit of Analysis:The participating members are in all levels of the family business community. The research is focusing on Family business as perceived and declared from the principles matching our definitional assumption. The operational definition used in this research is that “family business is a business governed and/or managed with the intention to shape and pursue the vision of the business held by the dominant coalition controlled by family members of the same family or small number of families in a manner that is potentially sustainable across generations of family or families”Methods: A deductive approach is used, to test theories and concepts of franchising and other hybrid modes. Additionally, a quantitative research methodology has been adopted for collecting the primary data; the data was collected through questionnaire which has been distributed on 24 family businesses operating in the industry of franchising, and has been analyzed statistically. The sample is mainly part of a population of 360 members of Bahrain Family Business Association and we distributed questionnaires with 3 layers of questions: a. control and demographics, b. franchising and c. context specific to Arab family business issues of growth. Findings: The Hybrid forms of arrangements on growth justified in the GCC region. Growth strategies are implemented in multiple directions. Franchising is meaningful option of growth and is also supported in our data. Finally, the observable fact or result was that family businesses operating business format franchising are dominating only small portion of the market share when compared to other family businesses that are operating product franchising in the industry of franchising in Bahrain. Originality/Values: The paper raises interesting issues on Arab Family Business Growth literature, an understudied topic in the field. Additionally, there is a contribution of significance of Ansoff’s and Penrose’s Models that explored as growth options. A framework therefore is proposed on the growth directions of Arab Family Business.Limitations: There are no common grounds of Arab Culture. Our study is limited to the Gulf Cooperation Region, since the Arab profile shows greater similarities, but our assumption is that could work and extent further on the majority of Arab population.
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Mrs. A. Jaya Padma. „Study on Impact of Hybrid Workers on Organizational Culture“. International Research Journal on Advanced Engineering and Management (IRJAEM) 3, Nr. 01 (02.01.2025): 06–08. https://doi.org/10.47392/irjaem.2025.0002.
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The aim of this paper is to establish the effects of adopting an organizational structure that has a hybrid work model. In light of the growing trend of hybrid work arrangements it is important to learn about the implications that are associated with such changes on engagement, information sharing, team cohesiveness and organizational dynamics. The research employs structured questionnaires and semi-structured interviews in its data collection process with employees who work within the hybrid environments. The following are main discoveries: As per the analysis of the primary and secondary data, it has been found that although the idea of developing a new form of work structure as part of the hybrid work model helps provide better work-life balance along with flexibility, the ambitious hybrid work model also has its drawbacks, such as the emergence of communication barriers with Cutler’s team and a decrease in team cohesiveness. It is therefore suggested that measures like team building; better ways of working, and a client-focused support framework are some of the social work interventions which can help in minimizing such challenges and in supporting a good organizational culture.
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Nurjaman, Kadar. „The Influence of Corporate Culture on Employee Well-Being: A Comparative Study of Hybrid and Remote Work Models“. International Journal of Religion 5, Nr. 11 (30.07.2024): 4812–20. http://dx.doi.org/10.61707/sg8vwk63.
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This study examines the influence of corporate culture on employee well-being, focusing on the comparative impacts of hybrid and remote work models. In the wake of the COVID-19 pandemic, organizations have increasingly adopted flexible work arrangements, raising critical questions about their effects on employee satisfaction and mental health. Through an extensive literature review, this research identifies key components of corporate culture that contribute to employee well-being and analyzes how these elements manifest differently in hybrid and remote work settings. The study synthesizes findings from peer-reviewed journal articles, industry reports, and case studies to provide a comprehensive understanding of the relationship between corporate culture and employee well-being in varying work models. The findings reveal that while both hybrid and remote work models offer unique benefits and challenges, the effectiveness of each is significantly influenced by the underlying corporate culture. This review offers practical recommendations for organizations seeking to enhance employee well-being through strategic cultural initiatives tailored to their specific work models.
