Exposure to airborne particulate matter in working from office and working from home employees.

The main aim of this study is to quantitatively evaluate the differences, in terms of exposure to PM (particulate matter), between WFO (working-from-office) and WFH (working-from-home) conditions. Two measurement surveys were performed: a long-term and a short-term campaign, focused on the monitoring of personal exposure to size-fractionated PM in these different working conditions. Results of the long-term campaign show that the WFH subject is exposed to higher (up to 4 times) PM concentration, compared to the WFO subject. Specific activities performed by the subjects impacted their exposure concentrations, even if the most relevant contribution to total exposure was made by desk work. Results of the short-term campaign indicate that the subjects can be divided into two groups: subjects most exposed during the WFH mode (HE_H - Higher_Exposure_Home) and subjects most exposed during the WFO mode (HE_O - Higher_Exposure_Office). HE_H group is exposed to levels of pollutants up to 4 times higher in the domestic than in the office environment, during the moment of desk work. The HE_O group is exposed to higher (double) concentration levels during desk work during the WFO day. Considering the possible growing trend towards remote work it is important to evaluate these "new domestic offices" comprehensively.

Working from home during lockdown: the association between rest breaks and well-being.

One of the challenges with working from home (WFH) is the question of its effect on health and well-being. The impact of home working on health has so far not been studied extensively. We address this gap by investigating the association between internal recovery, operationalised as rest break frequency (low, medium, and high) during the working day, on self-reported musculoskeletal pain, and post-work recovery symptoms in WFH knowledge workers (n = 382). The analysis showed that failing to take frequent breaks was associated with a dose-response increased risk of reporting headaches. For post-work recovery symptoms, failing to take rest breaks throughout the day was associated with an increased risk of reporting psychological fatigue, physical fatigue, and sleep problems, and a decreased risk of psychologically detaching from work and experiencing adequate rest. Our findings emphasise the importance of remote workers taking recovery breaks from work demands in the maintenance of health and well-being.Practitioner Summary: For the foreseeable future, many knowledge workers will be obliged to work from home for at least, some days of the week. It is therefore important for workers to learn to regulate their behaviour, and workers need to be educated about the value of taking regular rest breaks throughout the working day.Abbreviations: ICT: Information and communications technology; MSDs: musculoskeletal disorders; MSPs: Musculoskeletal pain symptoms; OR: Odds ratio; WFH: Working from home; WRRQ: Work-Related Rumination Questionnaire Questionnaire.

'Living at work': COVID-19, remote-working and the spatio-relational reorganisation of professional services in UK universities.

The COVID-19 pandemic has been the source of large-scale disruption to the work practices of university staff, across the UK and globally. This article reports the experiences of n = 4731 professional services staff (PSS) working in UK universities and their experiences of pandemic-related work disruption. It specifically focuses on a transition to remote-working as a consequence of social restrictions and campus closures, presenting both quantitative and qualitative findings that speak to the various spatio-relational impacts of PSS working at distance from university campuses. These survey findings contribute to a new narrative of work organisation in higher education which addresses the potential of remote-working as a means for boundary crossing, social connectedness and trust relationships in universities in the immediate context and strongly anticipated post-pandemic future.

The link between empowering leadership and employees' perceptions of the effectiveness of blended working.

Linked to technological and societal developments, including the COVID-19 pandemic, employees are increasingly being given the opportunity to blend onsite and remote working including flexibility as to when and where they work. Despite the proliferation of such blended working, there is little empirical research on how leaders in organizations can contribute to facilitating its effectiveness. In the present study, we hypothesized that an empowering leadership style would be positively associated with employees' perceptions of the effectiveness of blended working. Additionally, grounded in Self-Determination Theory, we hypothesized that the satisfaction of employees' work-related psychological needs for autonomy and for competence would mediate this relation. Results of a field study (N = 405 employees) using a two-wave panel design supported a cross-lagged effect of empowering leadership on employees' perceptions of the effectiveness of blended working. However, no evidence was found for the hypothesized mediated relations. Our findings could be of value to organizations as they indicate a specific leadership style that is likely to facilitate the effectiveness of blended working.

