2022
Abstract
Businesses and academia alike agree upon the significant influence of digitalization on the business world. Hence, digital transformation is a very topical issue. While researchers underline that the movement toward digitalization is a challenge influencing various dimensions, studies to date have largely focused on the technological and organizational aspects of digitalization. Consequently, there is a gap in digital transformation concerning the role of human resources and employee competency. This paper adopts a human-centered view of digitalization at the intersection of digital and human transformation. Drawing on design science research (DSR), we developed a framework as an artifact that takes into account individual employee competency related to an organization’s level of digital transformation. As suggested by DSR, the framework was developed in iterations and refined after evaluation by various domain experts in academia and business. The final framework illustrates the interplay between the individual and organizational levels; in particular, employees’ transformation competency (intrapreneurial and digital competencies) driving digital transformation. Our findings suggest that the development of intrapreneurial competencies is dynamic. Based on an intrapreneurial journey, employee competencies function as triggers to reach the next level of digital transformation. As such, employee competency is crucial in enabling an organization’s transformation toward digitalization.
Keywords: Digitalization, Digital transformation, Intrapreneurship, Employee competency
Abstract
The measures against the coronavirus disease (COVID-19) pandemic, such as lockdown, pose a major challenge to those who manage work and caregiving demands. Drawing on social cognitive theory, which emphasizes the critical role of self-referent thought and human agency in overcoming obstacles and striving toward goals, the present longitudinal study (prepandemic, during lockdown, and postlockdown) investigated work–family balance self-efficacy (WFBSE) and work–family balance (WFB) among working informal caregivers of older adults (i.e., those who manage paid work and informal eldercare) during the COVID-19 pandemic.
Keywords: Lockdown, Informal caregivers of older adults, Work demands, Caregiving demands, Difficulties to use technology
Abstract
The use of variable work schedules (VWS)—altering the number and timing of employees’ work hours on a daily or weekly basis—is an increasingly common human resource (HR) practice designed to increase staffing flexibility. Little research, however, has examined whether and how the use of VWS affects an organization’s turnover rates and/or financial performance at the unit level. Despite the common assumption that their use helps firms achieve higher performance by matching the supply of labor to demand fluctuations—especially during a crisis such as coronavirus disease (COVID-19)—this study demonstrates otherwise.
Keywords: COVID-19, Variable work schedules, Staffing flexibility, Unit-level turnover, Organizational performance
Abstract
The coronavirus disease (COVID-19) pandemic has brought about enormous changes to all aspects of academic life. The COVID-19 pandemic has had a considerable negative impact on the self-reported well-being and work productivity of Canadian academics, and even more so among parents of young children. Mothers of young children may be particularly in need of additional support.
Keywords: Academia, Mental Health, Work satisfaction, COVID-19 pandemic, Gender differences
Abstract
Given the chronic stress that families experienced during the Coronavirus disease (COVID-19) pandemic accompanied by school closures, many parents were vulnerable to parental burnout as they supervised their children’s remote learning in addition to other roles. Findings highlight that even during a global pandemic, parents showed some levels of optimal motivation to support their children’s remote learning. Results also highlight the importance of meeting parents’ basic needs in order for them to support the developmental and learning needs of their children.
Keywords: Parental burnout, Parental involvement, COVID-19, Pandemic, Homeschooling, COVID learning
Abstract
Today’s hiring and workplace communications are increasingly occurring in the digital space, a trend accelerated by the coronavirus disease (COVID-19) pandemic. In two preregistered experiments and an internal meta-analysis, we test the subjective and objective impact of two digital channels—video and synchronous text—that are popularly used in today’s workplace contexts.
Keywords: Digital medium, Negotiations, COVID-19, Technology-mediated interactions
Abstract
Background: Digital transformation is by itself a fragmented area, due to different perspectives encountered in the literature. The research problem addressed in this paper is a general lack of consent on the content of digital transformation and the lack of a comprehensive framework for implementing digital transformation initiatives.
Purpose: The aim of this paper is to identify distinct key activities of digital transformation through a systematic literature review, and in doing so contribute to defining the scope of digital transformation and the structure of digital transformation as a process.
Study design/methodology/approach: This research was conducted by means of a systematic literature review, with the aim to ascertain the general structure of the digital transformation process through identification of its key activities.
Finding/conclusions: A total of 19 items were identified as activities of digital transformation, which were subsequently distributed among the 6 distinct stages of the digital transformation process, in an effort to advance the understanding of the notion and the scope of digital transformation through clarification of its content.
Limitations/future research: The results of this research should be instrumental for the future research aimed towards developing generic, universal guidelines for companies seeking to embark on digital business transformation journeys.
Keywords: Digital business transformation, Digital transformation process, Key activities
Abstract
Coronavirus disease (COVID-19) pandemic is an unprecedented challenging time for parents and adolescents. The present study examines the role of parent work–life conflict on adolescent adjustment (i.e., academic engagement and mental health) and family processes (i.e., parental mental health and parenting) as potential mediators for this association. Results indicated that many parents (24.6%) experienced work–life conflicts amid the COVID-19 pandemic.
Keywords: Covitality, COVID-19, Work-life conflict, Mental Health, Academic Engagement
2021
Abstract
The COVID-19 pandemic has disrupted normal life and has resulted in considerable stress. One important reason for reduced well-being is rumination about COVID-19. This study used proactivity theory to propose that playful work design (i.e., the process through which employees proactively create conditions within work activities that foster enjoyment and challenge) may buffer the impact of rumination on employee well-being. These findings suggest that employees may use playful work design to deal with ruminative thoughts about COVID-19.
Keywords: COVID-19, Employee well-being, Playful work design, Proactive behavior, Rumination
Abstract
In response to the Coronavirus disease 2019 (COVID-19) global health pandemic, many employees transitioned to remote work, which included remote meetings. With this sudden shift, workers and the media began discussing videoconference fatigue, a potentially new phenomenon of feeling tired and exhausted attributed to a videoconference. In the present study, we examine the nature of videoconference fatigue, when this phenomenon occurs, and what videoconference characteristics are associated with fatigue using a mixed-methods approach. Thematic analysis of qualitative responses indicates that videoconference fatigue exists, often in near temporal proximity to the videoconference, and is affected by various videoconference characteristics.
