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.

UNASSIGNED: The emergence of the COVID-19 pandemic led to the adoption of telework modalities by individuals in Bangladesh. The study\'s objective was to determine the job satisfaction and performance level of employed Bangladeshi women working from home during the COVID-19 pandemic lockdown.
UNASSIGNED: A cross-sectional study was conducted among women employees of different professions in Dhaka city. The Minnesota Satisfaction Questionnaire (MSQ) was used to measure job satisfaction. Work arrangement satisfaction and self-reported performance were measured by two separate subscales which contain five items each. Responses from 118 employed women were analyzed using descriptive statistics, Pearson Chi-square tests, Independent t-tests, one-way analysis of variance, and Pearson Correlation tests through the Statistical Package for Social Science (SPSS), version 26.
UNASSIGNED: The findings indicated that 51.7% of women reported a high degree of satisfaction on the MSQ scale; 61.9% expressed high satisfaction with their work arrangements at home and 66.9% reported a high level of performance. Job satisfaction was significantly associated with the number of children and the number of family members. A positive association was found between job satisfaction and total working experience and work arrangements. Work performance was strongly associated with higher educational qualifications. A statistically significant association between job satisfaction and performance was revealed.
UNASSIGNED: The findings from this study indicated a high degree of job satisfaction and a high level of performance found in women employees who worked from home during the COVID-19 pandemic. These findings encourage organizations to foster more policies for telework alternatives for employed women to help them keep a balance between work responsibilities and household chores.

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.

Introduction The global shift toward working from home due to the COVID-19 pandemic has led to concerns about increased sedentary behavior and its potential impact on work engagement, a critical factor for employee well-being and organizational productivity. This study aims to explore the association between sedentary time and work engagement among workers in Japan in the post-pandemic work environment. Methods This cross-sectional analysis utilized data from the Japan COVID-19 and Society Internet Survey (JACSIS), conducted from September to November 2023, after the COVID-19 pandemic period. Participants included employed individuals over 18 years, excluding those in domestic occupations. Sedentary time and work engagement were self-reported and categorized. Logistic regression analysis adjusted for confounders such as socioeconomic status, work characteristics, and mental and physical health was employed to explore this association. Results The study found a significant association between longer sedentary time and lower levels of work engagement. In particular, for desk workers, longer sedentary time was associated with lower work engagement (sedentary time, compared to the reference category \"<4 hours/day\", 4 to <8 h: OR 1.42, 95% CI: 1.25-1.60; 8 to <12 h: OR 1.77, 95% CI: 1.55-2.01; ≥12 h or unknown: OR 2.14, 95% CI: 1.80-2.51, respectively). Sensitivity analysis confirmed that these results are robust to different definitions of work engagement. Furthermore, analyses in subgroups of desk workers classified according to specific characteristics suggested that desk workers who are full-time workers in non-managerial positions and work from home ≥4 days per week were more strongly associated with prolonged sedentary behavior and low work engagement (in the group of full-time workers who were non-managers, sedentary time, compared to the reference category \"<4 hours/day\", 4 to <8 h: OR 2.14, 95% CI: 1.52-3.00; 8 to <12 h: OR 2.10, 95% CI: 1.46-3.00; ≥12 h or unknown: OR 3.32, 95% CI: 1.99-6.05; in those with work-from-home frequency of ≥4 days weekly, sedentary time, compared to the reference category \"<4 hours/day\", 4 to <8 h: OR 1.46, 95% CI: 0.99-2.16; 8 to <12 h: OR 1.73, 95% CI: 1.19-2.56; ≥12 h or unknown: OR 2.41, 95% CI: 1.58-3.67). Conclusions This study revealed a significant association between sedentary time and low work engagement among workers in Japan after the COVID-19 pandemic. In the future, prospective studies are needed to confirm the causal associations between the two, using more validated measures of sedentary behavior.

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UNASSIGNED: The deadly pandemic COVID-19 has brought the world to a standstill. Due to worldwide lockdown, economy was severely compromised. Everyone was in fear of the consequences that would be faced. Many unprecedented changes happened because of this pandemic. People confined themselves at home to maintain social distancing and mitigation of risk factors. This posed many challenges to the individuals or work force with, and many times the work was compromised.
UNASSIGNED: To explore the current and changes in work pattern and to assess the overall quality of life of professionals working from home.
UNASSIGNED: A cross-sectional study was conducted by circulating a structured questionnaire through online platform. A snowball sampling method was adopted. Totally, 520 respondents participated in this study.
UNASSIGNED: Out of 520 participants, males accounted for 57.9% and 41.3% were females. Majority (45.8% males and 40.9% females) were engaged in the software or IT companies. A higher proportion of males were engaged in administration (6%), architecture (10%) and transportation (5.3%) sector, whereas more females were engaged in finance (10.7%) and law (3.3%) sector. 73.1% males worked for more than 12 hours a day in contrast to only 26.9% of females. As the working hours are reducing, the overall quality of life of the participants was increasing significantly with P = 0.008. For those with moderately increased work-life balance, near about half of the participants had overall quality of life between 50 and 75% (P < 0.001).
UNASSIGNED: In order to increase efficiency at work place, definite laws should be in place to protect the mental as well as overall well-being of professionals working from home. Elaborative research in this field is required in order to generalize the results.

