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Silman, Joanna. "Work from home". Primary Teacher Update 2014, n. 28 (gennaio 2014): 5. http://dx.doi.org/10.12968/prtu.2014.1.28.5.
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Moore, Madison. "WORK! From Home". Performance Research 28, n. 2 (17 febbraio 2023): 121–24. http://dx.doi.org/10.1080/13528165.2023.2260717.
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Chen, Li-Wei, Hsu-Huan Chou, Shih-Yung Wang e Whei-Mei Shih. "Unmet Care Needs and Uncertainty in Patients Newly Diagnosed with Breast Cancer". Healthcare 10, n. 11 (28 ottobre 2022): 2148. http://dx.doi.org/10.3390/healthcare10112148.
Testo completoAbstract (sommario):
Breast cancer is the most common cancer in women in the world. Statistics revealed the number of breast cancer patients less than 40 years of age increased over time. Clinical studies found there is a trend of yearly illness happening in younger patients, whose needs related to the illness are different from older patients. The purpose of this study was to explore the uncertainty and needs of patients in different age groups who were newly diagnosed with breast cancer. A descriptive cross-sectional survey study was adopted to recruit 128 patients. The Mishel’s Uncertainty in Illness Scale (MUIS, Chinese version) and the Cancer Needs Questionnaire (short-form, CNQ-SF) were used to collect data. The results revealed that a patient’s age and religion negatively correlated with illness uncertainty. A patient’s age, educational level, work or not, and children’s age correlated with needs for care. Age, illness uncertainty, and educational level were important predictors of the needs of care, with an explanatory power of 29.0%. In Conclusion, patients ≤40 years of age had greater illness uncertainty and needs for care than those who were >40 years of age. For younger patients newly diagnosed with cancer, medical professionals should take the initiative to provide detailed and complete information on breast cancer treatment plans, prognosis, and home self-care, which helps clarify the possible future treatments and results and further enables patients to acquire self-care skills and knowledge.
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Cunha, Darlena. "When Work from Home Means Learn from Home". Women in Higher Education 24, n. 4 (30 marzo 2015): 14. http://dx.doi.org/10.1002/whe.20190.
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Čavar, Ivana, Luka Bulian e Nikša Dubreta. "Exploring Work from Home". Journal of information and organizational sciences 47, n. 1 (30 giugno 2023): 83–107. http://dx.doi.org/10.31341/jios.47.1.5.
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Working from home and work flexibility have been highly researched academic topicsover the past forty years, and their importance was further amplified during the COVID-19 pandemic. Numerous qualitative and quantitative studies were aimed at betterunderstanding this work arrangement, but they often encountered the challenges oflimited scope and the inability to generalize their results. The goal of this study was totest the consistency of the instrument used in measuring the experiences of workingfrom home for Croatian engineers, check the presence of its latent dimensions, andfinally determine whether these dimensions could predict engineers’ job satisfaction.Three factors were extracted by exploratory factor analysis (productivity and workquality, work-life balance, and organizations’ distrust and control), while the multiplelinear regression analysis ran on those factors as predictors proved that, although worklife balance does not influence job satisfaction, productivity and work quality positively predict it, while organizations’ distrust and control do so negatively.
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Siiman, Evelin. "Juustest ehted Eestis: museaalid ning kasutatud tehnikad / Hair jewellery in Estonia: museum objects and applied techniques". Studia Vernacula 15 (31 dicembre 2023): 88–119. http://dx.doi.org/10.12697/sv.2023.15.88-119.
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The making and wearing of hair jewellery in the manner described in the article is a phenomenon that spread in Europe and North America between the second half of the 18th century and the early 20th century, with a peak in the second half of the 19th century. In the context of Romanticism and the Victorian tendency to open up the human emotional world, hair found its place as a valued material in the jewellery of the middle-class mourner, as in one who had recently lost a loved one. Over time, hair jewellery began to transform into not just an expression of loss, but also simply a sign of longing and care. Not only did they adorn the wearer and preserve memory, but they also played an important role in demonstrating social relationships. The growing popularity of the tradition and its spread beyond the middle-class, brought changes both in the way jewellery was made and practised at home, as well as in its deeper meaning – it came to signify not only mourning, but also love and friendship. This article introduces the hair objects preserved in the collections of Estonian museums, their wearers and makers, and briefly covers the technology behind their manufacture. Since hair jewellery, or hair work, is a little-known craft in Estonia that can be studied mainly through artefactual sources and MuIS (Museum Information System, www.muis.ee) legends, the knowledge presented in the article is based more on my practice-based research than on the literature, focusing on the main question: what were hair jewellery and how were they made? The main method I used was reconstruction, the first step of which presupposed a technique-based closer examination of the objects in the museums. On a temporal scale, this was followed by fieldwork in the Swedish settlement of Våmhus, where the tradition of hair braiding has survived unbroken to the present day. The collected information became the basis for experimentation to identify pattern algorithms and technical methods for the production of complete pieces. According to the data I have collected, there are 132 hair objects in Estonian museums, in the following types: pocket watch chains, necklaces, bracelets, bonnets, brooches, earrings, a ring, a wreath, and a hair decoration. Of all the plaited objects, the pocket watch chains are by far the most common items, with a total of 68 in museums, showing that this type of object was the most widely used in Estonia. Both men and women wore pocket watch chains and, as in the rest of Europe, it was common in Estonia to give hair braids to the opposite sex as a token of affection, which is confirmed by the notes recorded during the collection of the objects. In MuIS, the accompanying legends of the hair objects mention 39 different place names as their place of origin, which shows that the jewellery was spread almost everywhere in Estonia. The exception are the Estonian islands, where during the process of information gathering I received only one positive response, which suggests that the wearing of these jewellery items did not reach similar popularity as on the mainland. According to English-language sources, hair jewellery making has been historically divided into four different techniques: table work – braids made by lifting bundles of hair on a braiding stand, plate work – making shapes from hair by moulding them into the appropriate position and gluing them to the jewellery, hair painting – painting pictures from ground hair mixed with glue, e.g. on ivory or porcelain jewellery, and fourth, hair-wrapped wire, i.e. moulding elements from hair braided with wire and making ornaments from them. Due to the lack of Estonian-language terminology, there was a practical need for vocabulary to describe everything involved. I started by creating a typology of the different patterns as a result of the observation of museum objects, on the basis of which I divided the patterns into six techniques, denominating them based on visual information. Patterns used in the braiding of the museum objects are mainly defined as table work, and they are the result of the interchanging of hair bundles on a braiding chain (the author’s term to distinguish between braiding stands of different shapes and functions from a circular rotating tool). Hair braiding technology offers abundant possibilities of pattern and form for making a variety of objects, resulting in a unique and subtle visualeffect and adding a very personal layer to an object with its uniqueness of material choice. At the same time, it is possible to accommodate the techniques used to a wide range of materials, achieving a completely different and innovative result with the same methods. Keywords: handicraft, braiding, hair work, hair jewellery, table-work
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Handayani, Arri, Desi Maulia, Padmi Dhyah Yulianti e Primaningrum Dian. "The Coping Stress Differences among Work from Home and Work from Office Individuals". Philanthropy: Journal of Psychology 8, n. 1 (25 giugno 2024): 32. http://dx.doi.org/10.26623/philanthropy.v8i1.8742.