Remote working and digital transformation during the COVID-19 pandemic: Economic-financial impacts and psychological drivers for employees.

Digital and Information and Communication Technologies (ICTs) and, consequently, remote working have increased since the start of the COVID-19 pandemic. However, workers' economic-financial perception of remote working conditions, such as digital technology and its implementation, has scarcely been researched. Therefore, this study aims to investigate the economic-financial impacts of remote working on labourers. Using a mixed-methods sequential exploratory design, a sample of 976 workers is investigated. This study highlights that the majority of workers experience a negative economic-financial impact due to the additional costs incurred for digital technology and platforms and for utilities as well as the non-payment of overtime and meal vouchers, which are higher than the savings in commuting costs and out-of-pocket expenses. Furthermore, this research emphasizes that psychological-behavioural variables, specifically job satisfaction and technostress, are essential in the choice to continue working remotely after the COVID-19 pandemic. Finally, our results have important theoretical implications related to the existing literature both on the managerial issues connected to digital transformation, with interdisciplinary elements linked to psychological aspects, and on corporate finance topics associated to the economic-financial impacts of remote working.

Chronic migraine in the first COVID-19 lockdown: the impact of sleep, remote working, and other life/psychological changes.

AIMS: The objective of this study was to evaluate the impact of the first Italian COVID-19 lockdown on patients with chronic migraine (CM). MATERIAL AND METHODS: The study was based on an e-mail survey addressed to CM patients of our headache center. The survey evaluated demographic, life style, sleep, psychological, and migraine features during the COVID-19 lockdown period and the month before. The outcomes were migraine impact on daily life and variation in attack frequency, attack duration, migraine pain intensity, migraine symptomatic drugs use per week, and efficacy. RESULTS: Ninety-two patients completed the survey. During the lockdown period, attack frequency was stable in 40,2%, increased in 33,7%, and reduced in 26,1% of patients; attack duration was stable in 55,4%, increased in 23,9%, and reduced in 20,7%. Migraine pain was stable or reduced in 65,2% and increased in 34,8%; number of symptomatic drugs per week was stable in 50%, reduced in 29,3%, and increased in 20,7%; migraine drug efficacy was stable in 73,9%, reduced in 17,4%, and increased in 8,7%. Patients had a HIT-6 score of 64,63 ± 8,81. Significant associations were found with remote working, smoke, education, discontinuation of the therapy performed within headache center, migraine familiarity, sleep, anxiety, perceived stress, concern about future, and COVID-19. CONCLUSION: During the lockdown, approximately half of the patients had a clinical stability, a quarter an improvement, and another quarter a worsening. We identified different migraine-influencing elements; in particular, the remote working could represent an easy way to ameliorate migraineurs' life.

Emerging from emergency pandemic pedagogy: A survey of anatomical educators in the United Kingdom and Ireland.

It is critical that academic opinion of pandemic pedagogy is comprehensively quantified in order to inform future practices. Thus, this study examines how anatomists in the United Kingdom (UK) and Republic of Ireland (ROI) perceive the teaching adaptations made in response to COVID-19, and how these adaptations have impacted their experiences teaching, their online work environment and community. Data was collected via a questionnaire from 24 anatomists across 15 universities in the UK (11) and ROI (4). With regards to teaching, 95.6% of academics have upskilled in new technologies to meet the demands of distance teaching. Academics (95.8%) preferred face-to-face delivery of practical sessions. Most universities (80.0%) reported that practical sessions will continue in a new form that ensures social distancing. However, 50.0% of academics are uncertain if these adaptations will improve student learning. Many anatomists believe that the new adaptations may hinder student-student (66.7%) and student-tutor (45.8%) interactions. Regarding assessment, 52.6% of academics preferred traditional methods to online. Remote online assessment was difficult to protect against collusion, but provided time saving opportunities for academics. Finally, in terms of working environment, 83.3% of academics stated that their workload increased; 54.2% preferred working on site rather than remotely and 79.2% think that staff interactions are better when working on site. These results demonstrate a widespread concern amongst anatomists regarding the pandemic-induced adaptations to teaching, assessment and working environment. However, important opportunities were also identified that could ultimately serve to benefit students and educators alike.

