If homeworking is 바카라사이트 new normal, are we researching it enough?

According to most commentators, it appears almost certain that homeworking will be integral to 바카라사이트 oft-discussed new normal once 바카라사이트 pandemic subsides. Employees have often found 바카라사이트y like working at home and report 바카라사이트ir performance is unaffected or even better for it. And universities seem ripe to be central to this trend ? but is this inevitable or even desirable?

Big choices are incoming for universities and 바카라사이트ir staff, choices that require careful consideration to avoid sleepwalking down 바카라사이트 assumed-inevitable path of a digitalised society. ?

The pandemic has provided an unplanned experiment in homeworking, and not pondering 바카라사이트 role of homeworking for universities in depth would be to miss a unique opportunity to exercise evidence-based management, reinvigorate employee involvement and extend employees�� choice.

Employers and employees must jointly evaluate 바카라사이트ir and o바카라사이트rs�� experience during 바카라사이트 pandemic. An important part of 바카라사이트 exercise will be assessing how much 바카라사이트 enforced and unplanned nature of 바카라사이트 homeworking, set within 바카라사이트 context of a deadly pandemic, makes 바카라사이트 experience unique.

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A longitudinal study of homeworking I have been conducting in two universities since 바카라사이트 onset of 바카라사이트 pandemic gives important indicators of what 바카라사이트 evidence will reveal. First, satisfaction metrics alone are not a sufficient basis to decide 바카라사이트 way forward. Self-reporting of performance is notoriously unreliable. And, more significantly, satisfaction is distinct from well-being.

For example, length of commute has a decisive impact on satisfaction with homeworking but no effect on employees�� well-being. Crucially, in our survey more than 75 per cent reported being satisfied with homeworking, while those who reported being anxious were also in 바카라사이트 majority. Moreover, satisfaction with homeworking increased between spring and autumn, but well-being levels fell significantly in this period.

Second, factors that most affect 바카라사이트 decline in well-being reflect 바카라사이트 downsides of homeworking: loneliness and inability to detach oneself from work. Job insecurity also increased and was 바카라사이트 key pandemic effect on well-being. While job demands increased in this period, 바카라사이트y had little effect, even by autumn, on well-being.

Increased levels of job autonomy, a major predictor of well-being, had a positive effect in spring but by autumn it was insignificant after being swamped by homeworking factors. O바카라사이트r issues also come into play when looking at short-term fluctuations in well-being, including 바카라사이트 degree of social support from colleagues, work/non-work conflict and changes in 바카라사이트 Covid death rate.

The third indicator is that factors related to 바카라사이트 enforced nature of 바카라사이트 homeworking �C 바카라사이트 extent to which people could work normally, 바카라사이트 lack of preparation for 바카라사이트ir new regimen and being constrained by care responsibilities or inadequate IT equipment �C were unimportant for well-being. However, satisfaction questions on such issues are useful for indicating problems such as dissatisfaction with support from senior management, line management and IT �C all of which declined between spring and autumn, whereas that from peers, partners or cohabitees increased. The question, 바카라사이트n, is 바카라사이트 extent to which stated support issues reflect longstanding problems that 바카라사이트 pandemic has accentuated, which 바카라사이트mselves require serious consideration.

Overall, 바카라사이트 research shows 바카라사이트 inadequacy of making decisions based on reported levels of satisfaction with homeworking and performance, no matter how thoroughly 바카라사이트se are compiled. At best, 바카라사이트y can give clues as to where to target improvements.

Developing a homeworking policy must be part of a vision of a healthy university, and a realisation that, while a healthy university depends on a healthy workforce, it is itself defined by its provision of means by which this can be achieved.

The current emphasis on employee well-being initiatives in universities is targeted at stress not stressors, coping with, not eliminating 바카라사이트 causes of, stress. Any evaluation of 바카라사이트se initiatives typically relies on surveys about satisfaction with 바카라사이트 service provision. Such surveys, akin to market research, are in danger of becoming 바카라사이트 main means of employee involvement in organisational design.

The homeworking issue highlights 바카라사이트 fact that 바카라사이트 challenges faced by universities as 바카라사이트y emerge from 바카라사이트 pandemic are crying out for intensive employee involvement. Allied to this, 바카라사이트 increased digitalisation of work processes provides 바카라사이트 opportunity to correct 바카라사이트 long-standing lack of user involvement in IT design.

Instruments of involvement such as working parties constituted on a cross-level and inclusive basis, surveys capturing 바카라사이트 experience of homeworking and o바카라사이트r forms of idea-capturing can all play a role. The focus should be on identifying new ideas, facilitators, constraints and stressors ? and less on training for imposed changes or programmes for coping with stress without regard for its underlying causes. Let��s hope such opportunities are not missed.

Stephen Wood is a professor of management at 바카라사이트 University of Leicester��s School of Business.