Companies may want to examine who should and should not stay at home based on the above factors. Companies can examine the quantity/quality of work done from home against work done in the office to make a decision. Effectively utilizing this data would result in increased care for employees. The employee and their family are also impacted by the decision to work from home or not. Investors are also impacted by work-from-home’s effect or non-effect on the company’s bottom line.

This will enrich knowledge of managerial and employee behavior by knowing which employees are more/less likely to be intrinsically motivated by work from home. This has impacts on the life and social sciences via an immediate application to telehealth, marketing agencies, and psychologists. Diversity factors into this because it is possible that certain marginalized groups are affected differently by the impacts of work-from-home. 

Amankwah-Amoah, J., Khan, Z., Wood, G., & Knight, G. (2021). COVID-19 and digitalization: The great acceleration. Journal of Business Research, 136, 602–611. DOI:10.1016/j.jbusres.2021.08.011

This article discusses the essential need for technology, especially during the COVID-19 outbreak and the digital divide in the United States. This article depicts the SE divide and how technology is absent in so many communities. Since tech is such an essential aspect of staying at home a digital divide can be seen in lower income areas. This article includes many charts that display data from surveys conducted among the US on citizens and surveys conducted across citizens and communities depicting data from differing voting party statuses. This source is helpful to see the direct correlation between the need for technology and COVID-19.

Anguelov, K., & Angelova, M. (2021). Home Office effects on the motivation of ICT 

companies’ employees. Entrepreneurship and Sustainability Issues, 8(4), 10–28. DOI:10.9770/jesi.2021.8.4(1)

This journal article shows data from several surveys of employees from ICT companies in Bulgaria and how working at home affects certain aspects of their life. Some of the surveys include personal experience in a home office, interactions between home office and free time, and interactions between home office and employee’s creativity. This article takes the opinions of real people and how they are affected by the COVID-19 pandemic and working from home. They show charts and tables with the raw data collected from the people surveyed.

Arnold B. Bakker, Simon L. Albrecht & Michael P. Leiter (2011) Work engagement: Further reflections on the state of play, European Journal of Work and Organizational Psychology, 20:1, 74-88, DOI:10.1080/1359432X.2010.546711

“Work engagement: further reflections on the state of play” walks readers through the basics of work engagement and all the different roles that work engagement has in the workplace. They start off by defining what work engagement is, in their opinion, and the differences of how workers stay between engagement and burnout. These are important topics for our research topic as managers need to understand what is driving their employees toward one side or the other and how to prevent over-stimulation of their team, causing widespread burnout. This is especially important during work from home situations as many people may overwork themselves as they have accessibility to a workspace at home where usually they would rest.

Arnold B. Bakker, Wilmar B. Schaufeli, Michael P. Leiter & Toon W. Taris (2008) Work engagement: An emerging concept in occupational health psychology, Work & Stress, 22:3, 187-200, DOI:10.1080/02678370802393649 

Another work by some of the same authors as above starts the discussion about how work engagement affects employees’ mental and performance health. The more engaged employees tended to have better job satisfaction and feel more connected with their work. There is a fine line between engagement and workaholism which can be difficult to discern and is especially important in a work from home setting. They define what it means to be a workaholic instead of just a driven, engaged employee arming managers with information that could identify who would be in danger of crossing over. The authors also provide many options for counseling that managers could provide for their employees furthering education of how to maintain a healthy, engaging career and not allowing work to be all encompassing. 

Awada, M., Lucas, G., Becerik-Gerber, B., & Roll, S. (2021). Working from home during the COVID-19 pandemic: Impact on office worker productivity and work experience. Work (Reading, Mass.), 69(4), 1171–1189. DOI:10.3233/WOR-210301

“Working from home during the COVID-19 pandemic: Impact on office worker productivity and work experience” is a research article by Mohamad Awada, a Ph.D. student at the University of Southern California, Gale Lucas a research assistant professor at USC, Burcin Becerik-gerber a professor and director of graduate programs at the astani department of civil engineering of USC whom graduated with her doctoral degree at Harvard University, and Shawn Roll an associate professor at USC. The objective of this study is to examine the effects of working from home on worker’s productivity and work experience. The is a complete scientific research paper with a background, objective, method, result and conclusion which is relevant because on top of giving valid information on the research, it also helps employers and employees improve the experience of working from. It conveys how working from home affects productivity. If this yields positive results, employers might prefer workers working from home instead of the confines of a workplace.

