Do working parents in the United States expect work location to impact job and family satisfaction in the post-pandemic period? Evidence from a survey experiment.

The pandemic response allowed many parents in the United States and globally to work remotely for the first time ever which, for many, continued into the recovery. It is unclear whether, after a period when a large segment of the United States labor force worked remotely, remote work is viewed favorably or unfavorably among employed parents. We present results from a survey experiment assessing whether employed parents in the United States perceive that remote work will impact a hypothetical employed parents' job and family satisfaction and, critically, whether perceptions of work-family conflict and anticipated job rewards mediate this relationship. We find that respondents who are also employed parents perceive that hypothetical employed parents who access remote work will report lower job satisfaction and higher family satisfaction. Perceptions of work-family conflict do not mediate this association. Rather, we find that job rewards (e.g., pay, promotion, etc.) fully mediate the relationship between remote work and perceived job satisfaction. Ultimately, this indicates that employed parents perceive that remote work will bring workers like them less pay and thus lower job satisfaction but greater family satisfaction. This extends arguments about remote work in the light of the conceptualization of a flexibility stigma and a flexibility paradox. Implications for practice and theory are discussed.

A home environment-moderated model of the influence of ergonomics on individual work performance among Filipino nurse educators working from home during the COVID-19 pandemic: An interaction moderation analysis using structural equation model.

AIM: To determine the influence of ergonomics on individual work performance of nurse educators working at home during the COVID-19 pandemic and to develop a model of the moderating effect of home environment. DESIGN: Cross-sectional, predictive-correlational design. METHODS: Utilizing interaction moderation and structural equation modeling, 214 consecutively-selected educators from nursing schools in the Greater Manila Area, Philippines completed a four-part online survey. RESULTS: Physical, cognitive, and organizational ergonomics positively influenced individual work performance. Home environment had a linear, positive moderation on the effects of physical and cognitive ergonomics on individual work performance but had a negative moderating effect with organizational ergonomics. CONCLUSION: The moderated model underscored the positive effects of ergonomics and the moderating effect of home environment on the individual work performance of nurse educators working at home during the COVID-19 pandemic, and this knowledge can be used in developing appropriate programs, strategies, and policies. IMPACT: The moderated model highlights the need for policies and programs, training and education, and organizational evaluation geared towards promoting healthy workplace and work-life balance among nurse educators transitioning to remote work and online teaching. PATIENT OR PUBLIC CONTRIBUTION: Eligible participants contributed in the data collection with the survey responses.

The remote work of child protection professionals during COVID-19: A scoping review and thematic analysis.

BACKGROUND: The COVID-19 pandemic created new challenges and barriers for the work of child protection professionals (CPPs) and intensified existing hardships for families and children, increasing the risk of child maltreatment. As new restrictions and precautions were implemented by governments worldwide to stop the virus from spreading, CPPs had to adapt to a new reality of working remotely. However, limited research has investigated how remote work impacted CPPs and child protection work and how CPPs handled this alternative work style. OBJECTIVE: This review aims to address gaps in the research to reveal the creative and effective approaches CPPs developed to overcome the challenges presented by COVID-19, defined as the 'positive legacy' of CPPs, particularly in adapting to remote work challenges. METHOD: This review was conducted using a scoping review, followed by two rounds of thematic analysis. The scoping review was conducted in six languages: Hebrew, Arabic, French, Portuguese, Spanish, and English. RESULTS: The first round of thematic analysis found 18 articles relevant to this review. The second round extracted two main themes: 1) the challenges of remote work and 2) overcoming the challenges of no contact. CONCLUSIONS: The findings of this review may be used to inform future strategies for child protection during a pandemic. They also provide an opportunity to rethink the relationship child protection work has with technology to systematically reform current and future protection policies and practices, including outside of a pandemic.

[Ergonomics and organization of remote work - health aspect and recommendations for home office organization]. / Ergonomia i organizacja pracy zdalnej ­ aspekt zdrowotny i zalecenia dotyczace organizacji biura domowego.