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R. Santiago Antony Selvi und Vandana Madhavkumar. „THE MEDIATING EFFECT OF HAPPINESS AT WORKPLACE ON THE RELATIONSHIP BETWEEN HYBRID WORK MODEL AND EMPLOYEE RETENTION IN IT INDUSTRY“. International Journal of Industrial Management 17, Nr. 1 (28.03.2023): 40–49. http://dx.doi.org/10.15282/ijim.17.1.2023.9212.
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The word “Great Resignation” is shaking up many organizations across different sectors in the world. The Covid-19 pandemic significantly changed the employees’ views on their careers. During the Covid-19 pandemic, organizations mostly used the flexible work arrangements like work from home (WFH) or remote work (RW) and hybrid work model (HWM) to run their business activities ensuring safety of employees. Work from home option and hybrid work is changing the work dynamics. It has become a significant reason for the employees especially women employees to continue their employment as they can also continue care-giving at home and do remote work. It has been reported that they were quitting their jobs when organizations insisted on them being physically present in the office. The purpose of this study is to determine the impact of hybrid work model on happiness at work and employee retention and also to find out does the happiness at work mediate on the relationship between hybrid work and employee retention. Hence, the empirical study was conducted among employees working in IT companies. The sample size was 200 and the collected data was analyzed using SPSS and AMOS. Hybrid work model was found to provide employees the space and flexibility to manage their professional and personal life and also increase their happiness at work. Happiness at work was found to positively impact retention of employees and mediates on the relationship between hybrid work model and employee retention. In the situation of a high shortage of skilled employees, the hybrid work model could be the most effective method to attract and retain skilled employees, since it influences the employee’s intention to stay or quit their job. The findings of the study will be help organizations to design the modern workplace with futuristic development and to retain talents.
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Bednarska-Wnuk, Izabela. „Work Engagement and Employee Health in the Post-Pandemic Reality“. International Journal of Contemporary Management 60, Nr. 1 (01.03.2024): 154–61. http://dx.doi.org/10.2478/ijcm-2024-0008.
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Abstract Purpose The main aim of the article was to find out the level and structure of work engagement, employee health ratings, their relationship to each other, and whether the form of work performed (remote vs. hybrid work) differentiates health ratings among surveyed employees in a post-pandemic reality. Methodology The study used mixed methods. The survey was empirical in nature. The survey was conducted in 2023 among 402 employees doing remote and hybrid work using the -UWES-17 tool and questions diagnosing the assessment of their own health. The research method was a diagnostic survey using an online questionnaire. In addition, 20 in-depth interviews were conducted. Findings The results indicate that the form of work performed does not differentiate health evaluation among the surveyed employees. Differences are seen only between the dimensions of engagement (vigor, dedication to work, absorption) and the components of health evaluation (health status, physical condition). A relationship was confirmed only between vigor and health status and physical condition and between the dimension of dedication and physical condition. Originality This article makes an important contribution to the field of research on the importance of employee engagement and health in flexible work arrangements (remote work and hybrid work).
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Guglielminetti, Elisa, Michele Loberto, Giordano Zevi und Roberta Zizza. „How Work from Home Changes Housing Demand: Evidence from Online Search“. AEA Papers and Proceedings 113 (01.05.2023): 609–13. http://dx.doi.org/10.1257/pandp.20231015.
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We quantify the impact of work from home (WFH) on housing demand by leveraging a unique dataset of online housing sales advertisements in Italy and considering intensity in the adoption of WFH. By exploiting both the time series and the geographical variation in WFH adoption after the outbreak of the COVID-19 pandemic, we estimate that intensive WFH is the main driver of a significant recomposition of housing demand toward larger, single-family properties with outdoor spaces. This suggests that hybrid working arrangements involving a sizable amount of home-office work may have long-lasting consequences on housing markets and the organization of cities.
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Zappalà, Salvatore, Ferdinando Toscano, Dharan Bharti und Luca Pietrantoni. „Unveiling the Relationship between Flextime and Job Performance: The Role of Family–Work Conflict and the Ability to Cope in a Moderated Mediation Model“. Social Sciences 13, Nr. 6 (14.06.2024): 317. http://dx.doi.org/10.3390/socsci13060317.
