Research Article
Not Necessarily Relaxed: How Work Interruptions Affect Users’ Perception of Stress in Remote Work Situations
@INPROCEEDINGS{10.1007/978-3-031-38204-8_1, author={Lukas Metzger and Aaron Kutzner and Karsten Huffstadt}, title={Not Necessarily Relaxed: How Work Interruptions Affect Users’ Perception of Stress in Remote Work Situations}, proceedings={AI-assisted Solutions for COVID-19 and Biomedical Applications in Smart Cities. Third EAI International Conference, AISCOVID-19 2022, Braga, Portugal, November 16-18, 2022, Proceedings}, proceedings_a={AISCOVID-19}, year={2023}, month={7}, keywords={Eye-Tracking Work Stress Remote Work}, doi={10.1007/978-3-031-38204-8_1} }- Lukas Metzger
Aaron Kutzner
Karsten Huffstadt
Year: 2023
Not Necessarily Relaxed: How Work Interruptions Affect Users’ Perception of Stress in Remote Work Situations
AISCOVID-19
Springer
DOI: 10.1007/978-3-031-38204-8_1
Abstract
Remote work was ubiquitous during the COVID-19 pandemic to minimize the spread of the virus. However, working away from the actual workplace also presented new challenges. In a study conducted in 2020, a research team from Switzerland examined the effects of acute work stress in a group office setting. Part of the study included examining the effects of work interruptions. We took this as an opportunity to conduct an exploratory study of the subjective perception of work interruptions during remote work regarding stress. Using eye-tracking technology, we investigated the visual attention of subjects within a laboratory experiment while they were repeatedly interrupted while performing a work task. We then processed the experiences in qualitative interviews to reconstruct the social reality of the effects of remote work interruptions. According to our results, we assume that the more personal standards cannot be met in case of interruptions, the stronger the subjective stress experience. This should be further explored in quantitative studies. We were able to draw up further findings in the form of recommendations to managers. For example, unnecessary interruptions should be minimized, or better yet, eliminated. Alternatively, necessary work interruptions should be directed to employees who appear to have more capacity to respect and protect the concentration of busy employees. We hope that further research will follow up on this topic in the future. In this way, robust approaches that promote the mental health of employees in the home office can be formulated to avoid unnecessary stressors, and contribute to effectiveness, efficiency, and well-being.