Reimagining e-leadership for reconfigured virtual teams due to Covid-19.

Driven by an unexpected transition into virtual working worldwide as a result of the Coronavirus disease 2019 (Covid-19) pandemic, in this paper, we examine the extent to which existing knowledge from the literature on virtual teams (VTs) spanning two decades can be used to inform how leadership can be exercised in the Covid-19 'new normal', involving 'reconfigured' VTs which have both similarities with, and differences from, earlier VTs. Drawing on existing literature on VTs pre-Covid-19, we explore what current (and future) VTs might look like and what this means for leadership in this new context with an emphasis on how leadership, or e-leadership, can be exercised to help the leaders of traditional, physically collocated teams that had to transition into VTs. These new e-leaders need to come to grips with a variety of new challenges in order to create high-performing and sustainable VTs. Following a semi-systematic, state-of-the-art literature review, we: (a) identify key themes and explain with a theoretical model how existing knowledge can lead to new insights for newly transitioned e-leaders; (b) discuss what future information systems (IS) researchers should focus on given the reconfiguration and new characteristics of VTs in the Covid-19 context; and (c) 'translate' the findings of our synthesis of the existing literature into prescriptive advice that can be used to inform practitioners.

How district nurses can support team wellbeing during the pandemic and beyond.

The COVID-19 pandemic has required rapid adaptation of the community nursing service, including the introduction of online communication platforms to prevent COVID-19 transmission among staff. Remote working has protected the workforce in the community from being decimated through team sickness, but has resulted in nurses who are feeling anxious and isolated from their colleagues while experiencing increased workloads, with complex and often emotionally challenging situations. The pressures of community nursing and the associated impact on sickness absence relating to mental health are well documented. The resources made available to support staff wellbeing were increased during the pandemic, but there remains some disparity of access to these resources. There is much that can be done by the district nurse as a leader of a team to ensure that the pressures are managed in a way that promotes team cohesion and mutual respect, while ensuring that open communication about wellbeing is encouraged.

Internet of Robotic Things in Smart Domains: Applications and Challenges.

With the advent of the Fourth Industrial Revolution, Internet of Things (IoT) and robotic systems are closely cooperating, reshaping their relations and managing to develop new-generation devices. Such disruptive technology corresponds to the backbone of the so-called Industry 4.0. The integration of robotic agents and IoT leads to the concept of the Internet of Robotic Things, in which innovation in digital systems is drawing new possibilities in both industrial and research fields, covering several domains such as manufacturing, agriculture, health, surveillance, and education, to name but a few. In this manuscript, the state-of-the-art of IoRT applications is outlined, aiming to mark their impact on several research fields, and focusing on the main open challenges of the integration of robotic technologies into smart spaces. IoRT technologies and applications are also discussed to underline their influence in everyday life, inducing the need for more research into remote and automated applications.

Normalising the "new normal": Changing tech-driven work practices under pandemic time pressure.

The COVID-19 pandemic has had massive implications for the nature of work and the role technology plays in the workplace. Organisations have been forced into rapid 'big bang' introduction of technology and 'tech-driven' practices in an unprecedented and time pressured manner. In many cases there has been little training or reflection on how the practices and associated technology should be introduced and integrated or adapted to suit the new workplace context. We argue that there is a need for a more reflective 'normalisation' of work practices and the role technology plays. The paper draws on normalisation process theory (NPT) and its underlying components of cohesion, cognitive participation, collective action and reflexive monitoring. As an exemplar, we focus on the changing nature of work and adoption of remote working practices. The paper uses NPT to examine current thinking and approaches and offering some guidelines to inform research and practice.

Association between work from home and health-related productivity loss among Korean employees.

