Implementation Of Teleworking Research Articles

The use of teleworking in public administration during and after the COVID-19: The case of Kazakhstan

This study investigates the teleworking experiences of public servants amidst the COVID-19 pandemic. Drawing on insights from surveys conducted during the early stages of the pandemic, we explore the advantages, challenges, and variations in telework policies across government organizations. Our findings underscore the significance of telework satisfaction in influencing employee performance and reveal gender differences in telework preferences, particularly concerning family responsibilities. The study emphasizes the need to evaluate pandemic telework experiences to inform policy adjustments in public administration and businesses. Flexibility in work arrangements can enhance talent retention, employee satisfaction, productivity, and organizational resilience, crucial aspects for businesses navigating a post-pandemic world. Effective telework implementation requires not only technological upgrades but also shifts in corporate culture to create conducive conditions.

Normative Basis For The Implementation of Telework in A Public Productive Company of The Enery Sector

Normative Basis For The Implementation of Telework in A Public Productive Company of The Enery Sector

Antecedents and consequences of telework during the COVID-19 pandemic: a natural experiment in Japan

Amidst the global COVID-19 pandemic, telework (remote work) has become a widespread practice adopted by companies worldwide. However, Japan has notably maintained a low rate of telework implementation, suggesting cultural factors hindering its adoption. This study aimed to elucidate the antecedents and consequences of teleworking in Japan. Leveraging the natural experiment created by the COVID-19 pandemic, we addressed two key questions: (1) What socio-psychological factors in Japanese workplaces were important for implementing telework in the first place? and (2) How did the implementation of telework subsequently influence socio-psychological factors in these workplaces? Employees from various Japanese companies completed three waves of an online survey before and during the pandemic. Results showed that telework was more likely to be implemented in organizations characterized by a meritocracy. Results also showed that the implementation of telework demonstrated no measurable negative effects but instead increased levels of independence, organizational commitment, and perceived hierarchy mutability.

Do you prefer logging in? The relevance of the experience of telework for well-being

PurposeThe swift and unanticipated integration of telework by European companies due to COVID-19 gave rise to distinct features of telework. These attributes underscore the necessity of analysing its impact on employees’ well-being. This paper explores how telework experiences impact well-being by influencing work–life balance and job satisfaction. Additionally, it investigates whether employee preferences for telework are a contributing factor.Design/methodology/approachBased on the data provided by the “living, working and COVID-19” e-survey, structural equation models (SEM) were used to test the hypotheses. Specifically, a multiple-mediation approach and path analyses were applied to measure the relationship between the variables under study. The moderating role of preference for telework was also tested.FindingsKey findings support that telework experience has a positive impact on well-being, both directly and indirectly, particularly via work–life balance. Although preference for telework strengthens the relationship between telework experience and well-being, it does not enhance the predictive power of the mediated model.Practical implicationsThese results have important implications from an applied perspective. Human capital departments as well as managers should design telework programmes to create a positive experience since this will ensure a positive influence on the perception of work–life balance, job satisfaction and well-being.Originality/valueCOVID-19 as a sudden environmental constraint forced the implementation of telework without proper planning and training. Thus, how the employees experience this major change in their working conditions has affected their well-being. The present paper contributes to clarifying how the proposed variables relate under such constraints.

The Implementation and Benefits of Telework in Various Sectors: Reality or Rhetoric?

This article explores the concept of telework, defined as work performed outside the traditional office, using technology to accomplish professional tasks. Initially designed to meet the needs of continuous customer support and to foster technological advancement, telework has been widely adopted by organizations due to its benefits, such as increased productivity, reduced operational costs, decreased traffic, and lower pollution. However, studies have highlighted significant challenges, such as employee feelings of isolation and the lack of effective managerial strategies to ensure connectivity and efficiency in remote work. Furthermore, the inadequate preparation for both the implementation and ongoing support of telework programs has become obvious. This article examines the implementation of telework and its benefits across various HoReCa organizations well equipped with digital tools and platforms, aiming to determine whether it represents a tangible reality or merely a management rhetoric by highlighting, within SWOT analyses, the advantages and challenges associated with this transition brought about by the adoption of telework.

