Telework

Constant connectivity allows work in the 21st century to be performed at any time and from almost anywhere. This article discusses the conceptual basis of remote work, which is made possible through the continuous development of ICT. The aim of this study is to identify the attitudes of IT employees in the Polish ITC sector towards remote work. Based on surveys carried out among people employed in the Polish ICT sector, this article depicts the benefits and challenges of remote work, as well as incentives and possible contraindications in managing remote work. Research studies on the advantages and disadvantages of remote work are still a subject of a vivid discussion, and the results obtained by different scholars are ambiguous. This article highlights the results of the survey that employees working in the ICT sector have more remote worker opportunities than in other sectors, and also proves that in different companies there are various arrangements for remote work for different departments or occupations. As effective and efficient cooperation of dispersed employees performing remote work becomes necessary for the success of projects, it is important to study the consequences of remote work.

The research has the purpose to analyze the changes imposed by the Law 13.467 / 2017 the normalization of telecommuting. For this purpose, it was necessary to approach about the emergence of the law and its changes in labor legislation. Subsequently, the doctrinal
conception of teleworking and the lack of typification in the current legislation, for then deal with the regulation given by the new law. Therefore, it was possible to find it was more setbacks than advances, since the law was generic in several devices, leaving the individual
contract in charge of regulation, and suppressed rights hitherto guaranteed.

A Covid19 pandémia az egyének életére alapvető hatást gyakorolt. Ezen jelenség alól a munka világa sem képez kivételt: szerte a világban a munkavállalók ezrei kényszerültek otthonukból történő munkavégzésre. Bár az otthoni munkavégzés önmagában nem a pandémia következményeképp jelent meg, a világjárvány rendkívüli mértékben felgyorsította ezt a folyamatot. A tanulmány azt vizsgálja, hogy a pandémia hatására elrendelt otthoni munkavégzés különbözik-e ezektől a korábban már létező munkavégzési formáktól, különös tekintettel a munkavállalók magánélethez való jogára. Ennek érdekében áttekinti a vonatkozó jogi szabályozást és az otthoni munkavégzés különböző formáit, majd megvizsgálja, hogy a Covid19 miatt elrendelt otthoni munkavégzés során milyen specifikus kihívások merülnek fel a munkavállaló magánéletét illetően.

Uzaktan Çalışma, 4857 sayılı İş Kanunu’nda yeni tanımlanmış bir çalışma biçimidir. Bu şekilde çalışan işçilerin, işverenin iş organizasyonu kapsamında kendisinin veya işçinin belirlediği bir yerde yahut işçinin evinde iş görmesi söz konusudur. Ancak, işçinin bu yerlerde iş görmesi nedeniyle oluşabilecek iş kazalarının belirlenmesi, iş sağlığı ve güvenliği hukuku anlamında sorunlara neden olabilir. Bu noktada, işverenin iş sağlığı ve güvenliğine ilişkin yükümlülükleri, uzaktan çalışma bakımından özellikle değerlendirilmeli ve kriterler işveren açısından da makul olacak şekilde belirlenmelidir.

The scope of telecommuting is newly identified in Turkish Labour Code Nr. 4857. Telecommuters are pursuing their work either wherever they want or at home or at some place that is shown by the employer itself in labour organization. However, defining occupational accidents during telecommuting, which are caused by work, can bring many problems on occupational health and safety law area. At that point, obligations of the employer about occupational health and safety must be precisely determined and criteria should be identified as just for the employer as well.

Es gibt Anhaltspunkte dafür, dass die durch die COVID-19-Pandemie ausgelöste Krise zu strukturellen Veränderungen der Arbeitswelt geführt hat, die in engem Zusammenhang mit Digitalisierungsprozessen stehen. Einige Veränderungen sind in industriellen Produktionsprozessen, der mobilen Arbeit und auch der Plattformarbeit zu erwarten. Damit solche Veränderungen sich positiv auf die Arbeitswelt auswirken ist politische Gestaltung gefragt. Beobachtbar ist, dass einige Unternehmen ihre Digitalstrategien überdenken, teils forcieren und vermehrt mit neuen Möglichkeiten experimentieren. Hier ist es notwendig, Betriebsrät_innen und Beschäftigte frühzeitig in die Gestaltung neuer Ansätze einzubinden. Am offensichtlichsten hat sich die Arbeitswelt in der Krise durch die digitale Kommunikation im virtuellen Raum verändert. Menschen die bereits im Homeoffice arbeiten, sind jedoch verschiedenen Schwierigkeiten ausgesetzt. Virulent sind Fragen der Geschlechtergerechtigkeit, die Vermischung von beruf...

