{"status":"ok","message-type":"work","message-version":"1.0.0","message":{"indexed":{"date-parts":[[2026,9,13]],"date-time":"2026-09-13T19:05:06Z","timestamp":1789326306104,"version":"build-2803163510"},"reference-count":28,"publisher":"SAGE Publications","license":[{"start":{"date-parts":[[2026,9,11]],"date-time":"2026-09-11T00:00:00Z","timestamp":1789084800000},"content-version":"vor","delay-in-days":0,"URL":"https:\/\/creativecommons.org\/licenses\/by-nc\/4.0\/"},{"start":{"date-parts":[[2026,9,11]],"date-time":"2026-09-11T00:00:00Z","timestamp":1789084800000},"content-version":"tdm","delay-in-days":0,"URL":"https:\/\/journals.sagepub.com\/page\/policies\/text-and-data-mining-license"}],"content-domain":{"domain":["journals.sagepub.com"],"crossmark-restriction":true},"short-container-title":["Healthc Manage Forum"],"abstract":"<jats:p>The objective of this article is to discuss organizational mandates for full return-to-office work. Concerns are emerging about the unintended impact on employee psychological safety, trust in employees\u2019 quality of work, well-being, and financial burden. This article outlines differences in hybrid work opportunities available to corporate and administrative staff with the limited flexibility of patient-facing healthcare professionals. It argues that rigid return-to-office mandates, particularly when combined with increased managerial oversight, can undermine autonomy, morale, engagement, and psychological safety. Drawing on Canadian workforce data, healthcare setting, and organizational behaviour research, this article demonstrates how flexible hybrid work arrangements support employee well-being, retention, and performance. It concludes that one-size-fits-all return-to-office policies may increase turnover, operational disruption, and organizational costs. The literature suggests that leadership approaches can aid in psychologically safe workplaces.<\/jats:p>","DOI":"10.1177\/08404704261481843","type":"journal-article","created":{"date-parts":[[2026,9,11]],"date-time":"2026-09-11T17:11:13Z","timestamp":1789146673000},"update-policy":"https:\/\/doi.org\/10.1177\/sage-journals-update-policy","source":"Crossref","is-referenced-by-count":0,"title":["Affected Psychological Safety, Micromanagement, and the Risks of Full Time Return to Office Policies"],"prefix":"10.1177","author":[{"ORCID":"https:\/\/orcid.org\/0009-0006-7102-3578","authenticated-orcid":false,"given":"Iouliana","family":"Pillai","sequence":"first","affiliation":[{"name":"The Hospital for Sick Children"}],"role":[{"vocabulary":"crossref","role":"author"}]},{"given":"Kateryna","family":"Metersky","sequence":"additional","affiliation":[{"name":"Toronto Metropolitan University"}],"role":[{"vocabulary":"crossref","role":"author"}]}],"member":"179","published-online":{"date-parts":[[2026,9,11]]},"reference":[{"key":"e_1_3_4_2_2","unstructured":"Mental Health Research Canada. Workplace mental health 2025. https:\/\/mentalhealthresearch.ca\/workplace-mental-health. Accessed June 10 2026."},{"key":"e_1_3_4_3_2","doi-asserted-by":"publisher","DOI":"10.64753\/jcasc.v11i1.3999"},{"key":"e_1_3_4_4_2","volume-title":"Public Servants Should Work in Office 5 Days a Week, Doug Ford Says","author":"Morrison C","year":"2025","unstructured":"Morrison C. Public Servants Should Work in Office 5 Days a Week, Doug Ford Says. Global News, 2025. https:\/\/globalnews.ca\/news\/11352442\/doug-ford-return-to-office\/. Accessed June 10, 2026."},{"key":"e_1_3_4_5_2","article-title":"Nearly one in five Canadian employers say turnover costs exceed $100K: survey","author":"Singh S","year":"2025","unstructured":"Singh S. Nearly one in five Canadian employers say turnover costs exceed $100K: survey. Benefit Can. 2025. https:\/\/www.benefitscanada.com. Accessed June 10, 2026.","journal-title":"Benefit Can"},{"key":"e_1_3_4_6_2","doi-asserted-by":"publisher","DOI":"10.1093\/anncom\/wlaf024"},{"key":"e_1_3_4_7_2","doi-asserted-by":"publisher","DOI":"10.5465\/AMPROC.2024.12686abstract"},{"key":"e_1_3_4_8_2","article-title":"Forcing employees back to the office has nothing to do with productivity","author":"Fedyk K","year":"2024","unstructured":"Fedyk K. Forcing employees back to the office has nothing to do with productivity. Medium. 