![]() ![]() Specifically, work routines needed to be digitalized to uphold organizations’ functioning during physical distancing ( Amankwah-Amoah et al., 2021). While organizational change is typically triggered by internal impulses and occurs in small, incremental steps, the COVID-19 pandemic disrupted the workspace radically and required organizations to change rapidly. We integrated our findings in a framework on factors that contribute to supporting organizational adaptations and derived practical recommendations. Flexible models (e.g., working from home or the office) were desirable long-term work concepts. Advantages in work outcomes were contrasted with losses in social interactions. Content analyses revealed that a general openness toward change and distinct technical infrastructure enabled efficient coping with the pandemic despite struggles with digitalization and rigidity. We applied a longitudinal case study and conducted interviews with 39 German higher education institution (HEI) employees at two time points during the first (2020) and second (2021) lockdown. To understand how such external events affect organizations in the short- and long-term, we investigated the case of a higher education institution’s administration, which combines features of public and private organizations. As a sudden, external event, the COVID-19 pandemic rapidly disrupted the workplace and required organizations to digitalize their working approaches. ![]()
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