Keywords: Fatigue, Work meeting, Videoconference, COVID-19, Remote work
Abstract
The Coronavirus Disease 2019 (COVID-19) crisis has resulted in unimaginable loss of life coupled with the loss of livelihoods for millions of people across the globe. In this article, we discuss the unique challenges of this crisis with a particular focus on how the pandemic has led to intersecting losses that have been exacerbated by ongoing social marginalization and inequities. An integrative treatment model informed by psychology of loss theories is presented for understanding the intersecting losses evoked by the pandemic—including the loss of work and financial security, relationships and collective rituals, routines and work-life boundaries, and physical and psychological health.
Keywords: Loss, Unemployment, COVID-19, Integrative interventions, Psychological trauma
Abstract
The type of skills data available is closely tied to forecasting approaches that can be used. For example, a taxonomy of skills linked to occupations requires first forecasting employment growth by occupation and then mapping to skills.
Forecasting future skills shortages would also require skills supply data. Although such information does exist (e.g. PIACC), it tends to be collected in specific ways that can limit the ability to compare the supply and demand of skills.
Online job posting data contain skills information (and other work requirements) that has yet to be fully leveraged for skills demand forecasting. This data source is particularly promising but comes with some limitations in terms of quality and reliability.
Keyword: Learning potential and capabilities
Abstract
This exploratory study examines the various positive effects resulting from the COVID-19 pandemic lockdown in Québec. A small section presents the views of working people, where it is possible to see some of the benefits brought to the workplace due to the pandemic.
Read the full article (in French only)
Keywords: COVID-19, Positive side effects, Disasters, Adaptation
Abstract
The coronavirus disease 2019 has suddenly hastened the ongoing transition to virtual work. The associated hardships during these times have highlighted the importance of being emotionally authentic, despite the potential difficulties of doing so at a distance. I examine the interpersonal consequences of communication media choice on perceptions of emotional inauthenticity. I find that there are opposing mechanisms in this process: Less rich communication media (e.g., e-mail) are beneficial for masking emotional leakage, yet richer communication media (e.g., face-to-face) are perceived to be a more authentic means of expressing emotion. In line with these mechanisms, for those communicating authentic emotion (i.e., when cue leakage is not relevant), I find richer media to be optimal. Alternatively, for surface actors, across longer-term relationships, I find medium richness communication media are optimal: Using telephone/audio results in improved interactional outcomes for surface actors because this mode masks nonverbal leakage better than face-to-face/video interactions, yet appears higher effort (and thus more authentic) than messages received via e-mail.
Keywords: Emotional labor, Emotion, Virtual communication, Computer mediated communication, Virtual teams
Abstract
Telecommuting is a necessary change imposed by the COVID-19 pandemic. However, little is known about its interactions with the employees’ personal traits and their impact on work-related outcomes. With this study, we aimed to test the moderating role of telecommuting on the relationship between psychological entitlement and three work outcomes (job satisfaction, counterproductive work behavior and organizational citizenship behavior).
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Keywords: Telecommuting, Psychological entitlement, Job satisfaction, Counterproductive work behavior, Organizational citizenship behavior, COVID-19
Abstract
Traditional forms of granting accreditation and certification do not always succeed in recognizing the specific skillsets needed for someone to enter the labour market, either after graduation or between jobs.
Some employers are starting to question the link between “seat time” and education, saying that they are losing confidence in higher education graduates always having all the qualifications associated with their accreditation.
Micro-credentials can validate experiential skills or prior learning, opening opportunities to the workplace, post-secondary programs and lifelong learning.
Keyword: Learning potential and capabilities
Abstract
- As organizations recombine and adapt digital technologies, they require new skills to innovate, learn, and adapt to evolving digital technologies, while digital technologies change the codification of knowledge for productive and innovative activities.
- The coevolution between digital technologies, innovation, and skills requires a reorganization of productive and innovation processes, both within and between firms.
- Based on evidence on past technologies and the innovation literature, the authors suggest that we might require a new set of stylized facts to better map the main future trajectories of digital technologies, their adoption, use, and recombination in organizations, to improve our understanding of their impact on productivity, employment and inequality.
Keywords: Innovation, Skills, Digitalization, Co-evolution, Soft Skills, Trajectories
Abstract
The arrival of COVID-19 has highlighted the merit of new business models, new ways of working, marketing and distributing, the vital importance of supporting the adoption of technology—and the necessary skills that go with it—as well as the creation of new technologies.
If innovation is the key to our economic prosperity, a Canadian skills strategy must first tackle the skills required for innovation across all sectors—from small and medium-sized to large businesses, including the Government itself.
In this context, this report explores:
- The definition of innovation and the role of entrepreneurship and needed skills;
- The impact of COVID-19 on innovation, particularly in small- and medium-sized businesses; and
- The implications for defining, assessing, developing and applying skills.
Keywords: Learning potential and capabilities, Impact of COVID-19
Abstract
The hybrid mode is impacting the organization of work and management, as well as the layout and use of the office itself. Human resources and managers must now redefine and rethink time, workspaces, management practices and policies. Organizations and employees want to keep the advantages and benefits of remote work and at the same time maintain the social role and strength of the casual, which is the foundation of corporate culture and one of the key enablers of innovation. The hybrid mode brings its share of complexity.
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Keywords: Remote work, Remote management, Managers and digital issues
Abstract
We analyze how advice from an AI affects complementarities between humans and AI, in particular what humans know that an AI does not know: “unique human knowledge.” In a multi-method study consisting of an analytical model, experimental studies, and a simulation study, our main finding is that human choices converge toward similar responses improving individual accuracy. However, as overall individual accuracy of the group of humans improves, the individual unique human knowledge decreases. Based on this finding, we claim that humans interacting with AI behave like “Borgs,” that is, cyborg creatures with strong individual performance but no human individuality. We argue that the loss of unique human knowledge may lead to several undesirable outcomes in a host of human–AI decision environments. We demonstrate this harmful impact on the “wisdom of crowds.” Simulation results based on our experimental data suggest that groups of humans interacting with AI are far less effective as compared to human groups without AI assistance. We suggest mitigation techniques to create environments that can provide the best of both worlds (e.g., by personalizing AI advice). We show that such interventions perform well individually as well as in wisdom of crowds settings.