Background: After the coronavirus disease 2019 pandemic, the widespread adoption of working from home, or teleworking, has prompted extensive research regarding its effects on work productivity and the physical and mental health of employees. In this context, our study aimed to investigate the association between working from home and health-related productivity loss (HRPL). Methods: An online survey was conducted with a sample of 1,078 workers. HRPL was estimated by the Work Productivity and Activity Impairment Questionnaire: General Health version. Workers that have been working from home in the last 6 months were categorized into the "work from home" group. Generalized linear models were used to compare the mean difference of HRPL between "work from home" and "commuters" group. Stratified analyses were conducted based on various factors including gender, age, income level, occupation, education level, previous diagnosis of chronic disease, presence of preschool children, living in studio apartment, living alone, commuting time, working hours and regular exercise. Results: The overall HRPL was higher in the "work from home" group than in the "commuters" group with a mean difference of 4.05 (95% confidence interval [CI]: 0.09-8.01). In the stratified analyses, significant differences were observed in workers with chronic diseases (mean difference: 8.23, 95% CI: 0.38-16.09), who do not live alone (mean difference: 4.84, 95% CI: 0.35-9.33), and workers that do not exercise regularly (mean difference: 4.96, 95% CI: 0.12-9.80). Conclusions: Working from home is associated with an increased HRPL in the Korean working population, especially among those with chronic diseases, those who do not live alone, and those who do not exercise regularly.

Stop (to Work) and Go (to Recover) During Mandatory Work From Home: A Three-Wave Study.

During the COVID-19 pandemic, many workers have been forced to work from home. In this situation, the boundaries between work and private life have become particularly blurred, and recovering from work was even more difficult than in traditional times, with negative consequences for workers' health. Among the psychological experiences that might underlie the recovery process, mastery played a crucial role as people sought new stimuli and challenging situations. However, there are few articles that have explored the role of this specific recovery experience, its antecedents, and the health consequences under conditions of work from home. Therefore, in this multiwave study, we aimed to investigate the role of mastery as a mediator between supervisor support and insomnia problems. The study was conducted during the COVID-19 pandemic in Italy and had a three-wave design. A convenience sample of 130 employees (67% women) completed an online questionnaire. Hypotheses were tested using a three-wave autoregressive cross-lagged panel model. According to the results, supervisor support at Time 1 was positively related to mastery at Time 2, which in turn showed a negative association with insomnia at Time 3. The results demonstrated that mastery experiences have played a crucial role during COVID-19 mandatory work from home, which points to some potential implications for workers' health in the adoption of teleworking beyond the emergency situation.

Fear of COVID-19 as a mediator within the impact of presenteeism on social loafing1.

BACKGROUND: The coronavirus disease 2019 (COVID-19) pandemic caused employees to be mentally absent at work and decreased their motivation and effort when they work collaboratively rather than individually due to the fear of transmission. OBJECTIVES: The study aims to test the effect of fear caused by COVID-19 on levels of presenteeism and social loafing from job tasks of employees. METHODS: Data were collected from 522 white-collar and blue-collar workers in Turkey by the snowball sampling method. Before testing the hypotheses, CFA was performed. Reliability analysis was assessed via Cronbach Alpha (FCV-19S = 0.941; PS = 0.713; SLS = 0.974), AVE (FCV-19S = 0.686; PS = 0.524; SLS = 0.725), and CR (FCV-19S = 0.734; PS = 0.722; SLS = 0.856) values. The mediating effect of fear of COVID-19 within the impact on presenteeism on social loafing was evaluated through Process Macro for SPSS. The coefficients for both direct and indirect effects were calculated in the 95% confidence interval using 5,000 bootstrap replicates. RESULTS: The results show that presenteeism has a significant positive impact on social loafing. Fear of COVID-19 has a statistically significant impact on presenteeism and social loafing. Also, fear of COVID-19 partially mediates within the impact of presenteeism on social loafing in the study. CONCLUSION: Organizations should consider employees' views to increase the level of well-being and productivity. A high level of inventiveness from organizations is compulsory to explore which organizational roles and workflow are at least remotely operated during this period.

Feeling Supported as a Remote Worker: The Role of Support from Leaders and Colleagues and Job Satisfaction in Promoting Employees' Work-Life Balance.