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<p style="text-align: justify;"><strong>Abstract. </strong>Working from home and working permanently in the office (work from office) have their problems. These differences indeed lead to different responses in coping with stress. This research aims to analyze the differences in coping with stress in individuals who experience work-from-home and work-from-office periods, as well as analyze coping strategies during the work-from-home period. This research uses a quantitative method, using a t-test. The sampling technique uses purposive random sampling, with the characteristics of the population being married and having children, working in agencies either from home or the office. Data collection techniques used a stress coping scale and an open questionnaire regarding identifying feelings and problems that arise, expressed via Google Forms. Quantitative analysis is carried out using t-tests and descriptive analysis. Based on the Mann-Whitney test, the Mean Rank or average group ranking was obtained, namely for work from home, it was 95,15, and work from office was 94.54 with a significance value of (0.947) > 0.05. The quantitative research results show no difference in coping with stress between individuals who experience the work-from-home period and during the work-from-office period. Meanwhile, the results of the descriptive analysis show that the most dominant feeling during the work-from-home period is anxiety, anxiety, or worry (40.74%), while the problem most frequently experienced by respondents is difficulty dividing their time between office work and homework (26.45 %). In general, coping strategies overcome feelings of worry by conveying hobbies (23.28%), while coping strategies overcome problems during the work-from-home period by interacting online (26.45%) and doing good time management (17.98%).</p><p style="text-align: justify;"><strong><em>Keywords: </em></strong><em>Coping Stress; Work from Home; Work from Office</em></p>
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Das, B., B. Borah e S. Bhattacharyya. "COMPARATIVE ANALYSIS OF CARBOXYMETHYL CELLULOSE AND PARTIALLY HYDROLYZED POLYACRYLAMIDE – LOW-SOLID NONDISPERSED DRILLING MUD WITH RESPECT TO PROPER-TY ENHANCEMENT AND SHALE INHIBITION". Resource-Efficient Technologies, n. 2 (26 agosto 2020): 24–33. http://dx.doi.org/10.18799/24056537/2020/2/262.
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During drilling, different problems are encountered that can interfere with smooth drilling processes, including the accumulation of cuttings, reduced penetration rates, pipe sticking, loss of wellbore stability, and loss of circulation. These problems are generally encountered with conventional drilling mud, such as the bentonite–barite mud system. Formation damage is the most common problem encountered in bentonite mud systems with high solid content. In this work, we aimed to formulate two low-solid nondispersed (LSND) muds: carboxymethyl cellulose (CMC)–LSND mud and partially hydrolyzed polyacrylamide (PHPA)–LSND mud. A comparative analysis was performed to evaluate their property enhancements. LSND muds aid in maintaining hole stability and proper cutting removal. The results of this work show that the addition of both CMC and PHPA helps to improve drilling fluid properties; however, the PHPA–LSND mud was found to be superior. Shale swelling is a major concern in the petroleum industry, as it causes various other problems, such as pipe sticking, low penetration rates, and bit wear. The effect of these two LSND polymer muds in inhibiting shale swelling was analyzed using shale collected from the Champhai district of Mizoram, India.
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Suzana, Dara, e Harlyn L. Siagian. "Dampak Work from Home, Work from Office dan Hybird Working terhadap Motivasi Kerja Karyawan". Journal of Telenursing (JOTING) 4, n. 2 (24 settembre 2022): 546–53. http://dx.doi.org/10.31539/joting.v4i2.4230.
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This study aims to determine the impact of work from home, work from office and hybrid working on work motivation. The method used is the descriptive quantitative method. The results showed that the t-value of work from home was 2.451 (>1.65978), work from office was 1.179 (>1.65978) and hybrid working was 1.774 (>1.65978). The fcount value obtained is 2,964 (>2.70). In conclusion, work from home, work from office and hybrid working positively and significantly impact employee motivation.
Keywords: Hybrid Working, Work Motivation, Work from Home, Work from Office
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Tuwinanto, Tuwinanto, e Dedi Rianto Rahadi. "Work From Home Dimasa Pandemik Efektifkah ??" Jurnal Disrupsi Bisnis 4, n. 2 (27 marzo 2021): 173. http://dx.doi.org/10.32493/drb.v4i2.8100.
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Kebijakan Pemerintah dalam menekan penyebaran virus Covid-19 terus dilakukan, Kluster perkantoran dan pabrik menjadi salah satu yang sangat mengkhawatirkan sehingga pemerintah dan pihak perusahaan bekerjasama untuk memberikan jalan keluar agar kegiatan operasional tetap berjalan sehingga kondisi perekonomian masyarakat tetap terjaga dengan tetap mengutamakan faktor keselamatan karyawan dan keluarganya. Tujuan penelitian untuk mengetahui apakah work from home dimasa pandemic menjadi solusi yang efektif?? Metode penlitian dilakukan dengan pendekatan kualitatif. Hasil penelitian menunjukkan Work from home menjadi salah satu metode kerja yang paling ideal Pada saat musim pandemic ini, karena bisa mengurangi karyawan terpapar virus ditempat kerja atau Kantor. Kata kunci: Bekerja dari Rumah; Kesejahteraan
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Suyaningsih, Susi, e Sofiati Sofiati. "EVALUASI PENERAPAN KEBIJAKAN WORK FROM HOME". Jurnal Riset Akuntansi dan Bisnis Indonesia 2, n. 1 (30 marzo 2022): 89–102. http://dx.doi.org/10.32477/jrabi.v2i1.425.