Relationship Between Effectiveness of Teleworking and Job Performance on Online Shop Employees

Employee performance influences company development. Like employees in general, the performance of online shop employees affects the productivity or effectiveness of the business carried out to achieve profits. Technology-based online shops require effective implementation of teleworking. Empirically, this research determines the relationship between the effectiveness of teleworking and the performance of online shop employees. Researchers put forward the hypothesis that there is a positive correlation between the effectiveness of teleworking and the job performance of online shop employees. The respondents for this research consisted of 101 online shop employees in Yogyakarta. Researchers used the Employee Performance Scale (EPS) compiled by Tabouli et al. (2016), and the E-Work Life Scale (EWL) from Grant et al. (2018). Data analysis through Pearson product moment revealed a significant relationship between teleworking effectiveness variables and performance variables (R=0.261 and p=0.008). These results indicate that the higher the effectiveness of teleworking, the higher the performance of online shop employees, and vice versa. The contribution of teleworking effectiveness to employee performance is only 0.068 or 6.8%, of which the remaining 93.2% is other influential variables. Researchers put forward implications and suggestions based on these findings.
 Highlights:
 
 Teleworking's impact: The study reveals a positive correlation between teleworking effectiveness and job performance among online shop employees.
 Data significance: Analysis indicates a significant relationship between teleworking effectiveness and employee performance.
 Contribution insight: Teleworking effectiveness contributes 6.8% to employee performance, with other factors playing a substantial role.
 
 Keywords: Employees, Effectiveness of Teleworking, Job Performance

The widespread implementation of teleworking in the Brussels-Capital Region

La crise du Covid-19 a profondément bouleversé notre manière de travailler. En effet, pendant quelques mois, une large partie de la population belge a expérimenté, souvent pour la première fois, le télétravail complet. D’abord envisagé comme une façon de limiter les contacts, celui-ci s’est progressivement ancré durablement, en s’intensifiant là où il était déjà pratiqué et en s’étendant à de nouveaux postes et secteurs autrefois non concernés. Avec cette généralisation, des effets sociétaux importants sont à prévoir, notamment à Bruxelles, où la pratique du télétravail est la plus intense. Il convient de les anticiper pour s’y préparer et s’y adapter au mieux. Cet article s’inscrit dans le cadre d’un projet d’évaluation prospective de la dette sociale liée à la généralisation du télétravail à Bruxelles à l’horizon 2050. Plus spécifiquement, au travers de la littérature et des données récentes, cet article analyse les effets potentiels du télétravail à Bruxelles en matière de bien-être, d’économie et d’emploi, d’immobilier, de mobilité ainsi que de finances publiques.

Exploring incentives and reticences to implement telework in small companies

Since the outbreak of the COVID-19 pandemic, a significant share of workers has been involved in some form of telework. Remote work arrangements are currently affecting a wide range of firms and industries. However, its usage is significantly lower among small and medium companies. So far, the study of the attitudes and motivations of business owners and managers of small companies for promoting this new modality of work organization has been poorly addressed. This research aims to reduce this shortage by implementing an empirical analysis based on a sample of managers in small and medium-sized (SMEs) European companies. Our findings reveal the critical influence of organizational culture, the achievement of competencies related to the capacity of team building using digital tools and the subjective perceptions of usefulness on the decision to implement telework. It also provides insight into the most important determinant factors for reshaping work organization in European SMEs. Considering the incipient regulatory framework for flexible work arrangements, the results have practical implications for in-company training strategies and the policies to foster telework implementation in SMEs.

Can COVID-19 mark a tipping point for home-based telework? Conflict between untact technology and rigid institutions in Korea.