Analyses of the economic activity of the Polish population indicate that in 2023, about 7% of all employees performed, usually or sometimes, their work in the form of remote work. The purpose of this publication is to analyze the impact of working with screen-monitor devices on computer vision syndromes, musculoskeletal disorders, circadian rhythm, and to identify recommendations for the proper organization of the home office. A narrative review of the existing literature on the impact of work with the use of devices equipped with screen monitors on the health of employees was performed, as well as recommendations in the above-mentioned area were presented. The most important factors determining the load on the visual organs and musculoskeletal system and affecting the overall health and well-being of employees during remote work are the proper arrangement of the workstation (in accordance with ergonomic principles) and the organization of work (limiting the time spent working at the computer/laptop, systematic active breaks) and healthy sleep habits. It is crucial that both employers, occupational health professionals and employees themselves are aware of the importance to their health of correct preparation of the home office, and have adequate knowledge in this regard. Med Pr Work Health Saf. 2024;75(1):69-80.

Evaluation of a remote hybrid staffing model for investigational drug service pharmacists.

DISCLAIMER: In an effort to expedite the publication of articles, AJHP is posting manuscripts online as soon as possible after acceptance. Accepted manuscripts have been peer-reviewed and copyedited, but are posted online before technical formatting and author proofing. These manuscripts are not the final version of record and will be replaced with the final article (formatted per AJHP style and proofed by the authors) at a later time. PURPOSE: This project compared the time to complete investigational prescription drug order verification by investigational drug service (IDS) pharmacists in an onsite vs offsite (hybrid) staffing model, evaluating the impact of remote work on verification time. METHODS: Parenteral IDS drug orders from August 2019 through June 2022 were analyzed. Electronic medical records were timestamped for each order, first verification, second verification, and medication administration. The project was divided into four 6-month time periods to allow for 2 independent comparisons of onsite vs hybrid staffing models. A survey was given retrospectively to IDS pharmacists for the last hybrid timeframe to assess work satisfaction and burnout. RESULTS: A total of 4,398 orders were evaluated. The time from order entry to first verification was 14 minutes (n = 1,248) during the first onsite time period compared to 13 minutes (n = 1,042) during the first hybrid period (P = 0.003). The time for order verification was similar between the second onsite and hybrid periods (12 minutes [n = 1,041] vs 10 minutes [n= 1,067], respectively; P < 0.0001). The staff satisfaction survey for the hybrid model showed high levels of job satisfaction and no self-reported burnout. CONCLUSION: The remote hybrid staffing model did not result in a meaningful change in the time from order placement to medication administration within the IDS pharmacy. Hybrid staffing also resulted in greater job satisfaction among IDS pharmacists. This study highlights the benefits of implementing remote work practices in the pharmacy practice setting.

"The magic triangle between bed, office, couch": a qualitative exploration of job demands, resources, coping, and the role of leadership in remote work during the COVID-19 pandemic.

BACKGROUND: The COVID-19 pandemic has necessitated many employees to work from home with immediate effect for several months, regardless of their workplace preference or situation at home. Against this backdrop, this study explores perceived job demands and resources as well as the role of leadership and coping strategies of employees and managers with little or no prior experience with working from home in the altered work environment. METHODS: Based on the job demands-resources model, we developed an interview guide and conducted thirty-four semi-structured interviews. The interviews were transcribed and analyzed deductively-inductively using qualitative content analysis. RESULTS: Experienced job demands include, e.g., challenging, insufficient digital communication, and lack of social exchange, while greater flexibility and work-life balance were identified as valuable resources. Regarding the role of leadership, signaling trust, keeping regular contact, and supporting employees are important. To cope with the unforeseen yet persistent work situation, participants applied creative strategies by setting up offices at home with what they had at disposal. Differences were observed between employee and managerial perceptions as well as over time during the pandemic. CONCLUSIONS: The results expand our knowledge about healthy remote work by adding specific demands, resources, and coping strategies employees and managers experienced during the extreme situation of the COVID-19 pandemic to the picture as well as specifying the role of leadership. Moreover, our findings provide a foundation for guidelines for healthy remote work design and collaboration in times of abrupt change and crises.

Home-based work and childbearing.

We examine the timely yet greatly under-researched interplay between home-based work (HBW) and women's birth transitions. Past research has shown that HBW may facilitate and/or jeopardize work-family balance, depending on the worker's family and work circumstances. Following that research, we develop here a theoretical framework on how HBW can facilitate or hinder fertility. Using the UK Household Longitudinal Study 2009-19 and random-effects cloglog regression, we study the link between HBW and first- and second-birth risks. We find that HBW is negatively associated with the transition to motherhood and unrelated to the progression to a second child. We also show that HBW helps to enable women to have children if they would otherwise face a long commute. All in all, our findings do not support the idea that the spread of HBW will lead to an immediate increase in fertility.

