COVID-19 and the Workplace: Implications, Issues, and Insights for Future Research and Action

Abstract

<p>COVID-19’s impacts 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: (i) emergent changes in work practices (e.g., working from home, virtual teamwork) and (ii) 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.</p>

Generations and Generational Differences: Debunking Myths in Organizational Science and Practice and Paving New Paths Forward

“…A more realistic explanation exists for both shifts in consumer preferences as well as changes and disruptions in the nature of work: the contemporaneous environment, and innovations and unexpected changes therein. To take a recent example, the global COVID-19 pandemic has tremendously impacted and transformed how and where work is conducted (Kniffin et al, 2020;. While "non-essential" workers are conducting more work virtually and with more flexible hours, other workers deemed "essential" are working in environments with new health and safety protocols and often with different demands and resources in place (e.g., with respect to physical equipment, coworker and customer contact).…”

The Impact of the Covid-19 Pandemic on Older Workers: The Role of Self-Regulation and Organizations

“…In some sectors, the current pandemic involves a natural shift to high involvement HR practices by forcing employees to work from home thus granting them more autonomy. Similarly, research indicates that virtual work settings lack traditional physical cues of dominance and status and can thus foster more participatory relationships ( Kniffin et al, 2020 ). Previous research also proposes (positive psychology) interventions that might improve personal resources of older workers (Meyers, van Woerkom, & Bakker, 2013; Truxillo, Cadiz, & Hammer, 2015 ).…”

“…Research on self-regulation strategies of older workers is still limited ( Kooij, 2015 ). Since the Covid-19 pandemic is perceived as a career shock ( Akkermans, Richardson, & Kraimer, 2020 ), it provides an excellent opportunity to conduct research on the effects of such a shock among older worker, and particularly the strategies they use to self-regulate and restore or maintain their person-environment fit (see also Kniffin et al, 2020 ; Restubog, Ocampo, & Wang, 2020 ). One way of studying this is by conducting qualitative interview studies to explore the type of self-regulation strategies that older workers engage in to respond to the effects of the Covid-19 pandemic on their work.…”

“… Abstract We live in an unusual time, which effects all of us in different ways. Due to the Covid-19 pandemic, some people are working harder than ever, some people have lost their job, some people can only work from home, and some people have to reinvent how they work ( Kniffin et al, 2020 ). Older 50+ workers might even be more affected by the pandemic compared to younger workers because they are labeled as vulnerable and as being at risk in terms of Covid-19 ( Ayalon et al, 2020 ).…”

Generations and Generational Differences: Debunking Myths in Organizational Science and Practice and Paving New Paths Forward

“…A more realistic explanation exists for both shifts in consumer preferences as well as changes and disruptions in the nature of work: the contemporaneous environment, and innovations and unexpected changes therein. To take a recent example, the global COVID-19 pandemic has tremendously impacted and transformed how and where work is conducted (Kniffin et al, 2020;Rudolph, Allan, et al, 2020). While "non-essential" workers are conducting more work virtually and with more flexible hours, other workers deemed "essential" are working in environments with new health and safety protocols and often with different demands and resources in place (e.g., with respect to physical equipment, coworker and customer contact).…”