UNASSIGNED: This paper investigates the pandemic remote work impacts and learning on onshore teams that support offshore activities. Wells construction and maintenance involve unpredictabilities, requiring support teams to help the crew onboard the rig to adapt the operations to the reality of the well. Ergonomics and Human Factors (E/HF) literature presented the effects of the COVID-19 pandemic remote work on knowledge workers\' health and well-being. Still, it lacked studies on the impacts on work activities of the industrial sector.
UNASSIGNED: Since safety knowledge is continuously and collectively developed in the experts\' day-to-day work activities, the research objective is to identify the impacts and learnings of remote work on the support teams\' safety knowledge management.
UNASSIGNED: The Ergonomic Work Analysis (EWA) guided the problem understanding, activities observations, and data analysis. The Work System Model (WSM) was the framework for systematizing data from 117 interviews.
UNASSIGNED: The results indicate a significant reduction in interactions during the pandemic, making information and safety knowledge sharing more challenging and weakening team members\' cooperation. However, no impact on performance was reported. Working from home reduced interruptions and increased focus, facilitating individual tasks.
UNASSIGNED: The research identifies collective and individual strategies developed by the team to cope with remote work. The findings confirm Management Literature findings on reducing interaction, hampering nonverbal communication, and increasing the amount of data. However, communication applications used during the pandemic have expanded rapidly, allowing faster access to team members, improving connectivity onshore/offshore, and making it a valuable legacy of the COVID-19 lockdown.

With the rising usage of contactless work options since COVID-19, users increasingly share their personal data in digital tools at work. Using an experimental online vignette study (N = 93), we examined users\' willingness to use a video conferencing tool, while systematically varying the context of use (personal vs. low trustworthiness work vs. high trustworthiness work) and the type of information shared (low vs. medium vs. high sensitivity). We also assessed users\' perceived responsibility in work and personal contexts of use and their self-assessed digital competence. Our results highlight employer trustworthiness as an important factor in the willingness to use a third-party video conferencing tool, with increased willingness to use these tools in work contexts of use with high trustworthiness compared to those with low trustworthiness. This effect seems to be reduced when the data to be shared is of high sensitivity, compared to medium and low sensitivity data. Furthermore, despite reduced responsibility for data protection in work compared to personal contexts of use, the willingness to use a video conferencing tool did not decrease between trustworthy work and personal contexts of use. We discuss our findings and their methodological implications for future research and derive implications for privacy decisions at work.

UNASSIGNED: Technological advancements and the COVID-19 crisis have accelerated the adoption of telework, impacting employees\' work dynamics. Moreover, an aging workforce emphasises the need for sustainable employability. With reference to the Job Demands-Resources (JD-R) Model, this study explores how telework relates to job demands and job resources and, subsequently, to sustainable employability.
UNASSIGNED: The present study investigates the repercussions of increased telework on employees\' sustainable employability. Hypotheses posit direct and indirect (i.e., mediated) relationships, providing insights for evidence-based telework policies.
UNASSIGNED: Data from 552 government employees was collected through an online survey. Data collection occurred during the COVID-19 pandemic when widespread teleworking was prevalent. A path model was employed to analyse associations between telework, job demands (specifically work pressure), job resources (social support, workplace communication, and role clarity), and sustainable employability dimensions, including vitality, work ability, and employability.
UNASSIGNED: Our path model reveals that heightened telework was associated with elevated work pressure and diminished role clarity. Surprisingly, a positive association emerges between work pressure and sustainable employability. Notably, no significant relationship is found between telework, social support, and workplace communication. Role clarity is likely to be pivotal, positively influencing vitality and employability.
UNASSIGNED: This study provides valuable insights into the effects of telework on job demands, resources, and sustainable employability. The unexpected positive association between work pressure and sustainable employability challenges conventional stressor paradigms. The relationships between telework, job demands, job resources, and sustainable employability uncovered in this study can contribute to evidence-based teleworking policies and strategies that support employee health and employability amidst evolving work structures.