Long COVID Prevalence, Disability, and Accommodations: Analysis Across Demographic Groups.

PURPOSE: This paper examines the prevalence of long COVID across different demographic groups in the US and the extent to which workers with impairments associated with long COVID have engaged in pandemic-related remote work. METHODS: We use the US Household Pulse Survey to evaluate the proportion of all adults who self-reported to (1) have had long COVID, and (2) have activity limitations due to long COVID. We also use data from the US Current Population Survey to estimate linear probability regressions for the likelihood of pandemic-related remote work among workers with and without disabilities. RESULTS: Findings indicate that women, Hispanic people, sexual and gender minorities, individuals without 4-year college degrees, and people with preexisting disabilities are more likely to have long COVID and to have activity limitations from long COVID. Remote work is a reasonable arrangement for people with such activity limitations and may be an unintentional accommodation for some people who have undisclosed disabilities. However, this study shows that people with disabilities were less likely than people without disabilities to perform pandemic-related remote work. CONCLUSION: The data suggest this disparity persists because people with disabilities are clustered in jobs that are not amenable to remote work. Employers need to consider other accommodations, especially shorter workdays and flexible scheduling, to hire and retain employees who are struggling with the impacts of long COVID.

Distribution of sleep components while working remotely.

OBJECTIVES: The circadian system is the main regulator of almost all human physiological processes. The aim of this study was to assess sleep in the working population, in relation to the share of remote working. MATERIAL AND METHODS: An online survey was conducted among students and staff representing 3 universities in Lódz, Poland (N = 1209). The participants were divided into 3 groups according to the percentage of time they worked remotely. Group I consisted of respondents performing tasks remotely for ≤45% of their working time; group II included respondents performing their duties remotely for >45-75% of their working time, and group III included those working >75% of their time remotely. RESULTS: performing their duties remotely for >45-75% of their working time, and group III included those working >75% of their time remotely. Results: In the study, the authors found the association between the length of time spent on a computer, the percentage of time working remotely, and the occurrence of physical symptoms and the prevalence of sleep disorders. The most significant difference between working days and days off in terms of the mid-point of sleep (1.5 h) was observed in group I, where there was the greatest variability in the form of work performance. The participants who worked most of their time remotely (group III) shifted their bedtime to midnight, both on working days and on days off. CONCLUSIONS: The study highlights that increased remote computer use leads to a shift in sleeping patterns towards midnight. The participants with later midpoint of sleep hours were found to have a higher incidence of sleep disorders. The prevalence of sleep disorders was significantly impacted by prolonged mobile phone use before bedtime and long hours of computer use. Thus, limiting both the time spent in front of a computer and the use of mobile phones before bedtime is recommended. Int J Occup Med Environ Health. 2024;37(1):34-44.

Organizational and occupational health issues with working remotely during the pandemic: a scoping review of remote work and health.

BACKGROUND: Stay-at-home orders during the COVID-19 global pandemic created unprecedented challenges for workers whose work was transferred to the home setting. Little is presently known about the benefits and the challenges associated with global remote work on well-being and mental health, work-life balance, job satisfaction, productivity, home office adaptability, and gender equality. METHODS: A scoping review of PubMed/Medline was undertaken in October 2021 to better understand these broad dimensions associated with remote worker health, well-being, and the home office workspace. The review focused on white-collar workers who undertook remote work during each of the lockdown waves from March 2020 to 2021. RESULTS: A total of 62 studies were included in the review, which spanned Asia, North America, South America, and Europe. Overall, workers seemed to enjoy remote work, but productivity varied. The main setbacks associated with remote work included feelings of isolation and loneliness, which negatively influenced well-being. Social support from management and contact with colleagues mitigated this. Leadership style also influenced remote worker well-being. Overall, women suffered from lower levels of remote work well-being and productivity, especially if they had children. The home office and its adaptability were integral for successful remote work. Work-life balance was affected in some workers who struggled with heavier workloads or family duties. CONCLUSIONS: To promote well-being and successful remote work, isolation and loneliness should be reduced through greater contact with colleagues and managers. Managers should promote family friendly policies that may support work-life balance and reduce gender inequities in remote work.

Opinions on Remote and in-Person Breast Imaging Work: Survey Results from the Society of Breast Imaging.