Due to the increasing use of remote work, understanding the dynamics of employee support and its implications for job satisfaction and work-life balance is crucial. Utilizing the Conservation of Resources (COR) theory as a theoretical framework, this research investigated how feeling supported by leaders and colleagues at work fosters work-life balance and job satisfaction among remote employees. The study involved 635 remote workers (females = 61%, mean age, 46.7, SD = 11) from various service-based industries and public administration in Italy. Results from the structural equation model showed a total mediating effect of job satisfaction in the link between colleague support and work-life balance (χ2(22) = 68.923, p = 0.00, CFI = 0.973, TLI = 0.955, RMSEA = 0.059 (90% CI = 0.044-0.075, p = 0.158), SRMR = 0.030), emphasizing the role of interpersonal relationships within the workplace in enhancing remote workers' job satisfaction and, consequently, their work-life balance. Contrary to expectations, the study found no significant direct or indirect link between leader support and work-life balance. This research highlights the significance of fostering strong social connections and ensuring employee satisfaction to promote well-being and work-life balance in remote work arrangements.

Cardiac autonomic profile, perceived stress and environmental comfort in healthy employees during remote and in-office work.

Remote work (REMOTE) causes an overlap between working and domestic demands. The study of the cardiac autonomic profile (CAP) by means of heart rate variability (HRV) provides information about the impact of REMOTE on workers' health. The primary aim was to determine whether CAP, self-perceived stress, environmental and workstation comfort are modified during REMOTE. The secondary aim was to explore how these indices are influenced by individual and environmental work-related factors. Fifty healthy office employees alternating REMOTE and in-office (OFFICE) working were enrolled, rated self-perceived stress, environmental and workstation comfort using a visual analogue scale and performed a 24-h electrocardiogram during REMOTE and OFFICE. Stress was lower (5.6 ± 2.2 vs. 6.4 ± 1.8), environmental comfort higher (7.7 ± 1.9 vs. 7.0 ± 1.5), and the workstation comfort poorer (6.2 ± 1.8 vs. 7.5 ± 1.2) during REMOTE. CAP was similar during REMOTE and OFFICE. CAP was influenced by some work-related factors, including the presence of offspring, absence of a dedicated workspace during REMOTE and number of working hours. All these variables determined a decreased vagal modulation. The working setting seems to impact the levels of perceived stress and comfort, but not the CAP. However, individual and environmental work-related factors reduce cardiac vagal modulation during REMOTE, potentially increasing the risk of developing cardiovascular diseases.

A cross-sectional investigation on remote working, loneliness, workplace isolation, well-being and perceived social support in healthcare workers.

BACKGROUND: Following the onset of the COVID-19 pandemic, healthcare trusts began to implement remote working arrangements, with little knowledge of their impact on staff well-being. AIMS: To investigate how remote working of healthcare workers during the pandemic may have been associated with stress, productivity and work satisfaction at that time, and associations between loneliness, workplace isolation, perceived social support and well-being. METHOD: A questionnaire was developed to explore remote working and productivity, stress and work satisfaction during time spent working remotely. Associations between current loneliness, workplace isolation and well-being, and the influence of perceived social support, were explored with perceived social support as a potential moderator. RESULTS: A total of 520 participants responded to the study, of whom 112 were men (21.5%) and 406 were women (78.1%), with an age range of 21-77 years (mean 40.0, s.d. = 12.1). Very few (3.1%) worked remotely before the COVID-19 pandemic, and this had increased significantly (96.9%). Those who worked ≥31 h a week remotely reported higher stress and lower workplace satisfaction at that time, compared with office work, yet also felt more productive. Current loneliness, workplace isolation and perceived social support were cross-sectionally associated with lower current well-being. CONCLUSIONS: Those who worked more hours a week remotely during the pandemic reported increased stress, which may be related to the lack of resources in place to support this change in work.

Working from home, work/life conflict and mental wellbeing in Europe during the COVID-19 pandemic.

