When two worlds collude: Working from home and family functioning in Australia

Dockery, Alfred Michael; Bawa, Sherry

doi:10.1111/ilr.12119

Cited by 61 publications

(68 citation statements)

References 28 publications

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“…And the third is the opportunity for leaders to achieve work-life balance is huge if they are able to practice eleadership and able to overcome all the challenges they face. In addition, by working from home, they also avoid the distractions they usually get in the office such as noise, crowds and other disturbances, by working from home they feel more comfortable and have more flexible work areas so that supervision and organizational control can be done simultaneously with responsibility for his family's duties, this supports the (Dockery & Bawa, 2018) findings and also (Cantera, Cubells, Martínez, & Blanch, 2009).…”

supporting

confidence: 66%

Covid-19 Pandemic: What are the Challenges and Opportunities for e-Leadership?

et al. 2020

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COVID-19 pandemic has surprised many organizations, this condition has an impact on changing the work culture of organizations. The role of information technology has proven to be the chosen solution for maintaining organizational performance. The main objective of this study is to explore the challenges and opportunities for e-leadership. The main focus of the study is directed at educational organizations and small and medium enterprises in Indonesia. A qualitative approach is used to interview informants scattered in several regions in Indonesia by information technology mediation. An important finding in this paper is that many organizations are not ready to face this condition so that the role of e-leadership is very effective for organizations to maintain the organizations performance and leaders can change their leadership style through social learning and overcome the challenges they must face to become e-leader. In addition, we also find that female leaders tend to be superior to men as e-leader, especially in terms of information technology skills and the use of social media. This paper concludes that e-leadership can be created by leaders who can overcome challenges and seize opportunities to build competitive advantage strategies.

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supporting

confidence: 66%

Covid-19 Pandemic: What are the Challenges and Opportunities for e-Leadership?

et al. 2020

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“…Such barriers are also prevalent in precarious and unskilled areas of the economy have restricted access to flexible work practices ( van den Broek and Keating, 2009 ). There are other inequities in working from home, such as differences in outcomes to employed women and men with children, particularly in the areas of job satisfaction and satisfaction with the distribution of childcare tasks ( Troup and Rose, 2012 ), whereas other have found some evidence is found that working from home contributes to better relationships and a more equitable division of household responsibilities for couples with children ( Dockery and Bawa, 2018 ). With regards to COVID-19 it has been found that the impact has been disproportionately large on women ( Nash and Churchill, 2020 ; Craig and Churchill, 2020 , Lister 2020 ).…”

Section: Literature Reviewmentioning

confidence: 99%

Slowly coming out of COVID-19 restrictions in Australia: Implications for working from home and commuting trips by car and public transport

Beck

Hensher

Wei

2020

Journal of Transport Geography

234

131

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With the onset of COVID-19 restrictions and the slow relaxing of many restrictions, it is imperative that we understand what this means for the performance of the transport network. In going from almost no commuting, except for essential workers, to a slow increase in travel activity with working from home (WFH) continuing to be both popular and preferred, this paper draws on two surveys, one in late March at the height of restrictions and one in late May as restrictions are starting to be partially relaxed, to develop models for WFH and weekly one-way commuting travel by car and public transport. We compare the findings as one way to inform us of the extent to which a sample of Australian residents have responded through changes in WFH and commuting. While it is early days to claim any sense of a new stable pattern of commuting activity, this paper sets the context for ongoing monitoring of adjustments in travel activity and WFH, which can inform changes required in the revision of strategic metropolitan transport models as well as more general perspectives on future transport and land use policy and planning.

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“…Sehingga terjadi penyesuaian-penyesuaian supaya jenis-jenis pekerjaan bisa dikerjakan secara jarak jauh (remote) tanpa mendatangi kantor ataupun perusahaan. Hal ini sesuai dengan penelitian dari Mustajab, et al (2020); Dockery & Bawa (2018); Lippe (2019) yang menyatakan banyaknya perusahaan telah menginstrusikan adanya kebijakan bekerja dari rumah untuk memutus rantai penyebaran Berdasarkan uraian di atas Work from everywhere yang pernah dilakukan di Indonesia secara masal hampir di semua sektor adalah sebelum dan saat terjadi pandemi covid-19, namun belum diketahui apakah Work from everywhere masih mungkin dilakukan setelah masa pandemi berakhir (era normal baru setelah covid-19)? Apakah mungkin cara kerja Work from everywhere ini akan menjadi sebuah normal baru dalam bekerja pada jenis-jenis pekerjaan yang umumnya tidak bisa dilakukan secara jarak jauh?.…”

Section: Pendahuluanunclassified

Menakar Work From Everywhere Di Era New Normal

Hartanto

Sanica

2021

EEB

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This study aims to add literature by studying the implementation of work from everywhere in government offices and their impact on civil servants. The study was conducted with interviews with resource persons who run work from everywhere (data collection), data reduction (data reduction), presentation of data (display data), and drawing/presentation of conclusions (conclusion drawing/verification). The results of the study showed that First, the function of the organization continues to run well. Second, civil servants have no difficulty carrying out work from everywhere and can fully work at home or elsewhere. Third, the importance of integrity and professionalism supervision on the implementation of work from everywhere where the impact caused by lack of integrity and professionalism on public servants is harmful to the organization. Surveillance can be input monitoring and behavioral monitoring. Fourth, civil servants do not fully agree that work from everywhere is done as a new normal after the pandemic ends. Public servants want to work from the office rather than work from everywhere. Fifth, leadership does not experience significant obstacles in the implementation of work from everywhere.

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When two worlds collude: Working from home and family functioning in Australia

Cited by 61 publications

References 28 publications

Covid-19 Pandemic: What are the Challenges and Opportunities for e-Leadership?

Covid-19 Pandemic: What are the Challenges and Opportunities for e-Leadership?

Slowly coming out of COVID-19 restrictions in Australia: Implications for working from home and commuting trips by car and public transport

Menakar Work From Everywhere Di Era New Normal

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