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Grounded in the Conservation of Resources (COR) theory, this study explored the contribution of flexible work arrangements within the increasing digitalization of workplaces. In particular, with a specific focus on what happened when employees teleworked, it examined whether flextime perceptions, accounting for employees’ perception of control over their working hours, were related to job performance and if family–work conflict mediated this relationship. Additionally, the study investigated if the ability to cope with work tasks moderated the relationships between flextime and both family–work conflict and job performance. The study was conducted in an Italian research institute involving 598 respondents engaged in hybrid work with over two years of remote working experience. The SPSS Process macro was used, and findings showed a positive direct association between flextime and job performance. Intriguingly, no indirect effect of flextime on job performance through family–work conflict was observed. However, the introduction of the ability to cope in the model generated a significant mediation at specific levels of the moderator. The study highlighted the moderating role of the ability to cope in the relationships between flextime and family–work conflict on one side and job performance on the other. This research provides insights into the complexities of hybrid work and discusses the advantages of flextime and the intricate interplay it has with family–work conflict and job performance. The study concludes with theoretical and practical implications, offering guidance for both researchers and practitioners navigating the multifaceted realm of flexible work arrangements.
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Mildawani, Maria Margaretha Tri Susetyaning, und Gracia Ayu Chety Wonte. „Analysis hybrid working, performance effectivity, and employee’s collaboration“. Edelweiss Applied Science and Technology 8, Nr. 4 (17.05.2024): 12–24. http://dx.doi.org/10.55214/25768484.v8i4.1098.
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This study examines the influence of hybrid working on performance effectiveness and employee collaboration at PT. XYZ. We employed probability sampling via cluster randomized sampling to select respondents from seven business units. Primary data collection involved observation, interviews, and Google Form questionnaires. We adopted a quantitative approach utilizing correlation analysis and hypothesis testing. The study uncovered a robust correlation between hybrid working and performance effectiveness, contributing significantly to both performance and collaboration. Male employees demonstrated higher performance effectiveness than females, despite a moderate correlation. However, female employees still exhibited notable performance effectiveness, attributed to work-life balance. Departments that were adaptable to technology and less reliant on hardcopy methods showed heightened performance effectiveness. The findings underscore the importance of embracing hybrid working arrangements for improved performance effectiveness and enhanced collaboration. We encourage organizations to implement and optimize hybrid work policies to reap these benefits. Prioritizing work-life balance, particularly for female employees, is crucial for fostering satisfaction and productivity. Additionally, investing in technological infrastructure and providing training can enhance performance effectiveness by enabling proficient use of digital tools and platforms.
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Rathi, Yash. „A Study on Challenges and Benefits of Remote and Hybrid Work Model from Employees Perspective“. Shanlax International Journal of Management 11, S1-Mar (22.03.2024): 31–37. http://dx.doi.org/10.34293/management.v11is1-mar.8079.
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This research study delves into the multifaceted landscape of remote and hybrid work models, focusing specifically on the experiences and perspectives of employees. As the global workforce undergoes a profound transformation, understanding the challenges and benefits associated with remote and hybrid work arrangements becomes imperative for organizations striving to adapt to the evolving work environment. Through qualitative and quantitative analysis, this study aims to provide insights into the key factors shaping employees’ experiences, including the impact on work-life balance, productivity, communication, collaboration, and overall job satisfaction. By synthesizing empirical data and existing literature, this research contributes to a deeper understanding of the complexities inherent in remote and hybrid work models, offering valuable implications for both employers and employees navigating this paradigm shift. The hybrid workplace is a concept on the lips of every industry trend in the world today. With digitalization becoming more normalized across every sphere in the global village. Every workplace needs to maximize and transcend obstacles and innovations to ease into the hybrid workplace. The work from home also becomes more relevant during the pandemic. The study was conduct in Kannura corporate IT company. This research paper focused on understanding the impact of both hybrid and work from home and the various challenges and benefits and also the preference of the employees to the future work model. The study was carried out by primary data with a sample size of 120 employers which were chosen by simple random sampling method. To analyse benefits of Work from home and hybrid work model, to analyse challenges of Work from and hybrid work model, to analyse the preference of employees in choosing the future work model. Statistical tools used for this data collection are simple frequency analysis, Independent sample T- test, Chi square test, One-way Anova: The finding soft the study revealed that the employees are happy with choosing hybrid work model as their future model. The employees can work as per their comfort zone and their comfort place to work.