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The purpose of this study was to evaluate the implementation of the WFH policy on the performance of tax objection reviewers at the DJP Kanwil DIY. The design of this study was descriptive qualitative. The object of this research is an employee who reviews objections at the DIY Directorate. The procedure for collecting data through interviews with informants, storing, maintaining, and processing data with the Miles and Huberman model. The time of the research was carried out around June-July 2021 when the peak of the Delta Covid-19 variant hit in Yogyakarta. The results showed that the implementation of WFH was in accordance with the applicable regulations at the DIY DJP Office. The positive impacts of implementing WFH include the work-at-home system that can provide more flexible working hours; employees feel safe at work without worrying about contracting Covid-19; closer family ties; the operational work of reviewing tax objections of the Directorate General of Taxes for the Special Region of Yogyakarta continues without worrying that the office will become a new cluster for the spread of covid-19. The negative impacts include: the WFH policy causing a lack of motivation to work; employees who are used to conventional workplace situations become more difficult because when communicating or coordinating with coworkers; work evaluation becomes less effective. Supporting Factors of WFH Policy in the Office of the Directorate General of Taxes of the Special Region of Yogyakarta have the attitude of the implementor.
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Mahapatra, S. K. "Work From Home - lessons for future". Parikalpana: KIIT Journal of Management 16, n. 1&2 (1 dicembre 2020): 5. http://dx.doi.org/10.23862/kiit-parikalpana/2020/v16/i1-2/204561.
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Huyler, Debaro. "The case for work from home". New Horizons in Adult Education and Human Resource Development 33, n. 4 (settembre 2021): 1–3. http://dx.doi.org/10.1002/nha3.20345.
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Banga, Anshita, e Fiza Mahajan. "Work from home and changing dynamics". Journal of Management Research and Analysis 8, n. 2 (15 giugno 2021): 78–88. http://dx.doi.org/10.18231/j.jmra.2021.017.
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COVID-19 has been the biggest crisis of our times. Never before has been the entire world and each and every individual been impacted at this scale but when impacts are large, changes are too. The fear of infection forced all of us to work remotely from our home. It was the test of our technology and a mass experiment of Work From Home (WFH). Our research study aims to explore the changing behavior and mentality towards WFH and gauge it's various physical, mental and social impacts. The research aims to study the differences in perception of WFH by different gender, income levels, education levels and age groups. We intend to explore if there is any relationship between travel time and WFH and reverse migration and WFH and further, if there is any room for the option of taking a pay cut. This research paper is based on extensive primary research survey on 100 participants conducted through Google Forms and the further analysis done through cross tabulation and graphical methods. The research sample was adequately representative of varied socioeconomic strata s and had significant people from both gender, different income and education levels. The research brought forward some interesting insights. More than 75% of workers want to continue with remote work at least some of the time. Youth dislikes hybrid and wants either completely remote or work from office. People in age group 25-40 are least willing to resort to only work from office and 41-60 are least willing to resort to remote work. Males prefer working from home more than females. Increase in income strongly increases the preference for hybrid work. Those who spend large amount of time in traveling strongly prefer work from home. Relocation is a favorable decision for most but pay cut isn’t an option. Work from home has improved productivity, relations, sleep and body but with a pinch of loneliness.
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Tuwinanto, Tuwinanto, e Dedi Rianto Rahadi. "Work From Home Dimasa Pandemi, Efektifkah ?" Jurnal Manajemen Bisnis 18, n. 1 (30 gennaio 2021): 86–95. http://dx.doi.org/10.38043/jmb.v18i1.2736.
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The government policy in suppressing the spread of the covid-19 virus continues to be carried out, the office and factory cluster is one that is very worrying so that the government and companies work together to provide a way out so that operational activities can continue so that the economic condition of the community is maintained by prioritizing employee safety factors and his family. The research objective was to determine whether work from home during a pandemic was an effective solution?. The research method is carried out with a qualitative approach. The results showed that work from home is one of the most ideal work methods during this pandemic season, because it can reduce employee exposure to the virus in the workplace or office.
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White, Dustin R. "Agency Theory and Work from Home". LABOUR 33, n. 1 (16 settembre 2018): 1–25. http://dx.doi.org/10.1111/labr.12135.
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Chin, G. "Working from home can work well". Science 346, n. 6215 (11 dicembre 2014): 1339–40. http://dx.doi.org/10.1126/science.346.6215.1339-e.
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Delventhal, Matthew J., Eunjee Kwon e Andrii Parkhomenko. "Work from Home and Urban Structure". Built Environment 49, n. 3 (1 settembre 2023): 503–24. http://dx.doi.org/10.2148/benv.49.3.503.
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The sustained increase in working from home in the wake of Covid has the potential to reshape the US urban landscape. This article describes the big picture of pre2020 remote work in the US and summarizes how that picture changed during the subsequent three years. It then introduces a mathematical model designed to calculate the possible long-run impacts of increased remote work on where and how Americans work and live. This model predicts that the increased prevalence of remote and hybrid work arrangements will induce workers with remote-capable jobs to find housing farther away from their job locations, increasing the length of the average commute while cutting the time actually spent commuting. Jobs that produce goods and services which must be consumed locally will follow the bulk of the population to suburbs and smaller cities, while jobs producing tradable output will increase both in low-cost and high-productivity locations, at the expense of the middle. In the long run, the reallocation of demand to lower density locations with fewer legal restrictions on housing development should reduce the real price of housing by at least 1 per cent, but these changes depend on adjustments to the housing stock, both through new construction and through re-purposing commercial real estate in city centres. The model predicts a partial reversal of the decades-long concentration of talent and income in the centres of the biggest cities. Data on changes 2019–2022 suggest that some of this reversal is already happening.
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Barrero, José María, Nicholas Bloom e Steven J. Davis. "The Evolution of Work from Home". Journal of Economic Perspectives 37, n. 4 (1 novembre 2023): 23–49. http://dx.doi.org/10.1257/jep.37.4.23.
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Full days worked at home account for 28 percent of paid workdays among Americans 20–64 years old, as of mid-2023. That’s about four times the 2019 rate and ten times the rate in the mid-1990s. We first explain why the big shift to work from home has endured rather than reverting to prepandemic levels. We then consider how work-from-home rates vary by worker age, sex, education, parental status, industry and local population density, and why it is higher in the United States than other countries. We also discuss some implications for pay, productivity, and the pace of innovation. Over the next five years, US business executives anticipate modest increases in work-from-home rates at their own companies. Other factors that portend an enduring shift to work from home include the ongoing adaptation of managerial practices and further advances in technologies, products, and tools that support remote work.