Keywords: Artificial intelligence, Unique human knowledge, Future of work, Wisdom of crowds, Analytical model, Machine learning, AI–human complementarity
Abstract
- In the 21st Century, globalization, digitalization, and the permanent alteration of information has led to large changes in the working world, making it necessary to readjust the essential skills needed to access a job position. Furthermore, success in the occupational field will depend on the transversal skills that the worker is able to develop, in this way effectively adapting to the challenges of current society.
- It will be necessary to contemplate new types of skills such as virtual collaboration, computational thinking, internationalization, multidisciplinary working, and strategic plan creation linked to innovative design.
- The most in-demand skill for the job market relates to the management of technology.
- In order to face up to the process of digitalization, education is one of the settings that has reached a turning point at which it must bring skills into line with those which are newly demanded by the job market and the challenges proposed by the 21st Century.
Keywords: Future skills, Job market, Education, Industry 4.0
Abstract
The article discusses the effects of the COVID-19 pandemic on human resources in firms. Work organization methods have been disrupted, as shown in particular by the rise of teleworking and its effects on hierarchical relationships and social ties that structure production. Beyond the COVID-19 pandemic, the pressures on the firm will intensify even more in the face of current ecological and digital transitions. In this context, the reflection concerns the roles and links that are established between the “multiple” actors or “stakeholders” who act in or on the firm. Two more specific aspects deserve attention: the place and influence of these actors vis-à-vis power and economic decision-making; the place of work in these new “stakeholder” contexts.
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Keywords: Firm, Stakeholders, Human Resources, Power relations, Digital transitions
Abstract
Physical distancing is one of the non-pharmaceutical measures adopted to prevent the spread of COVID-19. Although it appears to be effective in mitigating this spread, its implementation in workplaces may undermine employees’ mental health. This paper is a narrative review that addresses the impact of physical distancing in the workplace on employees’ mental health. It presents the main factors that might moderate this impact and it recommends organizational interventions that can help to mitigate it.
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Keywords: COVID-19, Occupational health, Social distancing, Mental health, Human resource management
Résumé
A theoretical exploration of current working conditions in the context of the pandemic is explored. Seeing the experience of many patients and analysts as a form of aprés-coup, that is, a trauma in the present opening earlier trauma. Clinical examples are discussed.
Mots-clés: Trauma, Après-coup, COVID-19, Ecologies, Pandemic
Abstract
This article explores, through the case study of Prachi, a young woman working for an e-commerce company in Delhi, India, the immediate and potential long-term gendered implications of the coronavirus disease-2019 pandemic. This article outlines the need for closer examination of the gendered implications of work transitions during the pandemic.
Keywords: COVID-19, E-commerce, Gender, India, Work from home
Abstract
The coronavirus disease-2019 (COVID-19) pandemic has significantly impacted how businesses operate, creating high levels of uncertainty for organizational members. Drawing on social information processing and implicit leadership theories, we developed and tested a model that explains how middle managers’ perceptions of CEO narcissism shape their perceived uncertainty in the workplace, particularly when COVID-19 threatens a firm’s survival and growth. Managers’ sense of uncertainty leads to their engagement in uncertainty-based coping responses, including laissez-faire leadership (i.e., escape coping) and impression management (i.e., control coping).
Keywords: COVID-19 pandemic, CEO narcissism, Social information precessing, Laissez-faire leadership, Impression management
Abstract
The impacts of COVID-19 on workers and workplaces across the globe have been dramatic. This broad review of prior research rooted in work and organizational psychology, and related fields, is intended to make sense of the implications for employees, teams, and work organizations. This review and preview of relevant literatures focuses on (a) emergent changes in work practices (e.g., working from home, virtual teamwork) and (b) emergent changes for workers (e.g., social distancing, stress, and unemployment). In addition, potential moderating factors (demographic characteristics, individual differences, and organizational norms) are examined given the likelihood that COVID-19 will generate disparate effects. This broad-scope overview provides an integrative approach for considering the implications of COVID-19 for work, workers, and organizations while also identifying issues for future research and insights to inform solutions.
Keywords: COVID-19, Employees, Work, Work from home (WFH), Pandemics
Abstract
The impacts of COVID-19 on workers and workplaces across the globe have been dramatic. This broad review of prior research rooted in work and organizational psychology, and related fields, is intended to make sense of the implications for employees, teams, and work organizations. This review and preview of relevant literatures focuses on (a) emergent changes in work practices (e.g., working from home, virtual teamwork) and (b) emergent changes for workers (e.g., social distancing, stress, and unemployment). In addition, potential moderating factors (demographic characteristics, individual differences, and organizational norms) are examined given the likelihood that COVID-19 will generate disparate effects. This broad-scope overview provides an integrative approach for considering the implications ofCOVID-19 for work, workers, and organizations while also identifying issues for future research and insights to inform solutions.
Keywords: COVID-19, Employees, Work, Work from home, Pandemics
Abstract
National reports widely publicized that the coronavirus disease (COVID-19) pandemic’s disruption of work–nonwork boundaries impacted women’s careers negatively, as many exited their jobs to manage nonwork demands. We know less about the adaptations made by highly career-invested women to remain in the workforce in occupations where they are extremely under-represented. We examined adaptation to disrupted work–nonwork boundaries and identified workplace contextual features associated with these adaptations.
Keywords: STEM women, Work-nonwork boundary management, COVID-19, Remote work, Ideal Workers
Abstract
We examine how the shift toward intensive work-from-home during the Coronavirus disease (COVID-19) pandemic has impacted the experience of interruptions during work time. We find a large increase in interruptions since-COVID, with the largest increases observed for nonwork intrusions, distractions, and multitasking. Women reported a greater increase in interruptions, particularly with regard to nonwork interruptions of all types, in addition to work-based intrusions, multitasking, and surprises, uncovering an important source of gender inequity.
Keywords: Interruptions, Telecommuting, COVID-19, Gender, Work, Work family conflict
Abstract
- In the context of technological change and the ongoing transformation of the labour market, this paper investigates firms’ employer-provided continuing training provision for employees with different skill requirements. Following human capital theory, firms invest in training when expecting higher returns than costs. From a theoretical point of view, only investment in employees in high-skilled jobs is reasonable. Empirically, this is not always the case.
- Using firm-level data from the BIBB Establishment Panel on Training and Competence Development, a fractional logit model is applied to answer which role technology use and task profiles play in employees’ training participation. The results suggest that firms with a higher proportion of digital technology users provide more training. On the contrary, more working time spent with digital technologies is associated with less training. A potential explanation could be that after initial training in using digital technologies, there are substantial learning effects and employees become more experienced. Additionally, employees who more frequently perform complex tasks receive more training independent of their jobs’ general skill requirements.
