Work from home during COVID-19: the role of perceived hope, intrinsic spirituality and perceived supervisor support on job involvement

Ullah, Muhammad Shariat; Islam, Muhaiminul; Ukil, Minhajul Islam

doi:10.1108/manm-12-2021-0005

Cited by 7 publications

(9 citation statements)

References 83 publications

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“…Viererbl, Denner and Koch (2022); argues that employers who are responsible for their employees with young children reported difficulties in utilising the working hours during the day when they had lot of work pressure and operational challenges. Ullah et al (2022) underlines that the main opportunity for remote working is that people have learnt new software and presentation skills, and this could enable permanent culture change in organisations. Anh et al (2022) argue that employees reported the lack of a healthy office desk and space to allow healthy working conditions, but the author's findings have reflected that some employers are providing office furniture or allowing employees to take their office facilities home with them.…”

Section: Resultsmentioning

confidence: 99%

Online Work from Home: Issues and Challenges

Uwaisi¹,

Devi²

2022

IJARBSS

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Work from home has become a new normal because of COVID pandemic in the business world. However, as the world is recovering from the pandemic through normalizing the business activities, it has posed a tough challenge for existing staff. Keeping a work life balance is an important aspect for the business organizations. The case firm is Oman Arab Bank (OAB), and the research work will emphasize on the issues and challenges of online work from home. Due to technological innovations, work from home allowed flexibility and personalization to the existing staff. The recent pandemic has highlighted the benefits and challenges of working from home. The research paper will use convenient sampling by targeting OAB employees from head office for their working from home. The purpose of this study is to investigate how OAB employees collaborate online work from home (WFH) during pandemic. Shift of working culture will be analyzed based on employee satisfaction levels. Secondary data will be analyzed based on critical literature review of WFH and its issues and challenges faced by employees.

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Section: Resultsmentioning

confidence: 99%

Online Work from Home: Issues and Challenges

Uwaisi¹,

Devi²

2022

IJARBSS

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“…They may have even appreciated and remembered seeing support provided to peers and not necessarily themselves, which is removed when working alone and at home. Ullah et al (2022) suggest that employers of home workers should create a higher perception of support through planned interventions to achieve significant positive effects on job satisfaction. This may require employers to be more creative and remember to involve peers.…”

Section: Supportmentioning

confidence: 99%

What effects did home working have on 999 clinician practice from one UK ambulance service during the Covid-19 pandemic?

Brady

Harry

2023

IJES

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PurposeVirtual care is any interaction between a patient and clinician or clinicians, occurring remotely using information technologies. Like many international services, United Kingdom (UK) ambulance services use paramedics and nurses to undertake telephone assessments of patients calling the 999 emergency service line. Using their clinical knowledge, experience, and, at times, computer decision support software, these clinicians assess patients from a range of clinical acuities to confirm the need for an emergency response or identify and support those patients who can be cared for with remote treatment advice and referral. The Covid-19 pandemic saw UK ambulance services change and adapt their operating models to meet social distancing requirements, increase clinical staff numbers and mitigate staff becoming unavailable for work due to self-isolation. One such strategy was moving clinicians from Emergency Operations Centres (EOCs) to working at home. Staff utilised digital phone systems, remote computer-aided dispatch modules, remote clinical decision support software and video platforms, which allowed close to full functionality compared to inside typical EOCs. There is a dearth of literature exploring the comparative practice of clinicians from home rather than from EOCs. Therefore, this study reports the findings of a qualitative analysis of these effects from the clinician's perspective. The authors hope that the findings from this study will inform the operating, education and leadership practices of those delivering such services.Design/methodology/approachA convenience sample of telephone nurses and paramedics from one UK ambulance service in which home working had been implemented were contacted. 15 clinicians with recent home working experience responded to the invite out of a possible 31 (48%). All participants had previously practised remote assessment from within an EOC. Semi-structured interviews took place via video conferencing software and were recorded, transcribed and thematically analysed. An inductive approach was taken to generating codes and both researchers separately reading the transcripts before re-reading them, assigning initial themes and determining frequency.FindingsFour main themes were identified with further associated sub-themes: (1) performance, (2) support, (3) distractions and interruptions and (4) confidence in decision-making.Originality/valueThere are very few studies exploring the practice of remote clinicians in emergency EOCs. This study identified that home working clinicians felt their productivity had increased, making them more satisfied in their practice. However, there were mixed feelings over the level of support they perceived they now received, despite the mechanisms of support being largely the same. Supervisors found it especially challenging to provide support to practitioners; and employers might need to clarify the support mechanisms they provide to homeworkers. The elimination of distractions and interruptions was seen as a largely positive result of homeworking; however, these interruptions were not seen as inappropriate, thus, identifying a need for role clarity and task coordination rather than interruption elimination. Finally, clinicians felt that they become more confident when working from home, researching more, trusting themselves more and relying less on others to reach safe outcomes. However, there were missed opportunities to learn from listening to others' clinical practice.