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Zhang, Zhirui. "Impact of Work from Home on Employee Work and Life". Advances in Economics, Management and Political Sciences 67, n. 1 (5 gennaio 2024): 102–7. http://dx.doi.org/10.54254/2754-1169/67/20241271.
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Work from Home has become an increasingly common working mode in the modern working environment. The COVID-19 pandemic moved a significant shift to working from home (WFH), and it has become the only option for many industries to keep their business running. This sudden shift makes us wonder whether home working is a positive or negative change. However, many studies have analyzed the economic benefits and productivity impacts of telecommuting. There is still a limited exploration of how it affects employees' quality of life, work-life balance, family relationships, and mental health. The research aims to examine the impact of home from work on employees' quality of life and its acceptance. First, I explored employees' acceptance of telecommuting and its possible implications for work-personal life balance. Then, I examined whether prolonged time spent with family in a home-based work environment strengthened parent-child and couple bonds or increased relationship friction and tension. Ultimately, this study assessed home-based work's positive and negative effects on employee mental health and identified key factors that may increase or decrease psychological stress. While the economic and productivity benefits of telecommuting have received extensive research attention, there is a gap in how it affects employee quality of life. This research provides novel and in-depth analyses in this area. It suggests strategies for companies, policymakers, and other stakeholders to meet employees' needs better and, in turn, enhance their job satisfaction and productivity. Given that home-based work is becoming an ongoing work pattern, a deeper understanding of its long-term impact on employees' quality of life will provide valuable insights for society to help them adapt more smoothly to this work pattern.
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Putri, Amanda, e Ali Amran. "Employees’ Work-Life Balance Reviewed From Work From Home Aspect During COVID-19 Pandemic". International Journal of Management Science and Information Technology 1, n. 1 (17 gennaio 2021): 30. http://dx.doi.org/10.35870/ijmsit.v1i1.231.
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The COVID-19 pandemic suddenly made the company inevitably has to run its operational activities in a way of work from home. The sudden change in the operational activity system can have an impact on the work-life balance of employees. In this study, the researchers wanted to know the work-life balance of the employees during the COVID-19 pandemic in terms of work from home. The research method used is a survey method with descriptive verification research type. The data used are primary data obtained from distributing the questionnaire. The results showed that work from home respectively has a positive and significant effect on the work-life balance on the employees. There are dimensions and indicators that are the highest and lowest in constructing each variable and the results of this study are expected to be used by the company to minimize and anticipate the occurrence of negative effects on work-life balance in terms of the aspects of work from home.
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Abd Razak, Siti Suraya, Siti Zaharah Jamaluddin e Faridah Hanim Jaffri. "Integrating Islamic Work Ethics in Work from Home Arrangement". Akademika 92, n. 3 (28 ottobre 2022): 187–97. http://dx.doi.org/10.17576/akad-2022-9203-14.
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The COVID-19 pandemic has resulted in changes in the way working is perceived. The concept of work from home which was previously only associated with specific types of work has had to be implemented for many sectors in Malaysia. This concept is novel in Malaysia, thus creating a lot of uncertainties in both law and practice, including the issue of work ethics. This mode of working may be the new norm in the future, which makes it important to examine the work ethics for work from home. The objectives of this study are firstly, to analyse the concept of Islamic work ethics, and secondly, to integrate Islamic work ethics in a work from home arrangement. It is believed that the application of Islamic work ethics by both the employers and the employees may avoid conflicts at work due to different expectations. In this context, the research is based on secondary sources and analyses of existing literature, and on reading of Islamic texts (the Quran and Hadith). Islamic work ethics consist of universal values where they underline the responsibilities of employer to live up to promises, consider an employee’s situation, negotiate with an employee to improve their contract, and equal treatment of employees. Apart from that, employees are also responsible for keeping their promises, being honest, working in a team and performing their jobs in good faith. This research found that Islamic work ethics can hinder conflicts between employer and employee. They are suitable for integration in working from home arrangements as the new normal in Malaysia and directly encourage the implementation of organisational justice. Keywords: Ethics; work ethics; Islamic work ethics; work from home; work
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Pawar, Suprita, Rajeshwari Desai, Remuka Salunke, Geeta Channal e Vinutha Muktamath. "Demographic and work profile of work from home employees". International Journal of Advanced Biochemistry Research 7, n. 2S (1 gennaio 2023): 189–93. http://dx.doi.org/10.33545/26174693.2023.v7.i2sc.208.
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Febriani, Andika Wulan, e Sopiah Sopiah. "WORK FROM HOME IN ORGANIZATIONS: LITERATURE REVIEW". International Journal of Multidisciplinary Research and Literature 1, n. 3 (5 maggio 2022): 241–52. http://dx.doi.org/10.53067/ijomral.v1i3.25.
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This literature review focuses on the entire world. Researchers find that working from home increases productivity for roughly two-thirds of employees by making better use of time and travel and meet higher performance standards. The article investigates working from home on employee productivity, focusing on organizations that boost employee productivity. This study examined 30 reports to determine the organizational factor's impact when working from home. Today, working from home is a famous work arrangement with companies and employees using it to perform flexible and automated work. This study examines the impact of employees working from home (Vyas & Butakhieo, 2020). Many public and private organizations provide the option of working from home as an alternative way to carry out their responsibilities. Compared to working in an office, working from home has both advantages and disadvantages for employees (Carillo et al., 2021). A new policy must create based on practical considerations for the organization and its employees so that working from home can provide new knowledge with flexibility in working hours as a policy in the future to function optimally (Xiao et al., 2021).
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Parin M., Shubhankar e Suraj Bhomick. "UNDERSTANDING THE IMPACT OF "WORK FROM HOME" ON WORK AND LIFE DOMAINS FROM THE PERSPECTIVE OF EMPLOYEES". International Journal of Management, Public Policy and Research 1, n. 1 (18 febbraio 2022): 29–38. http://dx.doi.org/10.55829/ijmpr.v1i1.14.
Testo completoAbstract (sommario):
Technological advancement has allowed people to work from anywhere remotely connected through the internet and it's popularly called working from home. Like working from the office, working from home also poses some challenges to employees, and dealing with them is highly important as it can affect the employees' personal and professional life which will eventually hamper the growth of the organization. Balancing personal life and work is crucial in any mode of work. In this research, we tried to cover almost all the challenges in the questions form an employee can face while working from home. In this research, we asked questions to 345 professionals who have experience working from home using online forms. The results have been interesting as most of them face one or another type of problem. Although the majority of people have said that they would like to split the time equally between their normal place of work and home in the future, people do prefer to work from their normal place of work when the restrictions of the pandemic are lifted, more than those people who would like to work from home.