- These results are important because employees working in jobs with low skill requirements in general perform more routine tasks and participate the least in continuing training. Since routine tasks are prone to computerisation, employees in low-skilled jobs might be particularly in danger of replacement by technologies. Hence, in qualifying these employees and broadening their scope of tasks, firms might be able to fulfill their need for skilled personnel that is becoming rare in certain industries.
Keywords: Continuing training, Technology use, Technological change, Tasks, Firm-level
Abstract
Before the pandemic, telecommuting was associated with larger gender gaps in housework and work disruptions but smaller gender gaps in childcare, particularly among couples with two full-time earners. During the pandemic, telecommuting mothers maintained paid work to a greater extent than mothers working on-site, whereas fathers’ work hours did not differ by work location.
Keywords: Childcare, Gender, Inequalities, Work, Work-family issues
Abstract
This report examines key components of Canada’s essential digital infrastructure system, highlights troubling inequalities that exist within this system, and offers recommendations on how to quickly break down some of the most egregious barriers preventing many of those who would benefit the most from digitally accessing training, education and employment opportunities.
Geography and affordability are two key factors impacting whether Canadian households can access the digital infrastructure needed to work from home or train online. Remote locations often have poor or unreliable connections that are much pricier than those in urban areas. People with lower incomes—regardless of where they live—often find the costs of basic Internet and cellular connection services prohibitively expensive.
The communities most vulnerable to marginalization in the new digital economy—i.e. Indigenous peoples, immigrants, low-income Canadians of all ethnic backgrounds, and those who live in remote areas—are also those who have the most to gain from the new ways of working and studying. These disparities need to be considered in any policy to address this issue.
Keywords: Digital Transformation, Impact of COVID-19, Teleworking
Abstract
Prior to COVID-19, telework was a key action adopted by companies to foster employee wellbeing, but the evidence of its effects was equivocal. This study aims to 1) develop and validate a questionnaire measuring the quality of telework and 2) assess the impact of telework on employee work engagement and work-family balance in the case of high-quality telework, low-quality telework, and no telework.
Keywords: Telework, Questionnaire, Wellbeing, Employees, JD-R model
Abstract
The purpose of this article is to discuss the relationship between the climate crisis, changes in the workplace, and the reorganization of cities in the context of the coronavirus pandemic. The section on remote work examines the challenges and issues that come with working remotely, as well as its positive effects and some predictions.
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Keywords: Anthropocene, Cities, Pandemic, Climate crisis, COVID-19, Work, Environment
Abstract
COVID-19 has unequally impacted Canada’s industries and workforce, and so far we are seeing a K-shaped recovery where some sectors are easily bouncing back while others are much worse off.
The pandemic response has had uneven results, significantly impacting access to education and training opportunities for members of some disadvantaged communities. This continues to affect the well-being, mental health and skills development and use during the recovery period and beyond.
Retraining will be crucial as some sectors will forever be changed by the impacts the pandemic. Yet pre-existing systemic barriers exacerbated by the pandemic might continue to prevent many Canadians from acquiring and effectively using skills for which there is a growing demand: digital skills, soft skills, and leadership and management techniques made all the more relevant by a world of ubiquitous remote work.
Keywords: Digital Transformation, Impact of COVID-19
Abstract
The article’s main objective is to propose an analytical framework that develops the understanding of work-life challenges that may emerge from a work-life harmonization program. The results are based on a qualitative analysis of self-diagnostics of work-life harmonization made by 84 health-care managers who work under pressure. The content analysis shows a detailed portrait of everyday work-life problems experienced by health-care managers. It also portrays the strategies mobilized by theses managers to resolve some personal work-life conflicts. This article aims to contribute to existing literature by offering a typology of 5 types of strategies –management, care, legitimation, overload reduction, and temporal –by which managers tried to create and maintain work-life balance. The efficacy of these strategies is discussed and illustrated with prototypical cases.
Read the full article (PDF, 859 MB – In French only)
Keywords: Work-life harmony, Work-life confict, Life balance, Strategies, Managing life roles
Abstract
Contemporary organisations continue to use flexible workspace configurations and increasingly are adopting more automated and intelligent digital systems to organise work. Workspace configurations have various forms and arrangements composed of the physical workspace (such as open-plan office spaces) and virtual workspace (e.g., teleworking). The aim of this Special Issue (SI) is to stimulate inquiry into the role of management, organisation and HRM in promoting mutual gains for employers and employees working in these environments. The essence of mutual gains is that HRM practices lead to greater employee wellbeing and increased employee performance, the latter being especially important to employers for achieving organisational goals.
Keywords: Physical workspaces, Virtual workspaces, Employee well-being, Mutual gains, COVID-19, Pandemic
Abstract
The coronavirus that causes COVID-19 is a novel virus that has infected millions of people around the world. In this work, we studied whether women’s appraisal of the threat of COVID-19 in the United States varied as a function of sexual identity, and if so, why? We conclude that sexual minority women perceived the COVID-19 pandemic as a greater threat than did heterosexual women, and that this was partially associated with their exposure to COVID-19. Beyond this, however, much remains to be learned about factors underlying and resulting from women’s views of the COVID-19 pandemic.
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Keywords: COVID-19, Perception of threat, Bisexual and lesbian women, Health Belief Model
Abstract
Going beyond a focus on individual-level employment outcomes, we investigate couples’ changing work patterns in the United Kingdom (UK) and the United States (US) during the COVID-19 pandemic. We assess whether the pandemic has elevated the importance of human capital vis-à-vis traditional gender specialization in shaping couples’ work patterns.
Keywords: Couple, COVID-19, Cross-national, Gender, Human-capital, Pandemic, Work
Abstract
The paper aims to contribute to a deeper understanding of organisation management while telecommuting. With exploratory factor analysis (EFA), we define the specific set of telework organising efficiency characteristics.
Keywords: Telework, Organisation management, Human resource management, Exploratory factor analysis
Abstract
- This study develops and tests a framework that illustrates how continuous techno-training can serve as an important resource for influencing critical technology-related and sales-related outcomes.
- The authors demonstrate that continuous techno-training can help in developing techno-efficacy directly as well as indirectly through fostering techno-expectancy and suppressing techno-stress.