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Da Silveira, Keilha Correia, José Geraldo Pimentel Neto und Fernanda Santos da Silva Guarim. „Institutional arrangements and urban planning: analysis of Bernardo Sayão Avenue in Imperatriz-MA“. Caderno Pedagógico 21, Nr. 2 (06.02.2024): e2616. http://dx.doi.org/10.54033/cadpedv21n2-001.
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This article aims to analyze the relationship of institutional arrangements with the master plan to identify good management practices in favor of urban planning city of Imperatriz (MA), focusing on Bernardo Sayão Avenue. The methodological basis of the work had as its focus the identification of the main types of services developed on the avenue, to later correlate with the best actions of urban planning from the point of view of the master plan. In addition, the main institutional arrangements (hierarchical and hybrid) developed in the area of study were identified. As a result, it was verified that the master plans in Imperatriz (MA) work as traditional plans focused on a technicalist normalization and little tied to the standards of collaboration and participation, in addition, it was found that even if there are works and institutional arrangements in Avenida Bernardo Sayão there are still discontinuities in actions, projects and program to meet the whole of the avenue a characteristic that repeats itself in the city as a whole.
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Ghimire, Hiramani. „Covid-19 and the Future of Work“. Prashasan: Nepalese Journal of Public Administration 52, Nr. 1 (01.10.2021): 158–70. http://dx.doi.org/10.3126/prashasan.v52i1.44580.
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Covid-19 is going to have a profound impact on how we manage our work. The increasing tendency to decouple the workforce from the workplace is creating both challenges and opportunities. Amidst fear of decline in staff productivity, experience of this past year shows that employees working from flexible locations, including their own home, are becoming more productive than previously thought. Four major shifts are taking place in the world of work. Firstly, the concept of fixed location of an office is giving way to the idea of flexible locations leading to a reconfiguration of the traditional office. Secondly, managerial focus has moved from efficiency to resilience. Thirdly, control as a management principle is losing ground to trust leading to disintermediation and de-layering of decision-making. Finally, organizational leaders are increasingly emphasizing the need to complement technical skills with social Skills. Much innovation is taking place in all these areas. These shifts are happening not just because of Covid-19. They were already set in motion; the pandemic has accelerated them. Work from home is a good response to the pandemic, but it cannot be an alternative to the office for ever. Going back to the nineteenth century idea of office as a fixed location is neither efficient nor desirable. What we need is a hybrid model. Based on a review of national and international practices adopted as a response to Covid-19, this article argues that the pandemic has given public-sector agencies an opportunity to use available technologies for improving business processes through flexible working arrangements, including the hybrid model. And this process has already started. In many countries, public-sector organizations are catching up with the private sector in terms of introducing the hybrid model. We in Nepal can learn much from this and adapt some of these practices to our specific socio-economic and cultural context.
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Brammer, Sydney, Ryan Martinez und Narissra Punyanunt-Carter. „Maintaining the Complex Personal and Professional Elements of Our Lives in Academe“. Journal of Communication Pedagogy 8 (2024): 136–39. http://dx.doi.org/10.31446/jcp.2024.1.10.
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This reflective essay offers several practical suggestions for scholars and professionals who are looking for ways to sustain abundant personal and professional lives in a discipline that encourages workaholic tendencies and requires many to engage in hybrid working arrangements. We discuss the tensions experienced by many communication teacher-scholars in academe and how various types of boundaries can aid in the maintenance of rest and work.