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Sharma, Pooja. "Work from Home: A Primer on Managing Work-Life Balance". Scholedge International Journal of Management & Development ISSN 2394-3378 8, n. 1 (19 agosto 2021): 1. http://dx.doi.org/10.19085/sijmd080101.
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Work from home approach has gained significant importance recently during the COVID-19 era. Working from home provides enough time for oneself to improve upon personal cores. Work-life balance means a healthy balance between working and personal life but in the 21st century, both working and personal areas contain too much stress, anxiety, tasks, and difficulties. As an employee working remotely who is successful in making a work-life balance, one can have more productivity, fewer chances of depression, more quality time for oneself and family and happy and healthy life. In this article, we will discuss the hindrances in work-life balance and the ways to create an effective work-life balance, especially for ‘work from home set-ups’.
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Ramadhani, Bayu Rizky, Dyah Putri Ayuningtyas, Nadia Agustina Rahayu, Raihan Robiansyah, Rhenald Fahmi Andhika e Dasrun Hidayat. "Pola Komunikasi Karyawan Pada Masa Work From Home". Jurnal Digital Media dan Relationship 3, n. 1 (30 giugno 2021): 24–29. http://dx.doi.org/10.51977/jdigital.v3i1.512.
Testo completoAbstract (sommario):
Penelitian ini dilatarbelakangi oleh pola komunikasi yang terjadi pada karyawan akibat diberlakukannya Work from Home (WfH) di masa pandemi Covid-19. Work from home menjadi gaya hidup baru bagi masyarakat, dan menjadi salah satu kebijakan yang diambil oleh perusahaan selama masa pandemi ini agar tetap dapat melakukan kegiatan walaupun dari rumah demi menghindari atau memutus rantai penyebaran virus Covid-19. Aktivitas work from home memunculkan keterkejutan sosial sehingga berpotensi memunculkan pola dan juga kebiasaan baru dalam komunikasi bagi karyawan. Masalah yang dibahas yaitu mengenai bagaimana pola komunikasi karyawan pada masa work from home. Metode yang digunakan dalam penulisan artikel ini adalah metode kajian literatur. Dengan menggunakan teknik pengumpulan data berdasarkan literatur yang tersedia, terutama dari berbagai artikel yang dipublikasikan. Tujuan dari penelitian ini adalah untuk mengetahui pola komunikasi karyawan pada masa work from home. Berdasarkan data yang telah diolah, diperoleh hasil bahwa work from home memiliki pengaruh terhadap pola komunikasi karyawan. Work from home juga berpengaruh terhadap setting komunikasi, seperti tempat, pakaian, waktu, dan suasana bekerja. Dengan adanya perbedaan tersebut membuat beberapa hal menjadi lebih fleksibel. Sementara itu, terdapat perubahan perilaku komunikasi karyawan selama masa work from home meliputi dua bentuk komunikasi, yaitu perilaku komunikasi verbal dan nonverbal. Dapat disimpulkan bahwa work from home menjadi penyebab perubahan terhadap pola dan perilaku komunikasi karyawan serta menurunnya produktivitas karyawan akibat tidak ada komunikasi secara langsung seperti sebelum diberlakukannya work from home.
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Bloom, Nicholas, James Liang, John Roberts e Zhichun Jenny Ying. "Does Working from Home Work? Evidence from a Chinese Experiment *". Quarterly Journal of Economics 130, n. 1 (20 novembre 2014): 165–218. http://dx.doi.org/10.1093/qje/qju032.
Testo completoAbstract (sommario):
Abstract A rising share of employees now regularly engage in working from home (WFH), but there are concerns this can lead to “shirking from home.” We report the results of a WFH experiment at Ctrip, a 16,000-employee, NASDAQ-listed Chinese travel agency. Call center employees who volunteered to WFH were randomly assigned either to work from home or in the office for nine months. Home working led to a 13% performance increase, of which 9% was from working more minutes per shift (fewer breaks and sick days) and 4% from more calls per minute (attributed to a quieter and more convenient working environment). Home workers also reported improved work satisfaction, and their attrition rate halved, but their promotion rate conditional on performance fell. Due to the success of the experiment, Ctrip rolled out the option to WFH to the whole firm and allowed the experimental employees to reselect between the home and office. Interestingly, over half of them switched, which led to the gains from WFH almost doubling to 22%. This highlights the benefits of learning and selection effects when adopting modern management practices like WFH.
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Asya Anaya e Putri Mega Desiana. "Pengaruh Work from Home terhadap Work Engagement pada Karyawan yang Memiliki Anak: Peran Mediasi Work-life Balance dan Work Stress". Jurnal Manajemen dan Organisasi 14, n. 1 (31 marzo 2023): 1–14. http://dx.doi.org/10.29244/jmo.v14i1.42430.
Testo completoAbstract (sommario):
This study aims to investigate and determine the effect of work from home on work engagement in Greater Jakarta for employees who have children during the COVID-19 pandemic. This study also tested work stress and work-life balance variables as mediating variables using a structural equation modeling (SEM) approach. The data used was obtained through a cross-sectional survey of 213 respondents who met the criteria, namely domiciled in Greater Jakarta, are employees who formally work in companies in Greater Jakarta, have or are currently working from home and have children. The results of this study indicate that work from home has a negative effect on the work engagement of employees who have children in Greater Jakarta during the pandemic. Furthermore, work-life balance mediates the effect between work from home and work engagement partially and is competitive. In addition, work stress does not mediate the effect between work from home and work engagement. However, in this study work stress has a negative effect on work-life balance so that the effect of work stress on work engagement can be through work-life balance. This research contributes to managerial implications that can be applied by organizations, managers, individuals and other interested parties related to the concept of work from home, work-life balance, work stress, and work engagement during the COVID-19 pandemic in Indonesia, especially in Greater Jakarta.
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Suryaningtyas, Dianawati, Sri Wilujeng e Riril Mardiana Firdaus. "Peran mediasi work life balance di antara work from home dan kepuasan kerja". MBR (Management and Business Review) 6, n. 1 (12 luglio 2022): 138–52. http://dx.doi.org/10.21067/mbr.v6i1.7026.