- They show that techno-efficacy is positively related to sales-efficacy, which enhances both sales effort and sales performance.
Keywords: Sales technology, Techno-training, Techno-efficacy, Sales-efficacy, Sales effort, Sales performance
Abstract
- A large number of businesses expect they will continue with remote work arrangements even after the pandemic is over.
- The facts that being able to work remotely varies depending on occupation and level of education and that infrastructure requirements tend to favour urban areas over rural means that Canadians entered the age of the pandemic on an unequal footing. All this could further deepen income inequality.
- While there is some debate over worker access to the equipment, physical space and supporting technical infrastructure needed for remote work, more attention needs to be paid to the skills and support needed to transition to and work more efficiently in a remote environment.
Keywords: Impact of COVID-19, Teleworking
Abstract
To protect workers’ safety while gradually resuming on-site operations amid the COVID-19 pandemic, many organizations are offering employees the flexibility to decide their work location on a daily basis (i.e., whether to work from home or to work in the office on a particular day). However, little is known about what factors drive employees’ daily decisions to work from home versus office during the pandemic.
Keywords: Daily work location, Work-related stressors, COVID-related stressors, Telework
Abstract
Given the huge increase in remote work that has accompanied the Coronavirus disease (COVID-19) pandemic, understanding predictors of performance and wellbeing among remote workers has never been more timely. Effective communication is commonly cited as key to remote worker success, yet communication variables are rarely incorporated into remote work research. In the present study, we examined the relationship between communication frequency, communication quality, and supervisor-set communication expectations with daily job performance and burnout in an occupationally-diverse sample of employees.
Keywords: Remote work, Telecommuting, Communication, Job performance, Burnout
Abstract
There are several existing typologies of dual-earner couples focused on how they dually manage work and family; however, these all assume that couples can outsource childcare during normal work hours and that work is largely conducted outside of the home. Early attempts to control COVID-19 altered these assumptions with daycares/schools closing and the heavy shift to remote work. This calls into question whether couples tended to fall back on familiar gendered patterns to manage work and family, or if they adopted new strategies for the unique pandemic situation. Results suggested that women in the Remote Wife Does It All class had the lowest well-being and performance. There were nuanced differences between the egalitarian strategies in their relationships with outcomes, with the Alternating Days egalitarian category emerging as the overall strategy that best preserved wives’ and husbands’ well-being while allowing both to maintain adequate job performance.
Keywords: Work-family, Dual-earner couples, Division of childcare, Gender, Remote Work
Abstract
As organizations across the United States resume activities even as the novel coronavirus endures, millions of employees could come into contact with sick coworkers and become exposed to the 2019 novel coronavirus (COVID-19). Unfortunately, little is known about how sick individuals might be treated at work. Because working with a sick coworker may simultaneously evoke concerns about oneself and one’s ailing colleague, we propose dual mechanisms of self-concern and coworker-orientation to explain the relationship between coworker presenteeism (i.e., a coworker attends work while ill) and interpersonal mistreatment. Our findings showed that coworker presenteeism decreases subsequent workplace mistreatment through coworker-orientation. Moreover, we found that coworker presenteeism increases mistreatment through self-concern when employees experience higher workloads.
Keywords: Presenteeism, Mistreatment, Incivility, Avoidance, COVID-19
Abstract
This paper outlines some of the determinants of automation and the latter’s impact on Canadian occupations and industries, specifically:
- Major technological developments and how organizations have adapted to them;
- Worker attitudes toward and expectations of the adoption and use of technology;
- Major barriers to the adoption of technology;
- Ways workers can get better prepared for future job transitions and retraining.
Keyword: Digital transformation trends
Abstract
The rapid advancement of new digital technologies, such as smart technology, artificialintelligence (AI) and automation, robotics, cloud computing, and the Internet of Things(IoT), is fundamentally changing the nature of work and increasing concerns about thefuture of jobs and organizations. To keep pace with rapid disruption, companies need toupdate and transform business models to remain competitive. Meanwhile, the growthof advanced technologies is changing the types of skills and competencies neededin the workplace and demanded a shift in mindset among individuals, teams andorganizations. The recent COVID-19 pandemic has accelerated digitalization trends,while heightening the importance of employee resilience and well-being in adaptingto widespread job and technological disruption. Although digital transformation is anew and urgent imperative, there is a long trajectory of rigorous research that canreadily be applied to grasp these emerging trends. Recent studies and reviews of digitaltransformation have primarily focused on the business and strategic levels, with onlymodest integration of employee-related factors. Our review article seeks to fill thesecritical gaps by identifying and consolidating key factors important for an organization’soverarching digital transformation. We reviewed studies across multiple disciplines andintegrated the findings into a multi-level framework. At the individual level, we proposefive overarching factors related to effective digital transformation among employees:technology adoption; perceptions and attitudes toward technological change; skillsand training; workplace resilience and adaptability, and work-related wellbeing. Atthe group-level, we identified three factors necessary for digital transformation: teamcommunication and collaboration; workplace relationships and team identification, andteam adaptability and resilience. Finally, at the organizational-level, we proposed threefactors for digital transformation: leadership; human resources, and organizationalculture/climate. Our review of the literature confirms that multi-level factors are importantwhen planning for and embarking on digital transformation, thereby providing aframework for future research and practice.
Read the full article (PDF, 670KB)
Keywords: Digital transformation, Digital disruption, Digital technology, Workplace, Organization, Employee, Literature review, Multi-level framework
Abstract
In 2020, COVID-19 was spreading quickly in nursing homes, leading to numerous challenges for care workers. We tell the story of Marieke, a devoted female care assistant working in a Belgian nursing home that is customer-centred in their organisational model. Her narrative provides poignant insights into the ‘work and life’ struggles and conflicts of a female care assistant facing the challenges of this model during the COVID-19 pandemic, which has left the largely female care workforce widely exposed to the risk of work intensification and over-involvement with residents.
Keywords: Care work, COVID-19, Nursing homes, Working conditions
Abstract
We draw from conservation of resources theory to examine how employees’ assessments of coronavirus disease (COVID-19) event strength may threaten their existing resources and their subsequent dependence on their supervisors, as well as voice behaviors that are critical to the organization’s survival in a disruptive environment. Our results highlight the impact of the COVID-19 pandemic on employee–supervisor relationships, and the critical role of team compassion behavior as a contextual moderator to reduce the indirect negative effect of COVID-19 event strength on employee voice.