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“…Further, interactions among these resources result in mutual stabilization in situations of these are lost or threatened (Wandeler et al ., 2017). Hope can promote a perception of an individual's ability to control and influence his or her surrounding successfully when faced with situations of uncertainty and a threat to life (Schaufeli and Taris, 2014; Ullah et al ., 2022) such as the situation created by the COVID-19 pandemic. Individuals who are hopeful will withstand challenges.…”

Section: Review Of Literaturementioning

confidence: 99%

“…Further, beyond the context of individuals' life in general, the extant literature provides ample evidence to suggest that individuals' hope is positively associated with desirable outcomes that are of interest to organizations' performance such as financial performance (Peterson and Luthans, 2003) and profitability at firm/unit level (Luthans et al ., 2007; Reichard et al ., 2013). Besides such findings at the firm level, previous research across countries, industries and work settings also suggests that hope is positively associated with many other valued outcomes from employees at work, such as innovative work behaviour (Namono et al ., 2021), creativity (Rego et al ., 2012), knowledge sharing and knowledge creation (Goswami and Agrawal, 2020), work engagement (Ozyilmaz, 2020), job involvement (Ullah et al ., 2022) and employee retention (Peterson and Luthans, 2003); hope is negatively associated with absenteeism (Avey et al ., 2006), burnout and stress (Reichard et al ., 2013).…”

Section: Review Of Literaturementioning

confidence: 99%

Hope during the COVID-19 lockdown – the role of organization interventions

Wickramasinghe

Mallawaarachchi

2023

MANM

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PurposeThe study aims to investigate organization interventions experienced by employees during the lockdown for Coronavirus disease-2019 (COVID-19), and the effect of these organization interventions on hope.Design/methodology/approachThe respondents for the study were employees in full-time white-collar or professional job positions; they performed their job roles by way of work from home (WFH) in Sri Lanka during the COVID-19 lockdown. Structural equation modelling was used to analyse the data.FindingsResults showed that employees maintained high levels of hope while working from home. The study identified four organization interventions that (a) promote collaborative and coordinated work, (b) promote meaningful goals and a sense of social support, (c) alleviate psychological strain and (d) assist in maintaining physical health. These four organization interventions increased hope during the COVID-19 lockdown while working from home.Originality/valueThe literature calls for research on intervention studies explaining the promotion of hope. The present study was built on the theories of positive organizational behaviour, conservation of resources theory and hope theory. The findings support that these three traditional theories have lasting theoretical resonance in explaining present-day phenomena with unique applications.

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Work from home during COVID-19: the role of perceived hope, intrinsic spirituality and perceived supervisor support on job involvement

Cited by 7 publications

References 83 publications

Online Work from Home: Issues and Challenges

Online Work from Home: Issues and Challenges

What effects did home working have on 999 clinician practice from one UK ambulance service during the Covid-19 pandemic?

Hope during the COVID-19 lockdown – the role of organization interventions

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