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Bodner, Aidan, Leo Ruhl, Emily Barr, Arti Shridhar, Shayna Skakoon-Sparling und Kiffer George Card. „The Impact of Working from Home on Mental Health: A Cross-Sectional Study of Canadian Worker’s Mental Health during the Third Wave of the COVID-19 Pandemic“. International Journal of Environmental Research and Public Health 19, Nr. 18 (14.09.2022): 11588. http://dx.doi.org/10.3390/ijerph191811588.
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The COVID-19 pandemic has seen a considerable expansion in the way work settings are structured, with a continuum emerging between working fully in-person and from home. The pandemic has also exacerbated many risk factors for poor mental health in the workplace, especially in public-facing jobs. Therefore, we sought to test the potential relationship between work setting and self-rated mental health. To do so, we modeled the association of work setting (only working from home, only in-person, hybrid) on self-rated mental health (Excellent/Very Good/Good vs. Fair/Poor) in an online survey of Canadian workers during the third wave of COVID-19. The mediating effects of vaccination, masking, and distancing were explored due to the potential effect of COVID-19-related stress on mental health among those working in-person. Among 1576 workers, most reported hybrid work (77.2%). Most also reported good self-rated mental health (80.7%). Exclusive work from home (aOR: 2.79, 95%CI: 1.90, 4.07) and exclusive in-person work (aOR: 2.79, 95%CI: 1.83, 4.26) were associated with poorer self-rated mental health than hybrid work. Vaccine status mediated only a small proportion of this relationship (7%), while masking and physical distancing were not mediators. We conclude that hybrid work arrangements were associated with positive self-rated mental health. Compliance with vaccination, masking, and distancing recommendations did not meaningfully mediate this relationship.
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Dr. Heren Chellam G. „A Novel Crystal Structure Prediction Using Hybrid Method“. Tuijin Jishu/Journal of Propulsion Technology 44, Nr. 4 (15.11.2023): 5356–65. http://dx.doi.org/10.52783/tjjpt.v44.i4.1892.
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Chemical compositions are used to predict the crystal structure in solid state of new materials. To finding the crystalline arrangements of materials for major unsolved problems in materials science for their chemical compositions. Crystal structure prediction is one of the foremost methods for discovering new materials. In this paper, we propose a deep and machine learning model for approach to classification of the crystal structure. The more than 5000 dataset were used to predict the crystal structure. In previous work, various machine learning models were used for predicting the crystal structure. In this work, we fuse the machine learning and deep neural network algorithm. The dataset were trained and tested to this crystal structure prediction. In this model we evaluate the dataset to classification the models with high accuracy. Our approach, ANB-NET(AlextNet with Naive Bayes) classifier get the best accuracy to predict the crystal structure and time complexity is less than other model.
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Kohont, Andrej, und Miroljub Ignjatović. „Organizational Support of Working from Home: Aftermath of COVID-19 from the Perspective of Workers and Leaders“. Sustainability 14, Nr. 9 (23.04.2022): 5107. http://dx.doi.org/10.3390/su14095107.
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(1) The objective of this study is to analyze working from home (WFH) arrangements implemented during the COVID-19 pandemic. We are focusing on: 1. The main challenges and differences in WFH arrangements, compared to regular work before the pandemic. 2. The scope of WFH workload and its potential negative effects on workers’ well-being and reconciliation of work and family. 3. Organizational support to workers WFH, including communication with co-workers, IT specialists, and leaders, and required competence to perform WFH. 4. Organization support of work process, including data access, provision of IT, and work supervision. (2) The research is based on structured interviews with 102 employees and leaders of WFH in the second wave of COVID-19 in Slovenia. (3) Results strongly confirm previous research and emphasize that the pandemic has suddenly completely changed the WFH by placing a much greater accent on work–family reconciliation, communication among co-workers and leaders, work organization, workload, and organizational support. (4) Identified WFH practices developed during the pandemic will help individuals and businesses to optimize WFH and hybrid work, which is on the rise.