Keywords: COVID-19, Dependency, Team compassion behavior, Employee voice, Suffering
Abstract
- Microcredentials are short competency-based industry-aligned units of learning, while the gig economy comprises contingent work by individual “suppliers”. Both can be facilitated by digital platforms, and both are underpinned by social relations of precariousness in the labour market and in society.
- Rather than presenting new opportunities for social inclusion and access to education, they contribute to the privatisation of education by unbundling the curriculum and blurring the line between public and private provision in higher education. They accelerate the transfer of the costs of employment preparation, induction, and progression from governments and employers to individuals.
- Microcredentials contribute to “disciplining” higher education in two ways: first by building tighter links between higher education and workplace requirements (rather than whole occupations), and through ensuring universities are more “responsive” to employer demands in a competitive market.
- Instead of micro-credentials, progressive, democratic societies should seek to ensure that all members of society have access to a meaningful qualification that has value in the labour market and in society more broadly, and as a bridge to further education. This is a broader vision of education in which the purpose of education is to prepare individuals to live lives they have reason to value, and not just in the specifics required of particular jobs.
Keywords: Micro-credentials, Competency-based education, Labour market precarity, Human capital theory, Skill-biased technological change, COVID-19
Abstract
The Coronavirus disease (COVID-19) pandemic has prompted an unprecedented shift to remote work. Workers across the globe have used digital technologies to connect with teammates and others in their organizations. In what ways did the COVID-19 crisis alter the frequency and balance of internal and external team interactions?
Keywords: Network churn, Performance, Team boundaries, Dormant ties, Uncertainty
Abstract
That the COVID-19 pandemic has affected the work conditions of large segments of society is in no doubt. A growing body of journalistic accounts raised the possibility that the lockdown caused by the pandemic has affected women and men in different ways, due mostly to the traditionally gendered division of labour in society. We attempt to test this oft-cited argument by conducting an original survey with nearly 200 academics. Specifically, we explore the extent to which the effect of the lockdown on childcare, housework and home-office environment varies across women and men. Our results show that a number of factors are associated with the effect of the lockdown on the work conditions of academics at home, including gender, having children, perceived threat from COVID-19 and satisfaction with the work environment. We also show that having children disproportionately affects women in terms of the amount of housework during the lockdown.
Keywords: Academics, COVID-19, Daily routines, Gender, Housework, Lockdown
Abstract
Over the past 2 years, numerous empirical studies in the fields of human resource management, organizational behavior, and industrial, work, and organizational psychology have investigated employee experiences and behavior during the COVID-19 pandemic. The goal of this paper is to take a step back and to outline several theoretical and methodological considerations when researching employee experiences and behavior in times of crisis more generally.
Keywords: COVID-19, Crisis, Human Resource Management, Organizational behavior, Transitions
Abstract
Due to the coronavirus disease 2019 (COVID-19) pandemic, many employees have been strongly encouraged or mandated to work from home. The present study sought to understand the attitudes and experiences of the general public toward remote work by analyzing Twitter data from March 30 to July 5 of 2020. We web scraped over 1 million tweets using keywords such as “telework,” “work from home,” “remote work,” and so forth, and analyzed the content using natural language processing (NLP) techniques. Sentiment analysis results show generally positive attitudes expressed by remote work-related tweets, with minor dips during the weekend. Topic modeling results uncovered themes among tweets including home office, cybersecurity, mental health, work–life balance, teamwork, and leadership, with minor changes in topics revealed over the 14-week period. Findings point to topics of particular concern regarding working from home and can help guide hypothesis generation for future research.
Keywords: Remote work, Twitter, Web scraping, COVID-19
Abstract
In recent years, artificial intelligence (AI) has moved from buzzword to rapid adoption across the globe. Nearly half of the respondents in a 2018 McKinsey survey of global firms said their organizations have embedded at least one application of AI into their standard business processes, while another 30% report piloting the use of AI (Selected bibliography 1). The advancing capabilities of AI are driving business transformation at multiple levels, from tasks and occupations to operational processes and business models. Leveraging AI has become a necessity for organizations hoping to elevate their performance and create a competitive advantage. The rapid rollout of AI applications is creating new stress for employees and how they respond — whether employees lead or flee — will influence the success of AI implementation projects.
Keywords: Artificial Intelligence, Management and challenge of DT, Digital Transformation
2020
Abstract
- Two important questions raised by this paper are especially relevant:
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- Which competencies and skills will retain or increase their value, and which ones will disappear due to digital transformation in the industry?
- How can insurance companies maintain a well-qualified workforce?
- The study examine new technologies and their use and effects that insurance companies should consider in order to assess their current state and improve their underwriting capabilities as organizations.
- Relevant competencies are identified and categorized based on the current challenges posed by new technologies.
- According to the results of this study, gaps between the extant competencies of workers as compared to evolving required qualifications are widening very fast, which indicates an urgent need for an increased level of education for the workforce.
- Based on our investigation of the insurance industry; preparedness for both disruptive and transformative challenges, better talent training programs, and increased up skilling training activities in order to maintain competition and furthermore, focus on building differentiating capabilities are recommended.
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Keywords: New Technologies, Insurance, Underwriting, Skills, Competencies, Qualifications
Abstract
- In a world of work increasingly driven by the supply and demand of skills rather than the qualifications of graduates, employers have trouble finding the workers they need and workers struggle to understand the changing skills needed for jobs.
- The authors explain how better and more accessible labour market information lies at the heart of clarifying the skills and training needs of today and tomorrow.
Keyword: Learning potential and capabilities
Abstract
The first objective of this paper is to summarize and provide an update on current research and gender-equality issues.
The second objective is to examine inequalities exacerbated by the impacts of the COVID-19 crisis and measures adopted to contain the outbreak. Many women face additional challenges due to their over-representation in front-line work, specifically low-paid, precarious and care work.
The third objective is to discuss targeted initiatives to inform strategies on reducing gender inequality and in particular, developing a research agenda on skills and employment that integrates a gender-mainstreaming perspective.
Keywords: Gender, Impact of COVID-19
Abstract
Concerns about technological unemployment are nothing new. Dialogue on automation processes in the 1960s reflected both optimism and concerns about the job-destroying potential of technology.
