Explore the vast range of titles available.

The COVID‐19 pandemic has heavily impacted academics’ professional and personal lives, forcing many research groups (labs) to shift from an academic system primarily based on in‐person work to an almost full‐time remote workforce during lockdowns. Labs are generally characterized by a strong lab culture that underpins all research and social activities of its members. Lab culture traditionally builds on the pillars of in‐person communication, knowledge sharing, and all social and professional activities that promote collaboration, team building, scientific productivity, and well‐being. Here, we use the experience of our research group facing the COVID‐19 pandemic to illustrate how proactively reinforcing lab culture and its positive outcomes have been essential to our lab when transitioning from an in‐person to a remote lab environment, and through its ongoing evolution toward a hybrid remote/in‐person model. We argue that the proactive promotion of lab culture in research groups can foster academic resilience during crises, helping research groups to maintain their capacity to conduct scientific activities while preserving a sustainable life/work balance and a healthy mental condition. The Covid‐19 pandemic crisis has forced many research groups to move from an academic system based on in‐person work and characterized by a strong lab culture to a fully remote workforce. We illustrate how reinforcing lab culture has been essential for our research group when transitioning from an in‐person to a remote lab. We argue that proactively promoting lab culture is essential for supporting academic resilience during crises and to help research groups maintain scientific activity and preserve a sustainable life/work balance.

Research in rural and remote schools and communities of Queensland resulted in the development and validation of the Rural and Remote Teaching, Working, Living and Learning Environment Survey (RRTWLLES). Samples of 252 teachers and 191 community members were used to validate the structure of this questionnaire. It was developed within the standard psychometric framework of instrument design. Eleven dimensions of importance to teachers in rural and remote communities were identified: Community Involvement, Personal Safety, Personal Dislocation, Community Services, Social Inclusivity, Staff Affiliation, Administration Team Support, Mission Consensus, Teacher Aide Support, Opportunities for Professional Learning, and Resource Adequacy. Very sound internal consistency reliability was found for all 11 scales. Multilevel analysis revealed significant differences between teacher and community member scores for Personal Dislocation and Social Inclusivity. The RRTWLLES has the potential to assist rural and remote educators, researchers, teachers and community members. [Author abstract]

PurposeThe COVID-19 pandemic has, besides the health concerns, caused an unprecedented social and economic crisis that has particularly hit service industries hard. Due to extensive safety measures, many service employees have to work remotely to keep service businesses running. With limited literature on leadership and virtual work in the service context, this paper aims to report on leadership effectiveness regarding employees' work performance in virtual settings brought on by the COVID-19 pandemic.Design/methodology/approachDrawing on the input–process–outcome (IPO) framework, this research investigates the effectiveness of leadership on service employees' work performance mediated by work-related tension, autonomy, and group cohesiveness. Furthermore, this study explores moderating effects of the service provider's digital maturity. To test the derived model, the authors collected survey data from 206 service employees who, due to the COVID-19 pandemic, unexpectedly had to transform to a virtual work environment. The authors analyzed the data using partial least squares structural equation modeling (PLS-SEM).FindingsThe results indicated that it took task- and relation-oriented leadership behavior to maintain service employees' work performance in a virtual environment during crisis situations. Further, results indicated mediating effects of service employees' individual job autonomy and team cohesiveness; surprisingly, work-related tension did not impact employees' work performance. Results offered service businesses guidance on how to effectively lead in times of crisis when service employees predominantly work in virtual environments.Originality/valueThis is the first empirical study to show how leadership affects service employees' work performance in a virtual work environment during crisis times. Thus, the study contributes to the scarce literature on the impact of leadership in service firms that have to operate in such a setting.

ObjectiveTelework from home (TWFH) has become routine for many, yet research on how this may affect the psychosocial work environment is sparse. To understand the effects that TWFH may have on the psychosocial work environment, this systematic literature review identified, evaluated, and summarized findings on the association of TWFH with factors of the psychosocial work environment.MethodsSearches were conducted in MEDLINE, Embase, Amed, PsycINFO, and PubMed. The topic of the study reflected TWFH, and subjects should be office workers employed at a company. Outcomes should reflect psychosocial work environment factors. Inclusion criteria stated that studies should be primary, quantitative, and published in a peer-reviewed journal. English language publications dating from January 2010 to February 2021 were included. Risk of bias was assessed using the Newcastle–Ottawa scale (NOS) and quality of overall evidence using Grading of Recommendations Assessment, Development and Evaluation (GRADE).ResultsSearches resulted in 3354 publications, and after screening rounds 43 peer-reviewed original studies satisfying predetermined inclusion and exclusion criteria were included. Fourteen individual psychosocial work environment outcome categories were studied. Limited overall evidence to support effects of TWFH on the included work environment outcomes, with evidence being rated either of low or very low quality. Flexibility and autonomy are discussed as potential mediating variables in the relationship between TWFH and the psychosocial work environment.ConclusionThere is a lack of high-quality research investigating effects of TWFH on the psychosocial work environment. To suggest TWFH guidelines or recommendations, there is a need for research with high-quality longitudinal designs, precise measures of time use and location of work, and validated measures of factors known to be of importance.PROSPERO registration number CRD42021233796.