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Reinold, Theresa. „A new type of hybrid actor in global governance: anti-impunity commissions, shared sovereignty, and the rule of law“. Verfassung in Recht und Übersee 53, Nr. 3 (2020): 245–66. http://dx.doi.org/10.5771/0506-7286-2020-3-245.
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This article investigates the contribution of a new type of hybrid actor to fostering the rule of law in weak states. In a number of issue-areas in global governance, hybrid solutions have been experimented with, and the latest manifestation of this global trend towards hybridity are hybrid anti-impunity commissions that have begun to proliferate in Latin America in the past decade or so and that are likely to produce ripple-effects beyond the continent. These commissions do not supplant the justice system of the target state but fight impunity from within it. They do so by assuming some of the sovereign prerogatives traditionally assumed to be falling within the domaine réservé of the host state. The prototype of this new hybrid actor was deployed in Guatemala, where the Comision Internacional Contra la Impunidad en Guatemala had to terminate its mandate after more than a decade of successful work. It remains unclear, however, to what extent such hybrid commissions can effect a lasting transformation of the justice systems of their host states and what scope conditions are required for them to operate successfully. What remains poorly understood, for instance, is how the depth of delegation affects the provision of public goods. In this article I shall argue that hybrid arrangements in which tasks are shared relatively evenly among externals and locals and that thus involve only a partial delegation of authority tend to be more successful and produce more sustainable results than arrangements providing for deeper forms of delegation.
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Tessema, Mussie T., Courtney Bauer, Melissa Campobasso, Karlie Dostal, Sai Manisha Garapati, Michael Newsome und Emanuel Pires. „Benefits and Challenges of a Shortened Workweek: Creative and innovative strategies“. Global Journal of Human Resource Management 11, Nr. 3 (15.03.2023): 12–26. http://dx.doi.org/10.37745/gjhrm.2013/vol11n31226.
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Although employees always want flexibility, the pandemic has increased their desire for the same in their work life. Many alternative work arrangements exist (e.g., flextime, compressed workweek, shortened workweek/4-day workweek, remote work, hybrid, and job sharing). However, this study focused on a 4-day workweek. Recently, 4-day workweeks have gained momentum worldwide. In 2022, many companies piloted a 4-day workweek. Therefore, this study (1) discusses the benefits and challenges of a 4-day workweek, (2) identifies creative and innovative management strategies for implementing a 4-day workweek, and (3) indicates directions for future research.
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Harkiolakis, Tatiana, und Marcos Komodromos. „Supporting Knowledge Workers’ Health and Well-Being in the Post-Lockdown Era“. Administrative Sciences 13, Nr. 2 (08.02.2023): 49. http://dx.doi.org/10.3390/admsci13020049.
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The specific problem is that knowledge workers experience high levels of stress and burnout in their professional lives, a trend that increased due to the transition to remote work during the COVID-19 pandemic. This integrative literature review addresses this problem by answering the following research questions: (1) How can working in the post-lockdown era allow greater well-being, job satisfaction, and job security to abide?; and (2) How can mental capital be increased in the 21st century to ensure maximum health and positive well-being in the future employment arena and on a global scale? This review contributes to the literature on worker health and wellbeing, hybrid work arrangements, and knowledge workers’ professional experiences. The findings suggest that knowledge workers can only thrive in a hybrid work environment if organizations take an empathetic approach to manage these workers and give them sufficient autonomy and flexibility in determining their work conditions, in addition to ample opportunities for social interaction and professional advancement.
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Kuznetsov, Boris, Aleksandr Kutsenko, Tatiana Nikitina, Ihor Bovdui, Kostiantyn Chunikhin und Pavel Dobrodeyev. „Hybrid Active-Passive Shielding of Magnetic Field of Overhead Power Lines with Triangular Phase Conductors Arrangements“. Problems of the Regional Energetics, Nr. 3(59) (August 2023): 1–16. http://dx.doi.org/10.52254/1857-0070.2023.3-59.01.