Bakker, A. B., Demerouti, E., & Sanz-Vergel, A. I. (2014). Burnout and work engagement: The JD–R approach. Annual Review of Organizational Psychology and Organizational Behavior, 1(1), 389–411. DOI:10.1146/annurev-orgpsych-031413-091235 

Continuing with the concept of burnout and work engagement this paper delves into what factors actually play into pushing employees over the edge. There are situational, and individual factors that many managers should learn about to avoid employing these strategies thus improving the chances of engaged employees. We are also introduced to the JD-R approach that the author coined which can predict employee burnout, work engagement, and outcomes. It is an example of how many employees are teetering between engagement and burnout so the demands of work should be supplemented by different resources to allow employees to flourish. Whether it is counseling, IT support, or providing the necessary components for a work from home career these all play into the likelihood of an employee either being engaged or burned out. 

Costa, P. T., Jr., Terracciano, A., & McCrae, R. R. (2001). Gender differences in personality traits 

across cultures: Robust and surprising findings. Journal of Personality and Social Psychology, 81(2), 322–331. DOI:10.1037/0022-3514.81.2.322

In this examination of Big Five personality traits and their constituent elements, the authors definitively examined the gender differences in personality traits across cultures and examined their findings. In the domain of openness, women tend to be more aesthetically inclined and in touch with their emotions than men, while men tend to generate more ideas. In conscientiousness, no significant gender difference was found across cultures. In extraversion, women tend to be warmer and have higher positive emotionality than men, while men tend to be more assertive and excitement seeking. In agreeableness, women tend to be more empathetic and kind than men. And in neuroticism women tend to have more negative emotionality than men. 

Gray, R. (2017, September 2). The Importance of Personality Trait Screening for Today’s

Organizations – Application of the Five Factor Model (FFM). Penn State. Retrieved February 10, 2022, from https://sites.psu.edu/leadership/2017/09/02/the-importance-of-personality-trait-screening-for-todays-organizations-application-of-the-five-factor-model-ffm/ 

This article was a paper examining how the Big Five Model was applied in modern organizations. The author utilized many effective definitions and synthesized the literature of personality testing by management. Gray also creates an effective visual to explain the Big Five personality traits that is sufficiently comprehensive for a layperson to understand the Big Five taxonomy.

Griffin, M. A., Neal, A., & Parker, S. (2007). A new model of work role performance: Positive 

behavior in uncertain and interdependent contexts. Academy of Management Journal, 50, 327–347. DOI:10.2307/20159857

The article proposes a new way to measure the success of fulfillment of work roles. Analyzing proficiency, adaptability, and proactivity at an individual, team, and organizational level, the authors draw on previous frameworks to construct nine metrics of team success. This article is well-grounded in the literature about work role fulfillment, adding a proactivity dimension. This proactivity dimension is supported by surveying individuals regarding in the field and self-reports of proactivity were verified against two external measurements.

Huls, S. P., Sajjad, A., Kanters, T. A., Hakkaart-van Roijen, L., Brouwer, W. B., & van Exel, J. (2021). Productivity of working at home and time allocation between paid work, unpaid work and leisure activities during a pandemic. PharmacoEconomics, 40(1), 77–90. DOI: 10.1007/s40273-021-01078-7

“Productivity of Working at Home and Time Allocation Between Paid Work, Unpaid Work and Leisure Activities During a Pandemic” is a study on changes in the productivity of paid work, time allocation, and leisure from working from home during the pandemic. It also tells the level of productivity based on demoraphic. The results of this study will help employers know if to continue letting workers work from home or go back to the office in the future. 

Isac, N., Dobrin, C., Celik, B. K., & Azar, M. H. (2021). Does Working from Home Influence Motivational Level of Employees? The Analysis of Gender Differences in Turkey. Review of International Comparative Management / Revista De Management Comparat International, 22(4), 458–469. DOI:10.24818/RMCI.2021.4.458 

This article surveys a portion of the workforce in Turkey to see the impact of the COVID-19 pandemic on workforce motivation. The article shows the results in a table and then goes through each section of the survey and explains the results. Some of the surveyed topics being motivation, effectiveness, challenges of work from home, and productivity. They analyze gender differences in each of these topics as well.