OBJECTIVE: The coronavirus disease 2019 pandemic accelerated trends in remote radiology work. We evaluated the opinions of Society of Breast Imaging (SBI) members regarding remote and in-person breast imaging work. METHODS: An institutional review board-exempt anonymous survey was distributed to SBI members. Survey questions included demographics and opinions on remote and in-person work. RESULTS: The response rate was 12% (307/2561). Overall, 79% of respondents preferred hybrid work, 16% preferred in-person work, and 5% preferred fully remote work. Only 34% of respondents had remote work in current practice. Screening mammograms (97%) and breast MRI (92%) were deemed most suitable for remote work. Most respondents believed barriers for remote work were inability to perform US (80%) and high monitor price (78%). Seventy-six percent of respondents believed remote work improves work-life balance and reduces burnout. Work model preferences were significantly associated with gender (P = .048) and perceived work-related impacts (P <.001). Women were more likely to prefer hybrid work than men (82% vs 73%). Compared to those who preferred in-person work, respondents who preferred hybrid work were more likely to believe remote work improves efficiency (89% vs 3%) and reduces burnout (88% vs 6%) while not negatively affecting career growth (88% vs 3%) or communication (87% vs 4%). CONCLUSION: Hybrid work is the preferred model among SBI survey respondents. However, a minority have the option for remote work in current practice. Perceived benefits of remote work are efficiency and reduced burnout among breast imaging radiologists while not negatively affecting career growth or communication.

Examining generational differences as a moderator of extreme-context perception and its impact on work alienation organizational outcomes: Implications for the workplace and remote work transformation.

There is no doubt that extreme contexts (e.g., war zones and pandemics) represent substantial disruptions that force many companies to rethink the way they do business. With so much of the workforce now working remotely and concerns about resulting work alienation, we must ask this question: How can this be translated into the generational divide in workplaces based in extreme contexts? Using COVID-19 as an example trigger of extreme-context experience, therefore, we investigate generation as a moderator of the effects of extreme-context perception upon anxiety leading to alienation with subsequent behavioral outcomes on job insecurity, job satisfaction, and organizational citizenship behavior (OCB). A time-lagged survey procedure yielded 219 valid responses from a three-generation sample of employees working in multiple service organizations. The data were analyzed using partial least squares structural equation modeling (PLS-SEM). Our analysis suggested that intense extreme-context perception led to elevated anxiety and alienation, which, in turn, heightened job insecurity and worsened job satisfaction and OCB outcomes. Finally, during the experience of extreme-context times, generation was found to moderate our model, such that both Generation Y and Generation Z experienced higher anxiety due to extreme-context perception and hence higher job insecurity due to alienation compared with Generation X respondents. Our results endorse the criticality of implementing agile and generationally non-sectarian management for effectively functioning generationally diverse workforces in pandemic times.

"It's Like Being a Parent at Work": Antiviolence Frontline Work, Boundaries, and Intimacy During COVID-19.

COVID-19 profoundly shaped how service providers in the antiviolence sector interact with clients, coworkers, and community stakeholders. In addition to stressors inherent in antiviolence work, service providers negotiated new, challenging social distancing and remote communication strategies. In this paper, we analyze interviews with 23 antiviolence workers in the US Great Plains region, focusing on participants' descriptions of workplace boundaries and intimacy. We demonstrate how COVID-19 both expanded and contracted public/private boundaries and formal/informal connections in antiviolence workers' daily experiences. Pandemic conditions revealed the pressing need for frontline workers to exercise discretion over levels of intimate engagement with coworkers and clients.

Does working style affect the occupational balance and life satisfaction of office workers in Turkey? A comparison study.

BACKGROUND: The coronavirus outbreak (COVID-19) has caused various effects, changing people's lives and work styles. During this period, workplaces decided to work remotely, so people spent more time at home. Therefore, workers' personal and work lives were negatively affected. OBJECTIVE: This study planned to compare traditional and remote office workers' occupational balance and life satisfaction in Turkey during COVID-19. METHODS: Google Survey was used for data collection. Three hundred office workers (18-65 years old) from Turkey participated in the study. The occupational balance and life satisfaction levels of participants were assessed using the Occupational Balance Questionnaire (QB-Quest) and Personal Well-being Index-Adult (PWI-A). RESULTS: Data collected were analyzed statistically by the Independent Sample t-test. It was found that the remote office workers had lower levels of occupational balance (p = 0.02; r = -3.317) and life satisfaction (p = 0.01; r = -2.199) compared to the traditional office workers. CONCLUSION: Remote office workers were found to have lower occupational balance and life satisfaction than traditional office workers. In this period, when the way of working changes like COVID-19, it is crucial to determine office workers' occupational balance and life satisfaction and take precautions for their job performance and satisfaction.