Identificación de los factores presentes en el entorno laboral que ejercen un efecto negativo en la seguridad y salud de teletrabajadores 2 Jefe del equipo 01, manuel.bustosg@sansano.usm.cl; +56 9 94448635. Diciembre 2020. Resumen: Este estudio identifica los factores presentes en el entorno laboral de teletrabajadores, desarrollando una extensa exploración a los factores asociados con la adaptación de los empleados al trabajo virtual, tanto en factores del ambiente laboral, como en factores ergonómicos. Objetivo: Identificar los factores presentes en el entorno laboral que ejercen un efecto negativo en la seguridad y salud de teletrabajadores. Métodos y materiales: Está investigación correlacional consiste en identificar los factores del entorno laboral del teletrabajador, de manera cuantitativa, a través de la encuesta de seguridad y salud del teletrabajador (Michelle M. Robertson and Wayne S. Maynard), de manera no experimental con un diseño transeccional y de tipo descriptiva. La muestra probabilística estratificada considera 199 teletrabajadores de la región de Valparaíso, que iniciaron esta modalidad a partir de la pandemia covid-19, dirigida a un universo de 124.168 teletrabajadores, que involucró a 9 tipos de rubros (mutualidad, agroindustria, telecomunicaciones, suministros básicos, retail, educación, bancario, staff de abogados, otros). Resultados: Se desprende del análisis del cuestionario principalmente un aspecto de factores del entorno laboral, donde se observa que un 63,97% de los encuestados dicen que los factores físicos ruido, temperatura e iluminación afectan negativamente su desempeño, un 52,11% presentan factores operacionales que entorpecen sus labores y un porcentaje entre el 30-40% de los encuestados no puede cubrir ciertos factores operacionales, en tanto, un porcentaje de teletrabajadores entre el rango del 70% y 90% mantienen un control sobre factores técnicos. A su vez, un porcentaje entre el rango de 60% y un 90% mantienen un control sobre factores ergonómicos. Discusión: Según muestra el gráfico 3 un 67% de teletrabajadores no reciben información de ergonomía lo que causa que no puedan tener control sobre el aspecto ergonómico (especialmente factores estructurales y técnicos en su espacio laboral). El gráfico 4 se observan los porcentajes de 8 variables que inciden en el desempeño, según sus índices menos optimistas como la variable D (63,97%), F (52,11%) y G (43,71%), inciden negativamente al estrés, a posibles accidentes y afecciones a la salud de los teletrabajadores. Conclusiones: De acuerdo a los datos obtenidos del cuestionario, se identifican los siguientes factores presentes en el entorno laboral que ejercen un efecto negativo en la seguridad y salud de teletrabajadores, tales como, factores técnicos (espacios, orden, materiales), factores operacionales(defectuosidad de accesorios de trabajo, ausencia de accesorios), factores físicos(temperatura, iluminación, ruido), factores ergonómicos(posturas, movimientos, adecuación de los equipos), siendo estos los más recurrentes. Donde se demuestra como los teletrabajadores se ven en presencia y afectados por dichos factores a lo largo del desempeño de sus labores, donde se enfocan en intentar controlar o suplir dichos factores para así evitar que estos ejerzan un efecto negativo sobre su seguridad y salud. Keywords-Teletrabajo, ergonomía, factores del entorno, seguridad y salud. Introducción En la era de la información, en la que compiten las empresas de hoy, el teletrabajo es una opción de recursos humanos que las empresas están encontrando que merece la pena considerar [24]. El término 'teletrabajo' se refiere a un acuerdo de flexibilidad laboral bajo el cual un empleado desempeña los deberes y responsabilidades del puesto y otras actividades, desde un lugar de trabajo aprobado, que no será el lugar desde el que el empleado trabaja normalmente, sino que desde otro sitio contrario al local de trabajo [14]. El teletrabajo ha recibido recientemente una atención considerable tanto en el mundo académico como en el profesional, como uno de los cambios notables en las prácticas comerciales [10]. Sorprendentemente se sabe poco sobre cómo esta forma de trabajo virtual afecta las relaciones. El teletrabajo implica trabajar una parte del tiempo fuera del lugar de trabajo convencional, a menudo desde casa, y comunicarse mediante tecnología informática [18]. La creciente sofisticación y proliferación de las tecnologías de la información y la comunicación han centrado más la atención en la organización

Un breve excursus dello sviluppo del telelavoro in Italia di primi esperimenti sino all'emergere del concetto di Smart Work. Contributo pubblicato nel volume "WELL@WORK. Negoziare il benessere in azienda", a cura di Emanuele Di Nicola, Roma, 2015

