Paljud organisatsioonid sattusid pandeemias üsna ootamatusse olukorda, milles käitumises häid käitusmismustreid sageli ei leidunudki. Ometi on paljud organisatsioonid töötajate heaolule olulist tähelepanu pööranud ja siis on need, kelle puhul seda ei ole märgata. Sestap see lugu siia voogu sattuski.
Kuna tekst on vabalevis, siis siin ainult mõned vihjed lugemishuvi suurendamiseks.


As most countries attempted to slow down the rapid spread of the virus by introducing social distancing measures, organizations were forced to swiftly implement new ways of working such as remote working or to organize different types of workflow and interactions between work colleagues or between employees and customers in physical locations. In addition to these changes in working practices, COVID-19 also placed other burdens on individuals, giving them additional health concerns and new responsibilities, such as caring for and educating their children at home. […] with its many different stressors, the COVID-19 pandemic is an environmental disruption that, by overturning existing working arrangements (Kim, Vaiman, & Sanders, 2020), poses a great threat to employees’ job-related wellbeing.

Keskne küsimus uurimustöös:

the central question asked in this study is, what forms of support can be used during the COVID-19 pandemic to improve employees’ job-related well-being?

Väide, mis tundub iseenesestmõistetav … ometi võib tuua hulgaliselt just vastupidiseid näiteid

we argue that perceived organizational support and supervisor accessibility during the COVID-19 pandemic can improve employees’ affective commitment to the organization, and this is in turn related to higher employee job-related well-being.


We chose to invite research participants between the ages of 22 and 65 who were working in the United Kingdom. We paid respondents £7 per hour for their participation.

Väga oluline neile, kelle arvates on Covid-19 kriis, midagi eraldiseisvat:

What makes the COVID-19 pandemic such an exceptional situation is that it has combined the elements of all these different crises into a globally disruptive event.

Vihje järelduste lugemiseks:

Thus, our findings provide validation of how important work support is during times of environmental disruption and indicate that personality traits (i.e., core self-evaluations and future temporal focus) act as important contextual differences in how employees react to support.

Mihalache, M., & Mihalache, O. R. (2021). How workplace support for the COVID‐19 pandemic and personality traits affect changes in employees’ affective commitment to the organization and job‐related well‐being. Human Resource Management.