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The aim of the work is to design a robust hybrid active-passive magnetic field shielding system created by overhead power lines with a triangular arrangement of phase wires, designed to increase the shielding efficiency of the initial magnetic field in residential premises to the level of sanitary standards and reduce the system's sensitivity to changes in system parameters. To achieve this goal, the following tasks were solved: the structure of a hybrid system of active-passive shielding was developed, and the synthesis of a system consisting of a double-circuit active and multi-circuit passive parts was performed. The synthesis of the system is reduced to solving a vector game, in which the vector payoff is calculated based on the solutions of the Maxwell equations in the quasi-stationary approximation using the COMSOL Multiphysics software. The solution of a multicriteria game is found on the basis of algorithms for optimizing a multi-swarm of particles from Pareto optimal solutions, taking into account binary preference relations. The most important results are theoretical and experimental studies of the effectiveness of the synthesized hybrid active-passive shielding system for the magnetic field created by overhead power lines with a triangular arrangement of phase wires in the shielding zone. The significance of the results obtained lies in the fact that in the course of designing a hybrid active and multiloop passive screens, the parameters of passive and active screens were calculated; as well as practical recommendations are given on the reasonable choice of the spatial arrangement of a multi-loop passive shield and two shielding windings of a robust system of hybrid shielding of the magnetic field created by overhead power lines with a triangular arrangement of phase wires.
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Petitta, Laura, und Valerio Ghezzi. „Disentangling the Pros and Cons of Flexible Work Arrangements: Curvilinear Effects on Individual and Organizational Outcomes“. Economies 13, Nr. 1 (15.01.2025): 20. https://doi.org/10.3390/economies13010020.
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The use of flexible work arrangements (e.g., remote, hybrid) has spread during the pandemic and cumulative studies provide mixed findings on the positive vs. negative consequences of these working methods for employees and organizations. The present study examined the potentially curvilinear effects of employees’ attitude towards flexible work options (i.e., flexible work orientation; FWO) on individual- (i.e., performance, job satisfaction, stress, work-to-family conflict, family-to-work conflict) and organization-related outcomes (i.e., organizational social support, organizational justice, affective organizational commitment). Anonymous survey data were collected in 2021 from 1061 in-person and flexible workers nested within 100 Italian organizations. Measurement invariance across the two subsamples was supported and subsequent structural model analyses suggested a differential pattern of results for in-person and flexible workers. Results indicated a curvilinear U-shaped relationship between FWO and organizational support, justice, commitment and job satisfaction for the in-person subsample as compared to a positive linear relationship for flexible workers. Moreover, in both samples of flexible and in-presence workers, FWO exerted a positive linear effect on performance and a mainly negative linear effect on stress, WFC and FWC. Overall, flexible workers displayed linear relationships among all the study variables, whereas in-person workers showed the curvilinear effects of FWO on support, justice, commitment and satisfaction, all of which increased at high levels of employees’ positive attitude towards FWO. Results are discussed in light of the globally elevated rates of flexible work arrangements and mixed findings on their implementation.
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Roth, Katherine, und Kambiz Farahmand. „A Study of Current Socio-Technical Design Practices in the Industry 4.0 Context among Small, Medium, and Large Manufacturers in Minnesota and North Dakota“. Sustainability 15, Nr. 23 (30.11.2023): 16438. http://dx.doi.org/10.3390/su152316438.
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The implementation of flexible work arrangements in the modern work environment has increased in recent years. Jointly optimizing social and technical factors within an organization is necessary for the development of hybrid work environments. This study describes insights gleaned from a survey issued to SMEs and large manufacturers in Minnesota and North Dakota. The survey design focused on socio-technical theory, digital maturity, organizational learning, responsible autonomy, leadership, communication strategies, and reduced work week schedules. Insights were provided as to how these critical factors support sustainability initiatives, such as reduced work week schedules. The research assesses strengths and weaknesses in the current socio-technical design of manufacturing organizations in Minnesota and North Dakota that work towards and against implementing reduced daily work hour goals.