PurposeThe coronavirus disease 2019 (COVID-19) pandemic has had a big impact on organisations globally, leaving organisations with no choice but to adapt to the new reality of remote work to ensure business continuity. Such an unexpected reality created the conditions for testing new applications of smart home technology whilst working from home. Given the potential implications of such applications to improve the working environment, and a lack of research on that front, this paper pursued two objectives. First, the paper explored the impact of smart home applications by examining the factors that could contribute to perceived productivity and well-being whilst working from home. Second, the study investigated the role of productivity and well-being in motivating the intention of remote workers to use smart home technologies in a home-work environment in the future.Design/methodology/approachThe study adopted a cross-sectional research design. For data collection, 528 smart home users working from home during the pandemic were recruited. Collected data were analysed using a structural equation modelling approach.FindingsThe results of the research confirmed that perceived productivity is dependent on service relevance, perceived usefulness, innovativeness, hedonic beliefs and control over environmental conditions. Perceived well-being correlates with task-technology fit, service relevance, perceived usefulness, perceived ease of use, attitude to smart homes, innovativeness, hedonic beliefs and control over environmental conditions. Intention to work from a smart home-office in the future is dependent on perceived well-being.Originality/valueThe findings of the research contribute to the organisational and smart home literature, by providing missing evidence about the implications of the application of smart home technologies for employees' perceived productivity and well-being. The paper considers the conditions that facilitate better outcomes during remote work and could potentially be used to improve the work environment in offices after the pandemic. Also, the findings inform smart home developers about the features of technology which could improve the developers' application in contexts beyond home settings.

The widespread adoption of remote and hybrid work due to COVID-19 calls for studies that explore the ramifications of these scenarios for office workers from an occupational health and wellbeing perspective. This paper aims to identify the needs and challenges in remote and hybrid work and the potential for a sustainable future work environment. Data collection involved two qualitative studies with a total of 53 participants, who represented employees, staff managers, and service/facility providers at three Swedish public service organisations (primarily healthcare and infrastructure administration). The results describe opportunities and challenges with the adoption of remote and hybrid work from individual, group, and leadership perspectives. The main benefits of remote work were increased flexibility, autonomy, work-life balance and individual performance, while major challenges were social aspects such as lost comradery and isolation. Hybrid work was perceived to provide the best of both worlds of remote and office work, given that employees and managers develop new skills and competencies to adjust to new ways of working. To achieve the expected individual and organisational benefits of hybrid work, employers are expected to provide support and flexibility and re-design the physical and digital workplaces to fit the new and diverse needs of employees.

The response to the severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2) pandemic has created an unprecedented disruption in work conditions. This study describes the mental health and well-being of workers both with and without clinical exposure to patients with coronavirus disease (COVID-19). The aim of this study is to measure the prevalence of stress, anxiety, depression, work exhaustion, burnout, and decreased well-being among faculty and staff at a university and academic medical center during the SARS-CoV-2 pandemic and describe work-related and personal factors associated with their mental health and well-being. All faculty, staff, and postdoctoral fellows of a university, including its medical school, were invited in April 2020 to complete an online questionnaire measuring stress, anxiety, depression, work exhaustion, burnout, and decreased well-being. We examined associations between these outcomes and factors including work in high-risk clinical settings and family/home stressors. There were 5550 respondents (overall response rate of 34.3%). Overall, 34% of faculty and 14% of staff (n=915) were providing clinical care, while 61% of faculty and 77% of staff were working from home. Among all workers, anxiety (prevalence ratio 1.37, 95% CI 1.09-1.73), depression (prevalence ratio 1.28, 95% CI 1.03-1.59), and high work exhaustion (prevalence ratio 1.24, 95% CI 1.13-1.36) were independently associated with community or clinical exposure to COVID-19. Poor family-supportive behaviors by supervisors were also associated with these outcomes (prevalence ratio 1.40, 95% CI 1.21-1.62; prevalence ratio 1.69, 95% CI 1.48-1.92; and prevalence ratio 1.54, 95% CI 1.44-1.64, respectively). Age <40 years and a greater number of family/home stressors were also associated with these poorer outcomes. Among the subset of clinicians, caring for patients with COVID-19 and working in high-risk clinical settings were additional risk factors. Our findings suggest that the pandemic has had negative effects on the mental health and well-being of both clinical and nonclinical employees. Mitigating exposure to COVID-19 and increasing supervisor support are modifiable risk factors that may protect mental health and well-being for all workers.