2024. https:\/\/medium.com\/canadeh\/forcing-employees-back-to-the-office-has-nothing-to-do-with-productivity. Accessed June 10, 2026.","journal-title":"Medium"},{"key":"e_1_3_4_9_2","doi-asserted-by":"publisher","DOI":"10.1038\/s41586-024-07500-2"},{"key":"e_1_3_4_10_2","volume-title":"Job Satisfaction, Retention and Productivity Levels of Research Administrators in Relation to Remote Work. Master's Thesis","author":"Campbell E","year":"2025","unstructured":"Campbell E. Job Satisfaction, Retention and Productivity Levels of Research Administrators in Relation to Remote Work. Master's Thesis. Johns Hopkins University; 2025."},{"key":"e_1_3_4_11_2","doi-asserted-by":"publisher","DOI":"10.1146\/annurev-orgpsych-120920-055217"},{"key":"e_1_3_4_12_2","unstructured":"NeuroLeadership Institute. The data is in: hybrid work improves employee retention without affecting performance 2024. https:\/\/neuroleadership.com. Accessed June 10 2026."},{"key":"e_1_3_4_13_2","unstructured":"University S. Economist says hybrid work is a \u201cwin-win-win\u201d for productivity performance and retention 2024. https:\/\/news.stanford.edu. Accessed June 10 2026."},{"key":"e_1_3_4_14_2","doi-asserted-by":"publisher","DOI":"10.1111\/apps.12290"},{"key":"e_1_3_4_15_2","doi-asserted-by":"publisher","DOI":"10.1016\/j.imu.2022.101119"},{"key":"e_1_3_4_16_2","doi-asserted-by":"publisher","DOI":"10.3390\/ijerph20010492"},{"key":"e_1_3_4_17_2","doi-asserted-by":"publisher","DOI":"10.25318\/9810047901-eng"},{"key":"e_1_3_4_18_2","doi-asserted-by":"publisher","DOI":"10.48550\/arXiv.2402.18459"},{"key":"e_1_3_4_19_2","unstructured":"Ehlert A. Price of commuting: the daily journey into Toronto. Allen Ehlert Mortgage Agent 2025. https:\/\/www.allenehlert.com\/price-of-commuting-the-daily-journey-into-toronto\/. Accessed June 10 2026."},{"key":"e_1_3_4_20_2","unstructured":"Childcare Resource and Research Unit. Early childhood education and care in Canada 2021: ontario 2021. https:\/\/childcarecanada.org\/sites\/default\/files\/ECEC-2021-REV-Ontario.pdf. Accessed June 10 2026."},{"key":"e_1_3_4_21_2","unstructured":"Statistics Canada. Table: 13-10-0843-01 Quality of Life Analysis and Reference Products. Published 2025."},{"key":"e_1_3_4_22_2","doi-asserted-by":"publisher","DOI":"10.1080\/21515581.2022.2060245"},{"key":"e_1_3_4_23_2","doi-asserted-by":"publisher","DOI":"10.2139\/ssrn.2305010"},{"key":"e_1_3_4_24_2","volume-title":"Majority of PSAC Members Oppose New 3-Day-a-Week Office Mandate, Union Survey Shows","author":"Pringle J","year":"2024","unstructured":"Pringle J. Majority of PSAC Members Oppose New 3-Day-a-Week Office Mandate, Union Survey Shows. CTV News, 2024. https:\/\/www.ctvnews.ca. Accessed June 10, 2026."},{"key":"e_1_3_4_25_2","doi-asserted-by":"publisher","DOI":"10.1038\/s41562-021-01196-4"},{"key":"e_1_3_4_26_2","doi-asserted-by":"publisher","DOI":"10.1002\/job.2699"},{"key":"e_1_3_4_27_2","doi-asserted-by":"publisher","DOI":"10.7790\/ejap.v8i1.320"},{"key":"e_1_3_4_28_2","article-title":"Employee turnover is costing Canadian companies big in 2025","author":"Express Employment Professionals","year":"2025","unstructured":"Express Employment Professionals. Employee turnover is costing Canadian companies big in 2025. Canada Employed. 2025. https:\/\/www.expresspros.ca\/newsroom\/news-releases\/news-releases\/2025\/06\/employee-turnover-is-costing-canadian-companies-big-in-2025. Accessed June 10, 2026.","journal-title":"Canada Employed"},{"key":"e_1_3_4_29_2","doi-asserted-by":"publisher","DOI":"10.1136\/bmj.m1211"}],"container-title":["Healthcare Management Forum"],"original-title":[],"language":"en","link":[{"URL":"https:\/\/journals.sagepub.com\/doi\/pdf\/10.1177\/08404704261481843","content-type":"application\/pdf","content-version":"vor","intended-application":"text-mining"},{"URL":"https:\/\/journals.sagepub.com\/doi\/full-xml\/10.1177\/08404704261481843","content-type":"application\/xml","content-version":"vor","intended-application":"text-mining"},{"URL":"https:\/\/journals.sagepub.com\/doi\/pdf\/10.1177\/08404704261481843","content-type":"unspecified","content-version":"vor","intended-application":"similarity-checking"}],"deposited":{"date-parts":[[2026,9,13]],"date-time":"2026-09-13T18:47:22Z","timestamp":1789325242000},"score":1,"resource":{"primary":{"URL":"https:\/\/journals.sagepub.com\/doi\/10.1177\/08404704261481843"}},"subtitle":[],"short-title":[],"issued":{"date-parts":[[2026,9,11]]},"references-count":28,"alternative-id":["10.1177\/08404704261481843"],"URL":"https:\/\/doi.org\/10.1177\/08404704261481843","relation":{},"ISSN":["0840-4704","2352-3883"],"issn-type":[{"value":"0840-4704","type":"print"},{"value":"2352-3883","type":"electronic"}],"subject":[],"published":{"date-parts":[[2026,9,11]]},"article-number":"08404704261481843"}}