Discussions and applications of the organizational culture in telecommuting contexts

Abstract

This article aims to reflect on the implications for research and intervention in or-ganizational culture in telework contexts. Organizational culture needs to address issues related to tasks and goal achievement within the dynamics of individual work, considering the processes of symbolization in the world of work. Additionally, it should expand analytical frameworks to account for the complexities of virtual relationships. The reflection was based on a qualitative synthesis of the results from two master's dissertations. One dissertation focused on organizational culture, while the other examined teleworking. This qualitative synthesis reflected on four fundamental aspects: a) the changes that organizational culture may undergo when in-dividuals change their workplace, b) the changes resulting from alterations in work hours, c) the communicational changes that occur in these new contexts, and d) the cultural changes that can arise from altering contractual relationships in telework settings. The existence of changes in the precepts that shape organizational culture due to the adoption of telework in labor management was discussed. The digitalization or virtualization of work affects social interactions, adding complexity to group dynamics. This prompts academia to reconsider categories and conceptualizations related to the organizational world.