Nadie puede negar que el teletrabajo es un tema de gran relevancia y pertinencia para las organizaciones hoy en día, pero también lo fue hace 50 años cuando nació. ¿Cómo explicar que luego de tantos cambios tecnológicos este tema siga estando vigente? Más aun, ¿cómo explicar que luego de varias décadas aún existen muchas organizaciones que no se atreven a intentarlo? El teletrabajo, también conocido como trabajo virtual, trabajo a distancia, o trabajo remoto, es una modalidad laboral que posibilita a las personas desempeñar sus labores sin tener que desplazarse hacía un lugar físico cada día, y entre otros aspectos, genera beneficios como reducción de costos, aumento de productividad, menor estrés y cansancio, etc., tanto para los trabajadores, como para las entidades y la sociedad. Básicamente, el teletrabajo se caracteriza por la interacción remota, y la mediación de las TIC para propiciar las interacciones. Sin embargo, y a pesar de que su adopción suene simple, el solo hecho que los trabajadores no asistan a sus organizaciones para realizar las actividades, conlleva a formas diferentes de organización, que no todos están dispuestos a asumir. El problema reside en que además de los dos aspectos mencionados, hay un tercer factor que es muy importante: lo organizacional. La implementación del teletrabajo requiere de cierto grado de planeación, de ciertos estilos de liderazgo cimentados en la confianza, de esquemas de seguimiento y control, así como de cierto nivel de gestión de la información que permita un acceso de manera remota. Históricamente, las organizaciones han decidido sobre la adopción del teletrabajo con base en los beneficios que obtendrían, simplemente para generar una mejoría. Pero actualmente,  los requerimientos de las nuevas generaciones, los avances tecnológicos, así como los problemas ambientales y de movilidad en las grandes urbes, están reclamando en las empresas un rol social más activo, y el teletrabajo se presenta como una alternativa capaz de aportar un granito de arena ante estas problemáticas sociales.

COVID-19 disrupted economic activity worldwide, prompting companies to mitigate the crisis and maintain business sustainability thru corporate governance practices such as telework programs (Wheatley et al., 2021). Although the COVID-19 pandemic has caused some concern, it is fundamental to understand better the potential impacts of telework on the gendered division of labor and a variety of work-life outcomes. This article provides a literature review of the scientific abstracts produced since the outbreak of the COVID-19 pandemic, focusing on the gendered nature of telework and the outcomes that impact gender equality.

- English below -

Viele Angestellte in Deutschland wünschen sich, einen Teil ihrer Arbeitszeit im Homeoffice verrichten zu können. Dennoch ist das Arbeiten im Homeoffice in Deutschland bisher noch unüblich, ein gesetzlicher Anspruch besteht nicht. Bisherige Studien, die untersuchen, ob und warum Arbeitnehmer allgemein mit ihrer Arbeit zufriedener sind, wenn sie im Homeoffice arbeiten können, kommen zu widersprüchlichen Ergebnissen. Diese Studie möchte mit einem qualitativen within-person Forschungsdesign mehrere Forschungslücken schließen. Mithilfe von semi-strukturierten Interviews und einer thematischen Datenanalysemethode erhebt sie eine detaillierte Beschreibung von acht deutschen Arbeitnehmern verschiedener Unternehmen, die durchschnittlich einen Tag pro Woche im Homeoffice arbeiten. Dabei werden die Themenblöcke Körperliche Gesundheit und Wahrgenommene Zielerreichung im Homeoffice besonders eingehend betrachtet. Diese Studie kommt zu drei Ergebnissen: Erstens führen soziale Faktoren im Homeoffice wie mehr Zeit für Freunde, Familie oder den Partner und mehr Freizeit zu einer erhöhten Arbeitszufriedenheit. Zweitens können eine gesündere Ernährung sowie eine ergonomische Ausstattung im Homeoffice die Arbeitszufriedenheit verstärken. Drittens führt eine erhöhte Arbeitsleistung im Homeoffice, hervorgerufen durch gesteigerte Konzentration und die Möglichkeit der selbstständigen Organisation, zu einer erhöhten Arbeitszufriedenheit. Die Studie weist auf Vorteile und Gestaltungsmöglichkeiten von Homeoffice hin und macht darauf aufmerksam, dass es deshalb für Angestellte und damit auch für Arbeitgeber sinnvoll ist, über die Möglichkeit von Homeoffice in Teilzeit nachzudenken. ---------------------------

Many employees in Germany wish they were allowed to telecommute part of their work hours. Nonetheless, it is still unusual for German companies to allow home-based telecommuting and employees are not legally entitled to it. Previous studies show contradictory results regarding whether and why employees show higher job satisfaction if they are allowed to telecommute. Applying a qualitative, within-person research design, this study seeks to close several research gaps. Based on semi-structured interviews and a thematic data analysis method, a detailed description of eight German employees who work in various companies and conduct home-based telecommuting on average one day per week is presented. In doing so, the topics of physical health and perceived goal attainment are considered in particular. This study finds three main results: First, social factors resulting from home-based telecommuting such as more time for friends, family, or partner and more leisure time, lead to increased job satisfaction. Second, a healthier diet and ergonomic equipment during telecommuting can enhance job satisfaction. Third, increased productivity during home-based telecommuting, due to increased concentration and the possibility of organizing the work day independently, leads to increased job satisfaction. The study highlights the advantages and design options of home-based telecommuting. It points out that employees, and thus also employers, should therefore consider the possibility of part-time home-based telecommuting.