LiDAR sensors have great potential for enabling crop recognition (e.g., plant height, canopy area, plant spacing, and intra-row spacing measurements) and the recognition of agricultural working environments (e.g., field boundaries, ridges, and obstacles) using agricultural field machinery. The objective of this study was to review the use of LiDAR sensors in the agricultural field for the recognition of crops and agricultural working environments. This study also highlights LiDAR sensor testing procedures, focusing on critical parameters, industry standards, and accuracy benchmarks; it evaluates the specifications of various commercially available LiDAR sensors with applications for plant feature characterization and highlights the importance of mounting LiDAR technology on agricultural machinery for effective recognition of crops and working environments. Different studies have shown promising results of crop feature characterization using an airborne LiDAR, such as coefficient of determination (R2) and root-mean-square error (RMSE) values of 0.97 and 0.05 m for wheat, 0.88 and 5.2 cm for sugar beet, and 0.50 and 12 cm for potato plant height estimation, respectively. A relative error of 11.83% was observed between sensor and manual measurements, with the highest distribution correlation at 0.675 and an average relative error of 5.14% during soybean canopy estimation using LiDAR. An object detection accuracy of 100% was found for plant identification using three LiDAR scanning methods: center of the cluster, lowest point, and stem–ground intersection. LiDAR was also shown to effectively detect ridges, field boundaries, and obstacles, which is necessary for precision agriculture and autonomous agricultural machinery navigation. Future directions for LiDAR applications in agriculture emphasize the need for continuous advancements in sensor technology, along with the integration of complementary systems and algorithms, such as machine learning, to improve performance and accuracy in agricultural field applications. A strategic framework for implementing LiDAR technology in agriculture includes recommendations for precise testing, solutions for current limitations, and guidance on integrating LiDAR with other technologies to enhance digital agriculture.

OBJECTIVES: Sedentary behavior is associated with diseases (eg, cardiovascular, diabetes type 2). We aimed to describe the sitting and moving behavior of desk-based hybrid employees of a large company in Germany working in either a traditional open plan office (OPO) or an activity-based flex office (AFO) and when working from home. We also aimed to determine if the behaviors differ between both working environments (ie, working from home versus the office) and the office concepts (OPO versus AFO). METHODS: We conducted a cross-sectional study to measure sedentary time, sit-to-stand-transitions (STS), standing, and physical activity (time spent physically active and steps) in different working environments with activPAL3. Time-use data were also examined using compositional data analysis. Mixed model regression was performed to estimate means and 95% confidence intervals (CI). The main models were adjusted for sex, age, profession and measurement phase (July–November 2021). RESULTS: The sample comprised 102 employees (women: N=27, mean age 38.9 years). On average, OPO employees spent 351 minutes (95% CI 322–380) being sedentary, took 2763 steps (95% CI 2460–3066) and made 16.6 STS (95% CI 13.6–19.6). AFO workers averaged 333 sedentary minutes (95% CI 308–358), 2906 steps (95% CI 2645–3167) and 19.1 STS (95% CI 16.6–21.7). When working from home, workers spent 378 minutes (95% CI 359–396) being sedentary, took 1257 steps (95% CI 1063–1452) and made 20.9 STS (95% CI 19.0–22.8). Working from home was associated with increased sedentary time and fewer steps but more STS. CONCLUSION: Sedentary time of desk-based workers seems to be prolonged when working from home. As sedentary behavior increases the risk of disease, there is a need for measures to reduce employees` sedentary time in all working environments.

With coastal erosion and the increased interest in beach monitoring, there is a greater need for evaluation of the shoreline detection methods. Some studies have been conducted to produce state of the art reviews on shoreline definition and detection. It should be noted that with the development of remote sensing, shoreline detection is mainly achieved by image processing. Thus, it is important to evaluate the different image processing approaches used for shoreline detection. This paper presents a state of the art review on image processing methods used for shoreline detection in remote sensing. It starts with a review of different key concepts that can be used for shoreline detection. Then, the applied fundamental image processing methods are shown before a comparative analysis of these methods. A significant outcome of this study will provide practical insights into shoreline detection.