Testo completoAbstract (sommario):
The purpose of the study was to determine the effect of work from home on work-life balance, work-life balance on job satisfaction, work from home on job satisfaction and work from home on job satisfaction mediated by work-life balance. Work from home is measured by management culture, technical support, supervisor trust, support from the Human Resource department, financial support, training, job features, personal work preferences, and household factors. Work-life balance is measured by time balance, engagement balance, and overall. Job satisfaction is measured by the achievement of satisfaction. Data were analyzed using Partial Least Square (PLS). The results of the analysis show that work from home has an effect on work-life balance, work-life balance has an effect on job satisfaction, and work from home has no effect on job satisfaction. Work-life balance contributes to mediating the impact of remote employment on job satisfaction. It is suggested that this research be developed in a different setting and that more samples and other variables be used.
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Patel, Anneka, Jack Whiting e Charlotte Smyrk. "Pandemic positives: medical work experience from home". Widening Participation and Lifelong Learning 24, n. 2 (1 luglio 2022): 142–58. http://dx.doi.org/10.5456/wpll.24.2.142.
Testo completoAbstract (sommario):
Brighton and Sussex Medical School (BSMS) have developed a sector-leading virtual work experience (VWEX), attracting over 55,000 users world-wide. It serves as a tool for aspiring medical students to gain insight into a career in medicine and explore the roles of a doctor within various specialities. The COVID-19 pandemic has seen interest rise even further. The VWEX was conceived as a resource targeted to applicants to medicine from disadvantaged backgrounds. It is freely accessible, therefore overcoming potential financial challenges that many students from underrepresented backgrounds face, but also in relation to social capital, which can hinder access to professional networks. The programme introduces the NHS and its structure, showcasing six medical specialties through a variety of interactive elements. Participants are encouraged to submit a piece of reflection to complete the course, and no limitations are set on the form that this reflection must take, leading to creative and effective summaries of the insight gained. Whilst the VWEX has been an overwhelming success thus far, there is room for improvements. Some of these key areas include access to more ringfenced specialities, incorporating more interactive elements, and exploration of the numbers gap between registered users and those who complete the course.
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Yap, Joseph, e April Manabat. "Managing a Sustainable Work-from-Home Scheme". International Journal of Librarianship 5, n. 2 (16 dicembre 2020): 61–72. http://dx.doi.org/10.23974/ijol.2020.vol5.2.168.
Testo completoAbstract (sommario):
The resiliency of librarians is tested once again with the devastating occurrence of the pandemic situation worldwide. As a result of the global scare, many libraries have shut down as prescribed by the governments to minimize physical contact and stop the spread of viruses. Yet, libraries live up to their mandate of serving the information needs of their patrons. This report documents the role of libraries in Kazakhstan during the pandemic and how libraries responded quickly to avoid disruption of programs and services. This document also describes some of the “new normal” initiatives and strategies libraries have adapted to respond to the needs of their clients. On the other hand, librarians are stepping up and making enormous efforts to manage their call of duty to provide and distribute factual and reliable information to all their stakeholders. Adapting to a change of working environment also needs to be looked into. Since the start of work from home in mid-March 2020, was there a change of lifestyle? What factors affect their work productivity? An online interview of select English library staff speakers will be conducted.
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Teleoacă Vartolomei, Brîndușa Oana. "Considerations Regarding Work from Home and Telework". Proceedings of the International Conference on Business Excellence 14, n. 1 (1 luglio 2020): 1217–21. http://dx.doi.org/10.2478/picbe-2020-0115.
Testo completoAbstract (sommario):
AbstractIn the current pandemic conditions that have covered the whole world between individual contracts of special type, the contract with work at home has acquired a priority place. Likewise, telework, regulated in Romania since 2018 and considered a new form of work organization, has also proved its effectiveness. In this context, however, it is necessary to identify the advantages and disadvantages of working in the form of work at home or telework and to draw guidelines for future legislative changes in this area.
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Puvaneswary, S. "E-Homemakers: Helping Mothers Work from Home". Gender, Technology and Development 7, n. 1 (marzo 2003): 131–36. http://dx.doi.org/10.1177/097185240300700110.
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Puvaneswary, S. "E-Homemakers: Helping Mothers Work from Home". Gender, Technology and Development 7, n. 1 (gennaio 2003): 131–36. http://dx.doi.org/10.1080/09718524.2003.11910070.
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Crosbie, Tracey, e Jeanne Moore. "Work–life Balance and Working from Home". Social Policy and Society 3, n. 3 (22 giugno 2004): 223–33. http://dx.doi.org/10.1017/s1474746404001733.
Testo completoAbstract (sommario):
In recent years, there has been increasing focus on the question of how to balance work and life commitments in both academic and political debates. Homeworking is one initiative that has been promoted as a way of improving the work–life balance. This paper examines the experience of homeworking drawing on a recently completed ESRC study on homeworkers. Using the data from 45 interviews and 3 focus groups with homeworkers from different socio-economic backgrounds, it explores the question of whether working (or not) from home improves people's capacity to balance their work and life commitments.
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Cameron, Ruth. "Can district nurses work better from home?" Nursing Standard 27, n. 51 (21 agosto 2013): 29. http://dx.doi.org/10.7748/ns2013.08.27.51.29.s36.
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Maria Denisa, VASILESCU, STANILA Larisa, MARIN Erika e MAFTEI Mihaela. "Work-Life Balance when Working from Home". ECONOMIC COMPUTATION AND ECONOMIC CYBERNETICS STUDIES AND RESEARCH 58, n. 1/2024 (25 marzo 2024): 70–86. http://dx.doi.org/10.24818/18423264/58.1.24.05.
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Hafiz, Muhammad. "Work From Home on Employee Performance: Mediation Role by Work Life Balance". Human Resource Management Studies 2, n. 4 (10 novembre 2022): 176–85. http://dx.doi.org/10.24036/hrms.v2i4.136.
Testo completoAbstract (sommario):
The purpose of this research is to (1) identify and analyze the effect of work from home on employee performance (2) determine and analyze the effect of work from home on work life balance (3) identify and analyze the effect of work life balance on employee performance (4) identify and analyze the effect of work from home on employee performance with work life balance as a mediating variable at Bank Mandiri KCP Payakumbuh. The population in this study were employees of Bank Mandiri KCP Payakumbuh totaling 33 employees. The sampling technique used total sampling where the number of samples was the same as the population of 33 people. This data collection uses a questionnaire with a Likert scale and the analytical technique used is the Structural Equation Model with the help of SmartPLS 3.0. The results of this study indicate that: (1) work from home has a positive and insignificant effect on employee performance at Bank Mandiri KCP Payakumbuh (2) work from home has a positive and significant effect on work life balance at Bank Mandiri KCP Payakumbuh (3) work life balance positive and significant effect on employee performance at Bank Mandiri KCP Payakumbuh (4) work from home has a positive and significant effect on employee performance with work life balance as a mediating variable at Bank Mandiri KCP Payakumbuh.