UNASSIGNED: This study investigates the relationship of living environment factors with satisfaction, work engagement, perceived productivity, and stress among teleworkers.
UNASSIGNED: Given the increase in telecommuting since the onset of the pandemic, the study aims to identify how to create an optimum environment for telecommuting workers.
UNASSIGNED: By examining the relationships among these factors via multiple regression analysis, a comprehensive investigation of the telecommuting working environment is conducted, encompassing physical aspects and facilities as well as lifestyle rhythms and relationships with housemates. In doing so, the author identifies measures to create a more favorable living environment. The work environment of remote workers is examined from various perspectives using the framework of the SHEL model: Software (work content, lifestyle, etc.), Hardware (furniture, equipment, etc.), Environment (indoor environment), and Liveware (relationships with family members who reside with the worker).
UNASSIGNED: The results suggest that positive factors, such as satisfaction and work engagement, are strongly influenced by the degree of job autonomy and the availability of a workspace dedicated to personal use. Negative aspects, such as stress, are significantly impacted by environmental noise, interruptions due to household tasks, and the use of ergonomic furniture.

OBJECTIVE: To determine the influence of ergonomics on individual work performance of nurse educators working at home during the COVID-19 pandemic and to develop a model of the moderating effect of home environment.
METHODS: Cross-sectional, predictive-correlational design.
METHODS: Utilizing interaction moderation and structural equation modeling, 214 consecutively-selected educators from nursing schools in the Greater Manila Area, Philippines completed a four-part online survey.
RESULTS: Physical, cognitive, and organizational ergonomics positively influenced individual work performance. Home environment had a linear, positive moderation on the effects of physical and cognitive ergonomics on individual work performance but had a negative moderating effect with organizational ergonomics.
CONCLUSIONS: The moderated model underscored the positive effects of ergonomics and the moderating effect of home environment on the individual work performance of nurse educators working at home during the COVID-19 pandemic, and this knowledge can be used in developing appropriate programs, strategies, and policies.
CONCLUSIONS: The moderated model highlights the need for policies and programs, training and education, and organizational evaluation geared towards promoting healthy workplace and work-life balance among nurse educators transitioning to remote work and online teaching.
UNASSIGNED: Eligible participants contributed in the data collection with the survey responses.

Gender roles demand that women devote more time to non-market labor such as childcare and household responsibilities. Therefore, the labor market hinders women\'s ability to compete with their male counterparts, whose time is less subject to the demands of non-market work. The result is a performance gap between men and women. To obtain the flexibility to more efficiently perform both their market and non-market work, many women choose to be self-employed and operate their businesses from home. Using a large sample of US firms, we find that women who choose to operate their own businesses from home are able to narrow the performance gap between men and women entrepreneurs. Plain English Summary Women partially overcome societal disadvantages by running businesses from home. Women business owners achieve significant synergies by working from home that enable them to narrow the gap in performance relative to men. An analysis of over 600,000 small businesses reveals that there is a significant gap in performance between businesses run by men versus those run by women. Prior research shows that men enjoy structural advantages over women due to society\'s demands on women\'s time to perform household duties or provide childcare. We find that women are able to narrow the resulting performance gap by operating their businesses from home, providing them increased flexibility to manage their time. Our paper indicates that supporting women-owned businesses with policies that grant greater flexibility or more equitably or efficiently distribute household work can improve economic efficiency.
UNASSIGNED: The online version contains supplementary material available at 10.1007/s11187-022-00713-7.

UNASSIGNED: During the COVID-19 pandemic, many firms began operating in a working-from-home environment (WFH). This study focuses on the relationship between WFH and small business performance during the pandemic. We built a theoretical framework based on firm profit maximization, compiled an up-to-date (March through November) real-time daily and weekly multifaceted data set, and empirically estimated fixed-effect panel data, fractional logit, and multilevel mixed effects models to test our hypotheses. We find that in states with higher WFH rates, small businesses performed better overall with industry variations, controlling for the local pandemic, economic, demographic, and policy factors. We also find that WFH rates increased even after stay-at-home orders (SHOs) were rescinded. With the ready technology and practice of WFH in the pandemic, our robust empirics confirm our theory and hypotheses and demonstrate WFH as a potential force that may expedite \"creative destruction\" instance and permanently impact industrial structure and peoples\' work lives.
UNASSIGNED: The Rise of Working from Home (WFH) as a Silver Lining and \"Creative Destruction\" in the Pandemic: WFH Helps Small Businesses Perform Better with Industry Variations and Continues to Shine after Stay-at-Home Orders Ended. This study focuses on the role of working from home (WFH) for small business performance during the COVID-19 pandemic. We built a theoretical framework based on firm profit maximization and identified WFH as a rational business choice. We then compiled a real-time multifaceted data set, estimated panel fixed-effect, fractional logit, and multilevel mixed effects models, and find that (1) small businesses in states with higher WFH rates performed better with industry variations, controlling for local pandemic and socioeconomic factors; and (2) WFH rates increased after stay-at-home orders were rescinded. Our study demonstrates WFH as a potential \"creative destruction\" force that may expedite our technologically ready WFH adoption and permanently impact industrial structure and peoples\' work lives.