BACKGROUND: The COVID-19 pandemic has pushed many employees away from their offices into their homes. During the first wave of the COVID-19 pandemic, in early spring 2020, most countries recommended or required that employees work remotely from home to reduce the spread of infection at workplaces and during travel to and from these workplaces. OBJECTIVE: The main aim of this study was to investigate the relationships between working from home, work/life conflict and mental wellbeing in Europe during the pandemic. METHODS: The study was based on a large-scale, online survey that was conducted during the COVID-19 pandemic three times, in 2020, 2021 and 2022, in 27 EU countries, and included 53 214 respondents that were employed at the time of the study. RESULTS: The results showed that working from home, work-to-life conflict and life-to-work conflict has increased and that mental wellbeing has decreased during the pandemic. Our regression analyses showed that the number of hours worked from home was negatively associated with work-to-life conflict and positively associated with life-to-work conflict. These results indicate that working from home can have both positive and negative consequences for employees' work/life conflict. The regression results showed that hours worked from home, work-to-life conflict and life-to-work conflict were negatively associated with mental wellbeing. CONCLUSION: It is important to consider different work situations for different working life groupings when implementing work-from-home measures. Organizations must consider how work is supervised and help managers understand how to support employees to achieve work-life balance when working remotely.

Study on Psychological Stress Perceived among Employees in an Italian University during Mandatory and Voluntary Remote Working during and after the COVID-19 Pandemic.

OBJECTIVE OF THE STUDY: This cross-sectional study examined the perceived psychological well-being of administrative/technical employees and researchers/lecturers at the University of L'Aquila (Italy) during the COVID-19 pandemic. The study was carried out in two different periods of 2022: April 2022, when remote working was still mandatory, and December 2022, when the pandemic emergency had ended and, in Italy, remote working had become voluntary for two days a week and exclusively for administrative staff. MATERIALS AND METHODS: Perceived psychological well-being was investigated using the GHQ-12 (Global Health Questionnaire, short-form with 12 items), a self-administered questionnaire created on Google Forms and sent via email to all the employees of the University of L'Aquila. Statistical analysis was conducted using means, standard deviations, and frequency tables for the descriptive analysis of socio-demographic data, while the t-test or Wilcoxon test and the Χ2 test were used to verify the statistical difference and association between categorical variables. RESULTS: Overall, 365 employees, including 118 administrative/technical and 247 research/teaching staff, participated in the survey in April 2022 when remote working was mandatory. Among them, 219 (52.8%) were female and 196 (47.2%) were male. In December 2022, 266 employees engaged in voluntary remote working, including 184 (69.2%) women and 82 (30.8%) men, took part in the study. The most represented age group was 50-59 years old (36.3% of study participants). During mandatory remote working, 83.4% of lecturers reported a perceived level of psychological distress ranging from moderate to severe versus 69.5% of technicians. The percentage of self-reported psychological distress was higher among the technicians forced to work from home (n. 118-42.9%) vs. the technicians working from home on a voluntary basis (n. 157-57.1%), with GHQ score being >14 in 65.5% of enforced remote workers vs. 62.3% of voluntary remote workers. During mandatory remote working, there was a significant difference in the GHQ-12 score between administrative and research staff, particularly related to items such as loss of self-confidence, emotional pressures, and diminished productivity. Moreover, from the comparison between the group of administrative staff engaged in mandatory remote working and those in voluntary remote working for specific GHQ-12 items, a statistically significant difference emerged concerning the perception of not being able to overcome difficulties; the GHQ-12 score was higher in the first group. Significant differences in the overall GHQ-12 score were evident between male and female lecturers, as the latter reported higher levels of perceived stress during mandatory remote working. DISCUSSION: The results confirm that remote working could be associated with a better psychological state of administrative university staff, especially in the case of voluntary remote working. During mandatory remote working, a difference was observed between teaching and administrative staff, with higher stress in the first group and among women. Therefore, our sample appears fragmented in the self-assessment of psychological well-being during remote working, possibly due to profound differences in the organization of work activities between lecturers and administrative employees. Additionally, the increased perception of stress by female lecturers compared to males may reflect gender disparities, as women working from home during the pandemic experienced an increased workload including domestic activities. CONCLUSIONS: Remote working is a type of working that has both advantages and disadvantages. An advantage is undoubtedly a better work-life balance; however, the risks of technostress, workaholism, increased sedentary behaviour, and social isolation are negative aspects. This study provides an indicative overview of the psychological state related to remote working in a university setting during the SARS-CoV-2 pandemic. The study might therefore serve as a starting point for further research on the impact of remote working on self-reported psychological well-being, especially in the university environment.