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Yanti, Eka Warmi, e Nury Ariani Wulansari. "The Role Of Work From Home In Improving Work–Life Balance". Jurnal Manajemen Teknologi 21, n. 1 (2022): 101–16. http://dx.doi.org/10.12695/jmt.2022.21.1.7.
Testo completoAbstract (sommario):
Abstract. The purpose of the study was to examine the impact of work from home on work–life balance through work engagement. The population of the study included staff from Badan Pendapatan Pengelolaan Keuangan dan Aset Daerah (BPKAD) of the Jalur Pantura (Blora, Rembang, and Pati). The number of samples was calculated based on the method of maximum likelihood estimation (MLE) proposed by Hair et al., and a total sample of 120 respondents was obtained using the proportional random sampling method. The data were collected through questionnaires. The data analysis method used partial least squares structural equation modeling (PLS-SEM) with the SmartPLS 3.0 test tool. Results show that home-based work has a negative and marginal impact on work–life balance and a positive and significant impact on work engagement. Further, work engagement has a positive and significant impact on work–life balance. Indirect results indicate that work engagement may mediate the effects of work from home on work–life balance. Keywords: Work from Home, Work Engagement, Work–Life Balance, Public Sector, State Civil Apparatus
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Payal Shende et al.,, Payal Shende et al ,. "Employee Preference for Work Environment – A Work From Home Perspective". International Journal of Human Resource Management and Research 11, n. 2 (2021): 13–22. http://dx.doi.org/10.24247/ijhrmrdec20212.
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Lee, Jin, Jia-Hua Lin, Stephen S. Bao e Michelle M. Robertson. "Work from home: Facilitators for an effective ergonomic work system". Applied Ergonomics 118 (luglio 2024): 104276. http://dx.doi.org/10.1016/j.apergo.2024.104276.
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Irawanto, Dodi, Khusnul Novianti e Kenny Roz. "Work from Home: Measuring Satisfaction between Work–Life Balance and Work Stress during the COVID-19 Pandemic in Indonesia". Economies 9, n. 3 (25 giugno 2021): 96. http://dx.doi.org/10.3390/economies9030096.
Testo completoAbstract (sommario):
Coronavirus (COVID-19), which hit in early 2020, changed the way people live and work, and affected industries and organizations all over the world. Many organizations have begun to deliver a new way of working to adapt to these shifts effectively using teleworking or a work from home policy. The purpose of this study was to fill the gaps by investigating several potential predictors of job satisfaction during working from home from the impact of COVID-19 such as work–life balance and work stress. Using a quantitative approach, 472 workers who were forced to work from home all over Indonesia participated, and the responses were analyzed using Smart-PLS software. The study revealed that working from home, work–life balance, and work stress have a significant effect, both directly and indirectly, on job satisfaction. Working from home as a new pace of work can sustain job satisfaction as the current working atmosphere for Indonesian workers. In response to the collectivist setting, working from home can be a positive sign that needs to be paid attention to for the organization.
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Et. al., Dr S. Seethalakshmi ,. "WORK FROM HOME AT IT COMPANIES– THE NEW NORMAL". Turkish Journal of Computer and Mathematics Education (TURCOMAT) 12, n. 4 (11 aprile 2021): 1285–307. http://dx.doi.org/10.17762/turcomat.v12i4.1195.
Testo completoAbstract (sommario):
Work from Home” has become the new normal during theCovid’19 pandemic. The Information Technology giants companies are considering ‘Work from home’ as a permanent solution to the increasing rental costs and overhead costs. Work from home has not affected the productivity of the employees in most cases. IT Employees also stand to benefit in many ways in terms of flexible working, reduced travel, home atmosphere, less pollution etc.
This study was taken up through a survey of 103 IT employees to understand their perception on ‘Work from Home’. The study intends to identify Factors influencing their perception and the Challenges faced by them during work from home.
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Zamani, Nur Fadzilah Muhamad, Madaha Hanafi @. Mohd Ghani, Siti Fatimah Mohamad Radzi, Noor Hanim Rahmat, Nur Syafiqah Abdul Kadar e Aina Athirah Rozman Azram. "A Study of Work from Home Motivation among Employees". International Journal of Asian Social Science 11, n. 8 (23 agosto 2021): 388–98. http://dx.doi.org/10.18488/journal.1.2021.118.388.398.
Testo completoAbstract (sommario):
Many sectors are implementing work from home policy as it is one of the effective ways to avoid physical contact among workers and to control the spread of COVID-19. Amidst the stressful pandemic, working from home poses a different kind of stress among both the employers and employees. Numerous studies have found positive and negative consequences of working from home. With or without the pandemic, working from home has become a new way to work. Some industries cannot function well with their employees working from home. Many are finding ways to make work from home a success. This study explores work from home motivation among 53 employees of different industries. The instrument used is a survey. The survey has 4 sections. Section A has 4 items on demographic profile. Section B has 10 items about availability via flexibility. Section C has 10 items on safety through work-life balance and section D has 10 items on meaningfulness through work performance. Findings reveal interesting motivational influence for employees who work from home.
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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, n. 2 (29 marzo 2023): 421–30. http://dx.doi.org/10.24912/jmbk.v7i2.23366.
Testo completoAbstract (sommario):
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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Aspita, Dian Nanda Putri, e Primasatria Edastama. "The Influence of Work From Home, Workload and Work Environment On Employee Performance". Jurnal Simki Economic 6, n. 1 (21 maggio 2023): 213–23. http://dx.doi.org/10.29407/jse.v6i1.347.
Testo completoAbstract (sommario):
The work from home policy implemented by the company will have an impact on changes in work patterns and performance of its employees. Where in these changes there is a good influence and opposite effect for the company. The purpose of this study is to explore the correlations between work from home, workload and work environment in impacting employee performance. In the sampling process, this research used a non-probability sampling method based on purposive sampling with the determination of the number of samples using the formula from Yamane, so that there were 139 respondents who were sampled in this study. The results of the research explained that working from home give a positive impact on employee performance, workload give a negative impact on employee performance, and employee environment give a positive impact on employee performance. The data analysis method used in this research used multiple linear regression analysis test. Therefore, it hoped that firm management will be able to fully implement work-from-home rules by assigning workloads that are compatible with employee capacity and making sure that the workspaces and tools used by employees when working from home are suitable.