Job Satisfaction in Remote Work: The Role of Positive Spillover from Work to Family and Work-Life Balance.

The objective of this research is to propose and validate a theoretical model that explains job satisfaction in remote work influenced by family-supportive supervisory behaviors (FSSBs) and, in addition, to evaluate the mediating role of work-to-family positive spillover (WFPS) and work-life balance (WLB) in this influence. A non-experimental cross-sectional study was conducted using a self-administered survey to a sample of 396 teleworkers in Lima, Peru. The hypothesized model was analyzed using PLS-SEM based structural equation modeling. The results show that FSSB has a direct effect on both job satisfaction in remote work and WFPS and WLB. In addition, it shows that WFPS and WLB have positive effects on job satisfaction in remote work. Also, the results show that WFPS and WLB have a mediating role in the influence of FSSB on job satisfaction in remote work. In conclusion, this study highlights the importance of supervisor behavior, positive work-to-family spillover, and work-life balance in remote workers' job satisfaction. It is suggested that companies adopt policies and practices that encourage work-life balance as well as a favorable supervisory environment.

Working from home for good? Lessons learned from the COVID-19 pandemic and what this means for the future of work.

In the wake of the COVID-19 pandemic, more firms than ever before have enabled their employees to work from home. Based on a representative firm survey in Germany, surveying 2.000 firms per month throughout the course of the pandemic (October 2020 until June 2022), this paper provides suggestive evidence concerning the effects of working from home (WFH) at different points in time during the pandemic and discusses implications for the future of work. We assess the potential of WFH in Germany to be 25-30% of private-sector employees. On the firm side, we find that higher WFH use is positively related to business success during the crisis, with increased employee productivity and employees working more hours when remote being possible mechanisms. Larger firms in particular are open towards expanding their WFH offerings in the future. During the pandemic, firms have experienced that WFH has worked well in many respects (e.g., productivity of employees, quality of work performed) and, for the future, they are willing to facilitate WFH in order to give their employees more flexibility, and to be considered an attractive employer. However, working on site brings advantages (e.g., communication, cooperation and onboarding of new employees) firms will not want to sacrifice, pointing towards a hybrid model of work.

Work out of office: how and when does employees' self-control influence their remote work effectiveness?

Introduction: The purpose of this study is to understand the positive effects of employees' self-control on their self-efficacy and work effectiveness in the context of remote work, as well as social support (organizational support, interaction with supervisors, and family support) moderating role on such positive effects. Methods: Based on social cognitive theory, this study collects two-phase data with a sample of 240 remote workers. Results: The results show that employees' self-control positively influences their remote work self-efficacy, which in turn positively increases their remote work effectiveness. Moreover, perceived organizational support, interaction with supervisors, and family support strengthen the effect of self-control on remote work self-efficacy. Discussion: First, this study explores the mechanism of self-control on remote work effectiveness, highlights the importance of self-control in remote work, and provides guidance for employees to improve remote work effectiveness. Second, this study discusses the mediating role of remote work self-efficacy between self-control and remote work effectiveness and reveals the psychological mechanism of employees' self-control in remote work. Finally, this study comprehensively considers three types of support from work and family and analyzes the interaction between internal control and external support on remote work self-efficacy, which provides suggestions for enhancing employees' confidence in remote work.

Effects of chest movements while sitting on Navon task performance and stress levels.