A review of archival material, notably that collected by the ILO’s Bureau of Automation, shows that many of today’s proposals—shorter work hours; retraining, negotiating with unions on the rollout of new technologies, social safety net, access to new technology for diversity—were originally considered at the ILO during that period, even though they never found their way into regulatory policy.
To provide a useful insight into surmounting current challenges and achieve the workplace of the future, this paper compares today’s debates about work, technology and AI with those in the 1960s about automation and its related policy proposals.
In addition, in its 2018 survey of 149 countries, the World Economic Forum (WEF) found that only 22% of women were employed in AI occupations, compared with 78% of men. As the modern labour market is increasingly dependent on workers with AI skills, this 72% gender gap is seen as a pressing issue that could continue to have far-reaching consequences for women’s current and future labour market participation, and the WEF warns that such a gap could continue to exacerbate gender inequality in the future.
Keywords: Future of work, Technological change, Automation, Unemployment, Job insecurity, Development policy, History, Role of the ILO
Abstract
Young people entering trades are encountering challenges neither they nor their mentors experienced before. As both apprentices and journeypersons adapt to these changes, they will need a range of digital, lifelong learning skills. In addition to technical skills, tradespeople will need a broader set of digital competencies—related to creativity, collaboration and data management, for example—to keep pace with changing trades.
Keywords: Learning potential and capabilities, Digital transformation trends
Abstract
- Nearly one in five Canadian employees are in occupations at high risk of automation with few or no options to transition into lower-risk occupations without significant retraining.
- The top five occupations of this type in Canada are food counter attendants, kitchen helpers, and related; cashiers; administrative assistants; general office support workers; and cooks.
- Indigenous people, women, young people, and visible minorities are disproportionately represented in most of the top occupations.
Keywords: Digital transformation trends, Gender
Abstract
Mental health problems in the workplace represent an important issue for public organizations, particularly for people working in the health sector who have been confronted to multiple changes following the recent health system reform in Quebec. Managers need to take into consideration employee mental health within their organization in order to ensure productive and healthy employees. Managers are thus called upon to take on a role that includes prevention (e.g., detection of early warning signs), team management (e.g., working on recognition at work) and coaching employees in their tasks when returning to work following a sick leave due to a common mental disorder (e.g., depression).
Read the full article (in French only)
Keywords: Prevention of mental health problems, Sickness absences, Work rehabilitation, Common mental disorder, Managers, Large health organizations, Issues and solutions
Abstract
- McKinsey estimates that 14% of the global workforce—375 million workers—may need to change jobs as technology transforms the nature of work.
- Canadian companies need to create a culture of continuous learning to ensure that their employees have the skills they need.
- This report reviews the literature on employers’ efforts in the upskilling and reskilling of their employees.
- In addition, it examines the role of government investment, public-private partnerships and corporate social responsibility as part of skills training.
Keyword: Management and challenge of DT
Abstract
- This report investigates how technological change, specifically automation, will affect Indigenous workers by industry and region across Canada.
- By industry, Indigenous employment is more concentrated in the top five industries at high risk from automation (accommodation and food services, retail trade, construction, transportation and warehousing, and management, administration, and other services) relative to non-Indigenous employment in Canada.
Keyword: Digital transformation trends
Abstract
- The technology focus of Canadian organizations has shifted since provinces implemented lockdown measures. Previously, organizations were focused on Work Culture and how to attract, retain, and reskill the right talents. In the current context, we have seen Canadian organizations shift their attention to business continuity and the safety of their employees through investments focused on Work Space and technologies that allow for remote work.
- The purpose of this paper is to look at technology adoption in Canada in relation to the future of work and workplace transformation. Even in a pre-COVID-19 world, we were witnessing workplace transformation: advanced technologies like smart digital assistants, robotic process automation, augmented reality, and artificial intelligence were already here, while more mature evolutions like remote working and smart buildings were already more generally adopted.
Keywords: Digital transformation trends, Impact of COVID-19
Abstract
Reflections on human resources (HR) have always been the subject of interest and are constantly being reinvented. There have been successive innovations in HR management and they have diversified numerous times. Each time the innovations required new concepts, tools and methods and new roles for HRM (human resources management). The concept of innovation itself has undergone changes due both to the work and currents and to the practice. The transformations require innovation actors to change status, roles and motivation and to impose organizational innovations in the HRM management methods. The digital transformation of the overall organization and the fourth revolution will also assign other roles and functions to innovation actors. The COVID-19 pandemic emerges in this context, imposing other HR management methods that must be invented, dared and imagined. Innovation actors must once again develop new views. This work aims to analyse these disturbances. It is not mainly a theoretical view. The concern to stick to reality on a relatively new subject does not allow us to have an essentially theoretical subject. The illustrations taken from real situations and choosing teleworking as an example, make it exploratory research work. The analysis leads to two major results. Firstly, we are witnessing an unprecedented extension of the views of innovation actors due to the pandemic that requires new innovative HRM methods. At least four views have been identified. Secondly, with the pandemic, teleworking, which becomes a necessity required by the situation, defines a new landscape of forms of innovation action with levels of HRM function disturbance varying in intensity according to the type of view that innovation actors adopt. Organizational innovations in HRM will have to include this combination of different views, thereby expanding the field of HRM in an exceptional and unprecedented way, and this must be done in record time.
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Keywords: Innovation actors, HRM, Organizational innovation, COVID-19, Remote work
Abstract
The 2020 Survey on Employment and Skills delves into Canadians’ views and experiences on education, skills and employment, including perceptions of job security, the impact of technological change, and the advantages of the different ways to reskill.
The survey—of some 5,000 Canadians 18 years and older across the country—was conducted between February 28 and April 4, 2020.
The survey revealed that Canadians tend to have a favourable opinion of both the impact of technological change and the benefit of any post-secondary education and skills training they have had. At the same time, many also worry about job security for themselves or a member of their family, and have either been recently unemployed or knew someone who was.
Keywords: Learning potential and capabilities, Digital transformation trends
Abstract
There is growing demand not only for technological skills, but also for soft skills such as resilience, emotional stability, flexibility and adaptability.
It is estimated that half of working-aged adults lack the literacy skills needed to perform well in most jobs in the labour market or to acquire the skills required for new ones.
Canadians lag behind a number of countries in tapping the many options available for adult education and literacy training. A lack of employer investment in essential skills training represents a major barrier for many adults with low literacy levels.