Kramer, A., & Kramer, K. Z. (2020). The potential impact of the Covid-19 pandemic on occupational status, work from home, and occupational mobility. Journal of Vocational Behavior, 119. DOI:10.1016/j.jvb.2020.103442

In this paper, the authors detail the way that COVID-19 could shift the value placed on different occupations, change the way we view working from home, and increase occupational inequality. Drawing on literature about job status, working from home, and occupational segmentation, the authors hypothesize that the COVID-19 pandemic will shift the prestige and demand of certain jobs such as nursing, increase the viability of working from home in the future as well as in the present, and that the pandemic will increase the gap between what a “good job” and “bad job” are.

Modersitzki, N., Phan, L. V., Kuper, N., & Rauthmann, J. F. (2021). Who is impacted? Personality predicts individual differences in psychological consequences of the COVID-19 pandemic in Germany. Social Psychological and Personality Science, 12(6), 1110-1130. DOI:10.1177/1948550620952576

In this survey, the authors survey correlations between perceived restrictiveness of government-supported COVID-19 measures, assessments of the COVID-19 pandemic as a whole, and the participant’s perceived well being, and several personality tests (including the Big Five) among a German sample. The authors found extraversion, neuroticism, and openness to experience were the most powerful predictors of attitudes towards COVID-19. This study clearly shows that personality plays an essential role in how people respond to the COVID-19 pandemic.

Neal, A., Yeo, G., Koy, A., & Xiao, T. (2012). Predicting the form and direction of work role performance from the Big 5 model of personality traits. Journal of Organizational Behavior, 33(2), 175-192. DOI:10.1002/job.742

In this survey, the authors analyzed proficiency, adaptability, and proactivity at individual, team, and organizational levels for a total of nine groups of work role performance (e.g., individual proactivity, organization adaptability). These nine levels of work role performance were correlated with the Big Five personality traits. Openness to experience correlated with increased individual and organizational proactivity, while negatively correlating with team and organization proficiency. Conscientiousness is strongly correlated with individual proficiency. Neuroticism and extraversion both negatively predicted individual proficiency. Agreeableness correlated negatively with individual proactivity.

Patanjali, S., & Bhatta, N. M. (2022). Work from home during the pandemic: The impact of organizational factors on the productivity of employees in the IT industry. Vision: The Journal of Business Perspective, 097226292210741. DOI:10.1177/09722629221074137 

This article focuses on the impact working from home has on productivity from both a historical view as well as ongoing research. The authors focused on a sample of 526 workers from the IT sector across the globe. The findings from this research will let us  know if working from home will increase overall productivity level and if so, then companies will present working from home instead of working in an office in the near future

Simran, S., Nayak, A., & Das, D. P. (2021). Effectiveness of employee engagement during WFH in IT industry. Parikalpana: KIIT Journal of Management, 17(2), 96. DOI:10.23862/kiit-parikalpana/2021/v17/i2/210543 

“Effectiveness of employee engagement during WFH in IT industry”, is an article by research scholars Shreya Simrat and Ankita Nayak, and Debi Prasad Das, a professor at the University Bhubaneswar, India, with a Ph.D. in Human resources and Organizational Behavior. The goal of this study is to have a deeper understanding on the impact working from home has on employee engagement. This research is very important because once we get a deeper understanding of it we can improve on it, we can adapt it as a normal work lifestyle. 

Vogels, E., Perrin, A., Rainie, L., & Anderson, M. (2020). 53% of Americans Say the Internet Has Been Essential during the COVID-19 Outbreak: Americans with Lower Incomes Are Particularly Likely to Have Concerns Related to the Digital Divide and the Digital “Homework Gap”. Pew Research Center.

This article discusses digitization in the era of COVID-19, which has altered the success of many businesses and drastically altered people’s lives. This article discusses the increasing digital divide between wealthy and poor communities. The focus of this article is on digitalization in the Business Environment. Technology allows many to work from home and further innovate business processes during a pandemic but can also increase customer engagement. This article includes figures depicting “levels of risk in the environment and digitalization” as well as charts and paradigms of data.

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