At the start of the COVID-19 pandemic, many workplaces transitioned to remote work, which altered lifestyle behaviors. We conducted a meta-analysis to understand if the transition to working from home due to the pandemic affected workers\' physical activity and sedentary behavior worldwide. We reviewed articles published between November 2019 and May 2022. Of an initial 3485 articles, a total of 17 were included, 15 of 17 were included for their physical activity (PA) comparisons (n = 36,650), and 12 of 17 (n = 57,254) were included for their sedentary behavior (SB) comparisons (10 studies have data for both PA and SB). This work is registered through PROSPERO (CRD42022356000). Working from home resulted in a significant decrease in PA (Hedge\'s g = -0.29, 95% CI [-0.41, -0.18]) and an increase in SB (Hedge\'s g = +0.36, 95% CI [0.20, 0.52]). Working from home impaired preventative activity behaviors, and these results are relevant to worker health as the future of work evolves beyond the pandemic.

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The global shift to remote work during the COVID-19 pandemic has intensified scholarly attention to remote workers\' well-being. Although existing studies explore the varied impacts of remote work, there is a gap in understanding remote workers\' well-being through the lenses of social disparity and the digital divide. Extending digital divide scholarship to the remote work context, this study disentangles why some remote workers experience better well-being than others. We conducted a two-wave longitudinal panel study in South Korea during the COVID-19 pandemic (Wave 1: February 2021, Wave 2: October 2021). Among the 501 participants who participated in both waves, we found that individuals with lower education levels were less likely to have remote work opportunities. We focused our further analyses on a subset of 144 employees who had remote work opportunities within organizations with typical hierarchical structures. We found that socioeconomic status (SES) did not directly influence remote workers\' well-being but indirectly influenced it by contributing to the diversity in using information and communication technologies (ICTs). Workers with higher SES or more diversity in using ICTs demonstrated lower vulnerability and more effectiveness in maintaining their well-being in virtual organizational communication situations. This study highlights social disparities in remote workers\' well-being, which arise from the complex interplay of SES either indirectly influencing the diversity in ICT usage or interacting with virtual organizational communication satisfaction and duration. This study advances remote work scholarship by restructuring theoretical discussions on social stratification and the digital divide reproduced within the evolving work environment.

This study aimed to identify the perceived advantages and drawbacks of teleworking and their correlates, including health problems, among Lebanese workers holding a university degree. A web-based cross-sectional self-report questionnaire created on Google Forms was used to survey 230 participants through snowball sampling between October 2022 and March 2023. The majority of respondents recognized both the advantages (67.03%) and drawbacks (66.34%) associated with teleworking, suggesting mixed feelings toward this format. Despite the limited satisfaction with teleworking, respondents acknowledged the advantages associated with remote working; in particular, younger, less physically active, and more educated participants valued teleworking more than their counterparts. The mean perception of advantages and drawbacks of telework did not significantly change with participants\' work status (hybrid, online, and in-person). The study revealed a high prevalence of consistent sleeping difficulty (35.7%), limited regular physical activity (60.4%), work-related musculoskeletal disorders (48.7%), back pain (5.7%), and visual disorders (48%) among Lebanese workers. Despite the limited satisfaction with teleworking, respondents acknowledged advantages such as cost and time savings. Older workers showed a preference against teleworking, potentially due to its impact on well-being. Factors such as education, career satisfaction, and prior teleworking experience influenced individuals\' perceptions of telework benefits.

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BACKGROUND: The COVID-19 pandemic led to vast changes in working life and conditions in which we work. These changes may affect people with multiple sclerosis (PwMS) differently. We aimed to describe the working situation of PwMS during the COVID-19 pandemic and the pandemic\'s impact on their working lives.
METHODS: All individuals aged 20-50 listed in the Swedish Multiple Sclerosis Registry were invited to participate in an online survey in 2021. Closed and open-ended responses linked to individual-level register data were used in this exploratory mixed-methods study. Differences in the proportions reporting specific impacts were assessed with chi-square tests by sex, MS severity, education, and profession. The open-ended answers were analysed through content analysis.
RESULTS: Over 8500 PwMS were invited (52% response rate). We included the 3887 respondents who answered questions about the impact of the pandemic on working life. Most (93.7%) reported being in paid work. An impact of the ongoing pandemic to one\'s daily occupation was reported by 26.2%, with different characteristics observed across the impacts. Four categories of type of answers were identified from the open-ended answers: Direct impact on one\'s occupation, Disclosing or concealing MS in the workplace, Worry and uncertainty, and Broader impact to life situation.
CONCLUSIONS: PwMS navigated the pandemic by interrupting as well as continuing their working lives. Many PwMS reported that the pandemic did not affect their work situation. However, the reported impacts differed among the participants and a sense of uncertainty and worry was often underlying their statements. Lessons from the pandemic may support future work participation.