Previously, Korea showed a passive attitude toward home-based telework; however, this stance rapidly changed after the COVID-19 pandemic. Sustaining home-based telework entails adjusting productivity conditions, introducing performance-based evaluations, and modifying employment rules, as required by the Korean Labor Standards Act, which demand the consent of most workers. This study aims to explore the societal and institutional shifts necessary for ongoing home-based telework post-pandemic. This study discusses the sustainability of home-based work based on survey data and materials from institutions and previous research. It used data from the Workplace Panel Survey provided by the Korea Labor Institution for 3 years (2015, 2017, and 2019) to examine the status of home-based work and business responses. It also addresses legal issues related to changes in working conditions and worker-management agreements resulting from telework implementation. Legal aspects of telework are explained using relevant sections of Korea's labor laws. To establish home-based telework as a working method relevant to the Fourth Industrial Revolution after the pandemic, essential discussions are needed regarding its fundamental applicability to specific job sectors. Moreover, to activate home-based telework without deteriorating working conditions, achieving agreement between workers and management is imperative. However, legal complexities necessitate systemic changes for effective resolution. For the sustainable continuity of telework, a blend of societal awareness and institutional transformations is indispensable. The growth of home-based telework through untact technology expansion is hindered by inflexible Korean labor laws, judicial precedents, and worker-management relations. The absence of necessary legal and organizational changes could lead Korea to revert to pre-pandemic norms or slow implementation. Initially prevalent in IT, home-based telework has expanded across sectors due to the pandemic. Leading the "new normal," companies creatively enhance productivity through telework, but rigid systems and outdated cultures could impede post-pandemic progress. The study highlights the need for forward-looking institutional changes and adaptation to advancing technology. It provides valuable insights for organizations and policymakers to optimize work dynamics and enhance employee and employer well-being in the post-COVID-19 era.

Optimizing Organizational Performance: Unraveling the Interplay of Psychological Attributes in the Era of New Ways of Working

The global proliferation of New Ways of Working (NWW) has accelerated, driven by technological advancements and the exigencies of the COVID-19 pandemic, compelling a substantial workforce to adopt teleworking. However, the commonplace nature of NWW has ushered in a new challenge: the mental well-being of employees worldwide. Consequently, the psychological attributes of employees assume paramount significance for organizations striving to sustain their operations. This study endeavors to scrutinize the pivotal role of psychological attributes in the efficacious implementation of teleworking, with a consequential impact on organizational performance. Employing the production of space theory, the research elucidates the intricate dimensions inherent in NWW. Methodologically, a multilevel analysis is employed to unravel the intricate interplay of variables at both individual and organizational levels. The survey, conducted among individuals in Southeast Asia with teleworking experience during the pandemic, amassed 319 samples primarily from Indonesia. The findings underscore the substantial influence of self-efficacy, entitlement, and resilience on the successful adoption of NWW. Additionally, the study employs the PROCESS macro by Hayes to meticulously validate both mediating and moderating relationships. The outcomes accentuate the pivotal role of work engagement as a moderator, facilitating direct impacts of psychological variables on NWW and indirect effects on firm performance, mediated through NWW. This research contributes nuanced insights into the multifaceted dynamics of teleworking, offering a sophisticated understanding of the interplay between psychological attributes, NWW, and organizational performance in the contemporary landscape.

Perceived schedule flexibility in the context of telework and its impact on stress and satisfaction with family life: the mediation effect of the family-work conflict

PurposeThe experience of working from home, which people had to deal with in the aftermath of the global pandemic crisis, was a test of resilience and does not necessarily have to be analysed in a negative light. In this sense, this study aims to analyse the impact of the perceived schedule flexibility, in the context of telework, on stress and satisfaction with family life among academic staff. To this end, a model was implemented to analyse the mediation role of family–work conflict.Design/methodology/approachData was collected from 248 questionnaires presented to educators and office staff at universities when teleworking was initiated due to the pandemic confinement. Structural equation analysis was designed to test the study hypotheses.FindingsBy applying a model which uses the effect of mediation of the family–work conflict, the results revealed that the perception of flexibility resulting from telework influences stress at work, as well as satisfaction with family life among academic staff.Originality/valueThere is a need to study the conditions required in the implementation of telework. This study is specifically intended to deepen some of the findings of previous studies in this area and to provide a greater understanding of how perceived flexibility can contribute to a decrease in stress and higher levels of satisfaction by reducing family interference with work.