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McKerr, Caoimhe, Rachel M. Chalmers, Kristin Elwin, Heather Ayres, Roberto Vivancos, Sarah J. O’Brien e Robert M. Christley. "Cross-sectional household transmission study of Cryptosporidium shows that C. hominis infections are a key risk factor for spread". BMC Infectious Diseases 22, n. 1 (2 febbraio 2022). http://dx.doi.org/10.1186/s12879-022-07086-y.
Testo completoAbstract (sommario):
Abstract Background Infection with the Cryptosporidium parasite causes over 4000 cases of diagnosed illness (cryptosporidiosis) in England and Wales each year. The incidence of sporadic disease has not been sufficiently established, and how frequently this arises from contact with other infected people is not well documented. This project aimed to explore potential transmission in the home and attempt to identify asymptomatic infections, which might play a role in transmission. Risk factors and characteristics associated with spread of infection in the home were described including any differences between Cryptosporidium species. Methods The study identified cryptosporidiosis cases from North West England and Wales over a year and invited them and their household to take part. Each household was sent a study pack containing study information and a questionnaire, and stool sample kits to provide samples from consenting household members. Cryptosporidium-positive stool samples, identified by immunofluorescence microscopy, were characterised using molecular methods to help describe any patterns of transmission. Characteristics of households with and without additional cases were described, and compared using odds ratios (OR) and a multivariable logistic regression identified independent risk factors for household transmission. Data collection ran for one year, beginning in September 2018 with an initial pilot phase. Results We enrolled 128 index cases and their households. Additional illness occurred in over a quarter of homes, each reporting an average of two additional cases. The majority of these were undiagnosed and unreported to surveillance. This burden was even greater in households where the index case was infected with C. hominis versus C. parvum, or the index case was under five years old, with mums and siblings most at risk of secondary infection. Only having an index case of C. hominis was independently associated with transmission in the multivariable model (OR 4.46; p = 0.01). Conclusions Cryptosporidium was a considerable burden in the home. At-risk homes were those where the index was less than five years old and/or infected with C. hominis. Of particular risk were female caregivers and siblings. Hygiene advice should be specifically directed here. This work provides evidence for humans as sources of C. hominis infection and that person-person is a key pathway. We recommend that all stools submitted for the investigation of gastrointestinal pathogens are tested for Cryptosporidium to better capture cases, inclusion of speciation data in routine surveillance, and the consideration of specific clinical advice on prevention for high-risk homes.
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Mondal, Tapas K., Varun Muddaluru, Ahmad Jaafar, Shikha Gupta-Bhatnagar, Lucas J. Greville e Jan Willem Gorter. "Transition of adolescents with congenital heart disease from pediatric to adult congenital cardiac care: lessons from a retrospective cohort study". Journal of Transition Medicine 2, n. 1 (11 marzo 2020). http://dx.doi.org/10.1515/jtm-2019-0003.
Testo completoAbstract (sommario):
AbstractBackgroundThe transfer from pediatric to adult care is a key milestone for adolescents living with chronic health conditions. Over the past few decades, pediatric cardiac care has witnessed outstanding advancements leading to a dramatic increase in the number of children with congenital heart disease (CHD) surviving into adulthood. Successful transfer from pediatric to adult congenital cardiac care is critical because many adults with CHD require regular long-term cardiac care for optimal health outcomes.ObjectivesThis study aims to (1) determine the rate of successful transfer of adolescents with CHD from pediatric to adult congenital cardiac care at the McMaster University Medical Centre (MUMC), a tertiary care level centre, and (2) to explore available patient- and context-related factors associated with unsuccessful transfer. MUMC includes both the McMaster Children’s Hospital, which offers Pediatric Cardiology services, and Adult Outpatient Services, which offers the Adult Congenital Cardiac Clinic (ACCC).MethodsThis is a retrospective cohort study in which all patients eligible for transfer from pediatric to adult congenital cardiac care from January 2006 to December 2012 were identified from the McMaster Children’s Hospital database. Successful transfer was defined as attendance at the ACCC within 2 years of discharge from Pediatric Cardiology. Patient and context-related variables include gender, severity of the CHD diagnosis, years since pediatric follow-up, and distance from the patient’s home to MUMC. The relationship between patient- and context-related variables available at baseline and unsuccessful transfer was assessed by univariate analysis.ResultsA total of 279 patients were identified, of which, 269 patients (96.4%) were successfully transferred to adult congenital cardiac care. Out of the 10 patients (3.6%) who were lost to follow-up, 8 had mild, 1 had moderate, and 1 had severe CHD. Based on the point estimates expressed as odds ratio (OR), factors that are potentially associated with a higher risk for loss to follow-up were: male gender (OR 1.8, 95% CI 0.5–7.3) and travel distance greater than 200 km to MUMC (OR 7.7, 95% CI 0.7–81.5), while moderate and severe CHD could potentially be a protective factor against loss to follow up when compared to mild CHD (OR 0.2, 95% CI 0–1.1).DiscussionThe medical and administrative practices that may be contributing to the high transfer rate of 96.4% include early and developmentally appropriate discussions, engaging patients and their families in cardiac care, proximity of the pediatric and adult congenital cardiac clinics, and an information pamphlet regarding the transition process, amongst others. Learning from our retrospective study we now work with the patients identified as potential high risk for loss to follow-up to understand and eliminate barriers and to implement sustainable methods that will ensure a successful transition to adult health care for all patients with CHD.
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Homberg, Michael, Laura Lükemann e Anja-Kristin Abendroth. "From ‘home work’ to ‘home office work’?" Work Organisation, Labour & Globalisation 17, n. 1 (2023). http://dx.doi.org/10.13169/workorgalaboglob.17.1.0074.
Testo completoAbstract (sommario):
In contemporary debates, it is regularly overlooked that working from home already has a long history, while the phenomenon of ‘tele(home) working’ has even gained momentum since the 1970s, being increasingly technologically enabled and socially prepared. This article aims to identify the self-perpetuation of work from home by investigating phases, turning points and diverging temporalities of gender- and parenthood-specific discourses and use patterns of tele(home)work in Germany and the United Kingdom from an interdisciplinary perspective, combining historical and comparative social analysis.