Background: This study explored physical activity during remote work, most of which takes place while sitting in front of a computer. The purpose of Experiment 1 was to develop a classification for body motion by creating a neural net that can distinguish among several kinds of chest movement. Experiment 2 examined the effects of chest movements on stress and performance on the Navon test to validate the model developed in Experiment 1. Method and results: The procedures for this study were as follows.Experiment 1: Creation of the body movement classification model and preliminary experiment for Experiment 2.Data from five participants were used to construct a machine-learning categorization model. The other three participants participated in a pilot study for Experiment 2.Experiment 2: Model validation and confirmation of stress measurement validity.We recruited 34 new participants to test the validity of the model developed in Experiment 1. We asked 10 of the 34 participants to retake the stress measurement since the results of the stress assessment were unreliable.Using LSTM models, we classified six categories of chest movement in Experiment 1: walking, standing up and sitting down, sitting still, rotating, swinging, and rocking. The LSTM models yielded an accuracy rate of 83.8%. Experiment 2 tested the LSTM model and found that Navon task performance correlated with swinging chest movement. Due to the limited reliability of the stress measurement results, we were unable to draw a conclusion regarding the effects of body movements on stress. In terms of cognitive performance, swinging of the chest reduced RT and increased accuracy on the Navon task (ß = .015 [-.003,.054], R2 = .31). Conclusions: LSTM classification successfully distinguished subtle movements of the chest; however, only swinging was related to cognitive performance. Chest movements reduced the reaction time, improving cognitive performance. However, the stress measurements were not stable; thus, we were unable to draw a clear conclusion about the relationship between body movement and stress. The results indicated that swinging of the chest improved reaction times in the Navon task, while sitting still was not related to cognitive performance or stress. The present article discusses how to collect sensor data and analyze it using machine-learning methods as well as the future applicability of measuring physical activity during remote work.

The great pretenders? Individuals' responses to threats to their remote worker identities.

Introduction: This study aims to understand (a) how remote workers respond to threats to their identity and (b) the conditions in which each coping response tends to occur more frequently. Methods: To this end, we pursued a grounded theory approach, conducting interviews with 71 individuals who chose to work remotely. Results: Our model and theoretical propositions create insights into how remote workers respond to negative stigma from a range of origins. While some responses lead to restructuring the remote workers' identity (identity restructuring responses), others involve keeping the enactment of such identity (identity-preserving responses) or maintaining a paradoxical relationship between restructuring and preserving the identity (paradoxical identity work responses). We also theorise on the conditions under which each response is more likely to occur. Discussion: We expand the predominant focus on the meso and macro aspects of this type of work to the micro-interactions in which these individuals engage, thus highlighting how identity is made, performed, created, and enacted, within specific boundary conditions. In addition, by reflecting upon remote workers' identity threats in light of the wider macro context. We also explore the conditions under which specific kinds of responses tend to emerge.

The ongoing impact of the COVID-19 pandemic on physical activity and screen time among Canadian adults.

Background: Canadian and international research has shown that the COVID-19 pandemic led to changes in health behaviours, including participation in physical activity and screen time. Methods: The Canadian Community Health Survey asks Canadian adults (aged 18 to 64 years) and older adults (aged 65 and older) to report the time they spend active by domain: recreation, transportation, and household and/or occupation. Survey respondents are also asked to report their screen time on days they worked and days they did not work. The present analysis compares the physical activity from four cross-sectional samples collected during 2018 (n=50,093), January to mid-March 2020 (n=13,933), September to December 2020 (n=25,661) and January 2021 to February 2022 (n=45,742). Screen time is compared between 2018 and 2021. Sub-annual analyses examine how physical activity and screen time varied within and between years. Results: The percentage of 18- to 64-year-old women meeting the physical activity recommendation did not change from 2018 (54.3%) to 2021 (55.1%), while a slight decrease was observed among men (63.0% in 2018 to 59.8% in 2021). The percentage of adults aged 65 years and older meeting the recommendation increased from 2018 to 2021 among both men (40.7% to 43.8%) and women (33.4% to 36.9%). Total physical activity decreased by 17.5 minutes per week among 18- to 64-year-old men and increased by 8.4 minutes per week among 18- to 64-year-old women. Men and women aged 65 and older increased their total physical activity by about 30 minutes per week from 2018 to 2021. The percentage of 18- to 64-year-old adults in the lowest screen time category decreased from 53.9% in 2018 to 45.0% in 2021 on work days and from 37.8% in 2018 to 28.0% in 2021 on non-work days. The percentage of adults aged 65 and older in the lowest screen time category decreased from 49.4% in 2018 to 37.8% in 2021 on work days and from 29.4% in 2018 to 21.5% in 2021 on non-work days. Interpretation: Physical activity among men aged 18 to 64 years decreased from 2018 to 2021, while women of this age group maintained their physical activity. Older adults increased their physical activity from 2018 to 2021. Many Canadian adults shifted from the lowest screen time category (two hours or less per day) to the highest screen time category (four hours or more per day) during the 2020 and 2021 pandemic years. It is unknown whether the short-term impact of the COVID-19 pandemic on physical activity and screen time will persist over time. Ongoing surveillance of the longer-term impacts of the pandemic on the health behaviours of Canadians is important.