This report highlights the need to develop shared approaches in understanding how to define, evaluate and develop skills. The authors recommend developing an updated competency framework for essential skills. This approach could help researchers assess who is best positioned to lead the development of skills and qualifications—government, industry, educational institutions or civil society—to ensure that Canada remains globally competitive.
Keyword: Learning potential and capabilities
Abstract
This report outlines fields where technology can or is already delivering innovative approaches to skills training, such as skills assessment and development, the alignment of supply and demand, and the promotion of bias-free recruitment practices.
Using real examples taken from around the world, the report also illustrates how technology can improve access, diversity and workplace inclusivity among groups seeking equity.
Keywords: Learning potential and capabilities, Digital transformation trends
Abstract
- Agile is emerging as a new paradigm for organizations across a variety of industry sectors because Agile helps teams manage and adapt quickly to change.
- The success of an organization’s Agile transformation depends highly on the culture.
- Agile teams are more successful because the Agile way of working helps them focus on a small set of strategic priorities, helps teams to have clear goals, accelerates planning cycles and reallocate resources, and enables self-organized teams.
- An IS/IT education program at a public university is incorporating the Agile way of working into its curriculum to meet industry demand and to improve teaching and learning outcomes.
Keywords: Agile, Curriculum Development
Abstract
- This report summarizes current data on employment outcomes for racialized Canadians and for recent immigrants to Canada, reviews the literature that seeks to explain these gaps and analyzes studies of programming and policy designed to close these gaps.
- Foreign credential devaluation, language skills, and perceived fit with the Canadian workplace continue to be barriers for immigrant labour-market integration. The barriers faced by immigrants are compounded when the work influences of disruptive technologies are considered.
- Automation is expected to transform many of the industries with a high concentration of racialized minority and immigrant workers. As a result, they are more vulnerable to displacement in the future.
Keywords: Digital transformation trends, Learning potential and capabilities, Gender
Abstract
- This report explores the current knowledge on approaches to skills among Canadian SMEs as well as areas for further research.
- 40% of SMEs surveyed in 2019 identified a shortage of skills as a major competitive hurdle, up 4% from the previous year.
- SMEs facing labour shortages are 43% more likely to experience slower growth, resulting in their employees working longer hours and delays in services rendered.
- There is a clear need to further study skill shortages faced by SMEs in Canada. Developing HR best practices that promote better recruitment, training and retention of talent will be critical.
Keyword: Learning potential and capabilities
Abstract
Canada’s innovation, productivity and growth challenges are more pressing now than prior to the pandemic and economic crisis. To identify key areas for further research, the authors developed a multi-pronged research approach:
- They reviewed academic and grey literature with two goals in mind: to understand key challenges and trends related to skills and employment both pre- and post-COVID-19, and to identify areas where further research is needed.
- They collected and analyzed relevant data on key drivers of economic and societal change that can affect skills, current and trending skills needs, training and development, and their distribution among different populations.
Keywords: Learning potential and capabilities, Impact of COVID-19
Abstract
Canadians have a range of viable and desirable job transition options available to them. The best of these require similar skills and knowledge and offer higher wages in sectors and industries experiencing employment growth. Knowledge-based positions and in-the-field jobs have the highest potential for transition.
At the same time, some specialized or well-renumerated occupations have few or no viable or desirable transitions. Canadians hoping to transition out of these occupations will undoubtedly need to reinvent themselves, move to another sector, or take a pay cut.
To offset labour shortages, employers will need to widen their recruiting pool to include non-traditional occupations with similar skill sets required to fill open positions, rather than insisting on specific education and/or experience.
Keyword: Learning potential and capabilities
Abstract
This paper discusses how the introduction of new technologies impacts the division of work along gender lines in the logistics warehousing industry.
New technologies and automation are creating not only new hierarchies between men and women, but also between men themselves.
While technological innovations have transformed occupations, they have not necessarily affected women’s entry into some work spaces in the logistics sector, particularly those requiring lower skills.
The increase of a female workforce in middle management has certainly had an impact on the way technological tools are understood, and at the same time, how women’s place in the labour market is viewed.
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Keywords: Gender, Masculinity, New technologies, Warehouses, Logistics
Abstract
- Digital skills and digital careers are part of every industry’s future. Yet employers say they can’t find workers with the information and communication technology (ICT) skills they need.
- To develop good policy to address this problem, the authors argue that there’s a need to develop clarity and consistency in defining jobs and skills as well as innovation in skill development programming and changes to how employers hire, including considering women and skilled immigrants more often than they do now.
Keywords: Management and challenge of DT, Learning potential and capabilities, Gender
Abstract
- New technologies, such as AI, automation and self-driving cars, have led to concerns that technology will rapidly transform and even eliminate many jobs. In this report, economist Jim Stanford reviews the literature and finds that these assumptions misunderstand how our economy works, disregard the history of labour, technology and employment relationships, and misdiagnose the challenges facing workers. He reminds us that this time of disruption is a reflection of our past choices, rather than the inevitable onward march of technology, and creating better jobs also lies within our power.
- The paper ends by considering the concrete steps required to achieve a future of work in which conscious and collective decisions shape the forces of technology, productivity and creativity to create better jobs and build better lives.
Keyword: Management and challenge of DT
Abstract
- While people with disabilities can achieve socially integrated, financially independent lives through secure, well-paid employment, they are often trapped in low-skill jobs at high risk of automation.
- In this report, the authors underscore the importance of training opportunities that are well aligned with the skills likely to be in high demand in the future.
Keyword: Learning potential and capabilities
Abstract
This Commentary assesses the likely impact of technological automation on the Canadian labour market and compares these results to past projections. In fact, the percentage of jobs most at risk of being automated (around 22%) is lower than many previous estimates.
Projections indicate that the labour market has been adapting to technological change over time and is likely to continue doing so.
With a rise in the numbers of atypical occupations, traditional employment support policies may fail to cover all workers impacted by automation.
Keyword: Digital transformation trends
Abstract
With the expansion of high-speed internet during the recent decades, a growing number of people are working from home. Compared to working in the workplace, bringing work home on weekdays is associated with less happiness, and telework on weekdays or weekends/holidays is associated with more stress. The effect of working at home on subjective well-being also varies by parental status and gender. This paper provides new evidence on the impact of working at home and sheds lights for policy makers and employers to re-evaluate the benefits of telework.
Keywords: Working at home, Telework, Subjective well-being, Happiness, Time use.