Please find the second volume of this Research Topic
here.
Remote work involves working from home or working away from a range of locations remote from a workplace. These can include hotels, transport, and cafes. Remote working is not new and includes working in isolated worksites and in industries involving extensive travel such as transport and defense industries. It can involve commuting long distances and staying onsite at remote mining, agriculture harvesting, fisheries, and construction sites. With the development of online work, the nature of the workplace has changed to include the home or any location that is serviced by the internet. The rise of digitally enhanced platform work or gig work allows work to take place anywhere and at any time. Factors driving the spread of remote work include developments in information technology, mobile telephony, software and the internet, structural changes that have supported the growth in service and knowledge-based work, as well as preferences for flexible working arrangements to support work-life balance.
Studies have looked at whether workers had negative or positive experiences through homework. The positive factors identified include greater flexibility in allocating time, an improved work-life and work-family balance, increased personal time, and reduced commuting time. Negative effects include contestation over space, isolation, surveillance, work intensification, extended hours, and working on call. Age, gender, family composition, and occupation all impact the remote work experience. Stress, anxiety, and pressure on interpersonal relations appear to be a consequence of combining work and home life. This extends beyond remote workers and includes family and others residing in the home. Studies have identified mental and physical health threats that have emerged from remote working.
Beyond COVID, remote work is set to become institutionalized as a standard working arrangement and in the future hybrid work arrangements combining workplace and remote work are likely. As such it is important to examine the psychological effects, both benefits and costs of remote work for workers and households. In turn programs and policies that reduce risks are important to inform organizations and policymakers. This special issue will examine the psychological impact of remote work.
The editors invite submissions that:
1. Examine the potential psychological challenges of remote work.
2. Examine the factors contributing to these challenges
3. Present findings on the experiences of remote working
4. Discuss policies and programs to mitigate the risks and address the challenges of remote work
Theoretical, empirical, and policy studies are welcome. All methods are welcome. All levels of analysis from individual and household experiences through to industry and country studies are welcome.