Telework and the limited impact on traffic reduction – Case study Madrid (Spain)

Teleworking has been proposed by organizations and policymakers as a key strategy to help reduce the number of commutes and boost employee satisfaction. Since telework may be linked to a tool to reduce traffic in urban areas, this research aims to determine the impact that telework has on traffic congestion in Madrid (Spain), given a post-Covid19 context in which many organizations have implemented teleworking in the long term. This study provides evidence that teleworking has had a limited favourable impact on traffic in the city of Madrid based on the correlation between telework implementation and the traffic data collected from 7.365 traffic sensors located in Madrid that are distributed and managed by the Madrid City Council. Covid19 represents an influx point with regard to telework implementation, allowing this kind of research to interpret the answer to the question. The results of our research, through regression calculations and Pearson's correlation coefficient, show that telework in the city of Madrid does not generate a positive impact on traffic during peak times proportional to the increase of telework, as expected based on the existing literature. However, there are other elements that influence the modal choice that may affect this correlation, considering that teleworking allows people greater residence flexibility and that residence location and distance to the workplace are factors that significantly influence the modal choice of transport.

How to promote teleworkers’ job satisfaction? the Telework Quality Model and its application in small, medium, and large companies

ABSTRACT With the advent of the COVID-19 pandemic, telework became widely used to ensure work activities and protect employee health. However, its rapid implementation has led to little attention to its quality and increased inequalities between companies and employees. The widespread adoption of telework has also challenged HRD departments in helping employees to be satisfied with their ‘new way of working’. From the post-pandemic perspective, challenges related to high-quality telework implementation and employee’s satisfaction should be addressed. This study investigates how the Telework Quality Model core resources are related to teleworkers’ job satisfaction, involving 1192 teleworkers from large companies (LCs) and small-medium enterprises (SMEs). A multi-group structural equation model was used to test the association between TQM core resources and teleworkers’ job satisfaction. The results showed that the four core components of TQM were correlated with employee job satisfaction. Three of the four TQM resources were significantly associated with job satisfaction among both LCs and SMEs, while the functional remote workstation component was not associated with job satisfaction among SMEs. The TQM proves to be a valuable tool for HRD professionals, especially in the post-pandemic phase, when there is a need to overcome implementation limitations and develop high-quality teleworking.

HRM AND PUBLIC SERVANT’S HEALTH: EPISTEMOLOGICAL AND METHODOLOGICAL POSSIBILITIES

The objective of this theoretical essay is to reflect and present epistemological and methodological possibilities about the processes of health, illness and normality in the human resource management practices adopted by the Public Administration in Brazil. The Circle of Epistemic Matrices was used, with its dimensions of technical, practical and emancipatory interest. The analytical approach adopted allowed the identification of alternatives for each of these dimensions, besides discussing the new arrangements of service delivery due to the Covid-19 pandemic, in face of the implementation of telework and the use of new technologies in people management.

Continuity of Operations and Organisational Resilience during the COVID-19 Pandemic: Lessons from City Governments in the US Northeast Region

ABSTRACT This study analyses the continuity of operations and the building of organizational resilience efforts in nine city governments from the Northeast region in the US during the COVID-19 pandemic. We find that city governments were able to keep internal operations and the delivery of public services, but only to some extent. Information technology was a key enabler for the implementation of teleworking and a hybrid model of public service delivery that expanded online services. Finally, although several lessons were learnt during this period, the extent to which city governments were able to build adaptive resilience is still an unanswered question.

The telework performance dilemma: exploring the role of trust, social isolation and fatigue

PurposeDue to the crisis originated by the COVID-19 pandemic, an important number of workers have been incorporating the telework modality. In this context, the distance from the workplace generates new dilemmas for work performance. In the paper the authors study the role of some individual and social antecedents on telework outcomes. In particular, they empirically investigate the direct relationship between trust (TR) and telework performance (PER) and explore mediators of that relationship such as social isolation (SI) and fatigue (FA).Design/methodology/approachA theoretical model with three main hypotheses is proposed and tested using partial least square structural equation modeling (PLS-SEM). The study sample, of an exploratory nature, consists of a dataset of 201 teleworkers working in Spanish companies.FindingsThe relevance of the proposed model is demonstrated and FA is found to be the factor that most affects (negatively) PER, followed by TR (positively) and SI (negatively). Beyond the direct effects, the results provide support for the role of SI and FA in mediating the relationship between TR and PER.Originality/valueThis paper discusses the PER dilemma and proposes and tests a background model that may be useful for future research. The results are of interest to human resource managers, consultants, academics and telework tool developers and managers. Practices are proposed to improve TR or to reduce feelings of SI or FA. The research provides a practical evaluation tool for telework implementation.

Teletrabajo como evolución de las relaciones económicas y de producción: una mirada hacia 2030

The evolution of teleworking has occurred along with the development in the last forty years. Its relationship with increasingly globalized work environments demands that this practice be analyzed from the perspective of the 2030 Agenda and, above all, what kind of economic, labor and even personal and family consequences of the workers will they have. The objective of this document is to highlight the relevance of teleworking as a work modality through secondary data for the promotion of productivity. A documentary research was used based on statistical information made up of historical series obtained from different official sources, such as: National Institute of Statistics, Geography and Informatics in Mexico, Telework.gov of the US government, Eurostat in Europe, among others. The statistical information is from the period 2013 to 2020. The results show that the practice of teleworking generates an improvement in productivity in organizations of various characteristics. It also promotes better wages, promotes the level of commitment between workers and employers in such a way that labor ties and the bond between these actors is reinforced when productivity increases. Finally, it should be noted that, in countries such as Mexico or Argentina, which recently arrived at the widespread implementation of teleworking, legislation has been produced that seeks to regularize its practice, which can increase, jointly by companies and workers, levels of productivity and job satisfaction as long as the balance between the interests of those who demand the work of their collaborators and those who carry it out is taken care of. In addition, another challenge that these countries must face are the technological advances that imply greater investment in R&D, infrastructure and training of the main organizational actors.

Determinants of teleworkers' job performance in the pre-COVID-19 period: Testing the mediation effect of the organizational impact of telework

Although pre-COVID-19 research on telework is well established, most research has compared teleworkers against nonteleworkers to assess the adoption of telework. Thus, the investigation of the determinants of teleworker performance is limited. The current study seeks to identify the determinants of teleworker job performance in the pre-COVID-19 period. Using U.S. federal government employee telework data, the current study tests the effects of work, technology, and management factors on teleworker performance mediated by the organizational impact of telework. The findings revealed that work similarity, telework frequency, accessibility of technologies, and quality of performance management positively affected the organizational impact of telework. Telework frequency, quality of performance management, and quality of supervision showed a positive association with job performance. However, in contrast to expectations, evidence of a mediation effect was not found as the organizational impact of telework was negatively associated with teleworker performance. Implications for telework implementation and research in the post-COVID-19 period are offered.

Mamdani Fuzzy-Based Assessment of Telework Capability of Philippine Government Employees

Due to the advent of the COVID-19 pandemic, the Philippine government encouraged enterprises and businesses to utilize flexible work arrangements such as work-from-home (WFH) or telecommuting setup. Nowadays, the key components necessary for a telecommuting include a WiFi-enabled IT equipment, secured work environment, and reliable internet connection, while research shows that type of work and computer literacy are also key factors for telework implementation. Multiple studies in relation to telework have already been conducted but some studies were deemed inconclusive and need further analysis. Therefore, in this study, a Mamdani fuzzy-based model was developed for telework capability assessment for Philippine government employees based on four significant factors namely: internet speed, IT equipment availability, computer literacy, and type of work, which are expressed in linguistic representations. The proposed fuzzy system can provide a feedback telework capability score based on the four input parameters which may also be characterized with the potential telecommuting cost requirement.

Teleworking: The Link between Worker, Family and Company

Telework is presented as a model of work organisation that changes the paradigms of business culture in many organisations, reshaping established management and social systems. The COVID-19 pandemic and the restrictions applied to the mobility and concentration of people have accelerated the implementation of telework, generating an accelerated change in organisational models. Telework dynamics significantly transform many aspects of the business, social and personal environment. The research community has investigated: work performance; the environment; technology; social factors; and work–life balance, among other issues. However, it is necessary to know in greater depth what the most salient aspects related to telework are. To this end, a total of 539 publications from the Web of Science database between 1984 and 2021 were analysed using bibliometric techniques. The results obtained indicate an outstanding interest in this subject in the last two years. The research comes from many different areas of knowledge and mainly focused on issues related to worker–employer–family conflict, work–life balance and flexibility policies. There has been remarkable growth and dispersion in telework research, where, in addition to productivity-based approaches, the field of study has opened up to other issues such as worker health and satisfaction, professional isolation, the role of supervisors or the gender perspective, among others. The contribution of this research is broadening knowledge about the dynamics of telework in organisations and the issues that have been the most considered by the scientific community, so that it can serve as a point of support for future research.