El teletrabajo, de ser de una práctica laboral flexible se ha convertido en una necesidad de instituciones y empresas en todo el mundo. La pandemia del coronavirus COVID-19 ha obligado a cambiar los usos y costumbres laborales tradicionales, provocando que este modelo de trabajo deje de ser la excepción y se convierta en la nueva norma mundial. El objetivo de la presente investigación es determinar, usando la metodología cuantitativa, cómo los supervisores del rubro administrativo de Chile han respondido al desafío de implementar el teletrabajo en los tiempos de la crisis sanitaria y cuáles son las
prácticas incipientes en su gestión desde el punto de vista de sus empleados.

PALABRAS CLAVES: • teletrabajo • trabajo remoto • supervisión de apoyo a la familia • acuerdos de trabajo flexibles • conflicto trabajo-familia • gestión • pandemia

Telelucrul, ca un nou mod de a lucra prin efectuarea unei activităţi (forme de muncă) flexibile în timp şi la distanţă, utilizând tehnologia informaţională şi comunicaţiile avansate, se concretizează în teleactivităţi şi teleservicii.

În ultimii ani, s-au dezvoltat rapid noi tehnologii informaţionale şi de comunicare, astfel încât în centrul dezbaterilor ştiinţifice, politice şi economice din ultima perioadă a stat apariţia şi dezvoltarea Societăţii Informaţionale, generatoare de noi oportunităţi de muncă dar şi de schimbări esenţiale în ceea ce priveşte natura muncii şi modul de lucru, schimbări comparabile cu cele petrecute în revoluţia industrială.

În acest context, telelucrul a devenit domeniu strategic din punct de vedere teoretic şi practic, deoarece reprezintă o soluţie cu potenţial practic important; se poate dezvolta repede; poate influenţa în bine viaţa multor europeni; este un excelent promotor al noilor procese şi tehnologii avansate; este o componentă a noii revoluţii ştiinţifice şi tehnologice, orientată spre societatea bazată pe informaţie şi cunoaştere.

Data publicării: 8 noiembrie 2011
ISBN-13: 978-1505563948
ISBN-10: 1505563941
ASIN: B00MV7PV7M
BISAC: Business & Economics / Workplace Culture

Based on boundary theory, this study analysed the cues and
rituals home-based teleworkers use to facilitate transitions
between work and home roles. Qualitative findings revealed
that teleworkers primarily engage in strategies aimed at segmenting work from home roles, although some utilise cues to integrate work and home. Teleworkers used time, space, technology and communication as cues to aid role transitions
and manage the work–home boundary. Overall, teleworkers
appeared to grapple with the tension between the desire for
flexibility and the need for structure, and use cues and rites of passage in order to facilitate this balance. Female teleworkers were more likely to use segmenting cues relative to male teleworkers. Teleworkers with children living in the home were less likely to integrate work and home roles. Extensive teleworkers used space more frequently than less extensive teleworkers, but otherwise, both groups reported similar use of cues.

În ultimii ani, s-au dezvoltat rapid noi tehnologii informaționale și de comunicare, astfel încât în centrul dezbaterilor științifice, politice și economice din ultima perioadă a stat apariția și dezvoltarea Societății Informaționale, generatoare de noi oportunități de muncă dar și de schimbări esențiale în ceea ce privește natura muncii și modul de lucru, schimbări comparabile cu cele petrecute în revoluția industrială. În acest context, telelucrul (telemunca) a devenit domeniu strategic din punct de vedere teoretic și practic.

Il presente lavoro si inserisce nell'ambito del crescente dibattito su nuovi modelli di organizzazione del lavoro ed in particolare sul cosiddetto fenomeno del remote working. Maggiormente noto in letteratura col termine telelavoro, esso si riferisce a quell'insieme di modelli flessibili di lavoro che sfruttando le potenzialità dell'ICT offrono ai lavoratori dipendenti la possibilità di svolgere le proprie attività a distanza rispetto agli uffici centrali della propria organizzazione. A tale dibattito si intende fornire un contributo focalizzando l'attenzione su una specifica tipologia di telelavoro, ovvero quella svolta presso gli Smart Wok Center (SWC), spazi di lavoro condiviso dove i principali fruitori, costituiti da lavoratori dipendenti di organizzazioni pubbliche e private, possono disporre di strumenti ICT e servizi avanzati per l'efficace svolgimento del lavoro a distanza. L'articolo si pone come primo obiettivo quello di fornire un inquadramento concettuale di questa forma di telelavoro, fornendo una descrizione analitica di caratteristiche, funzioni e driver di realizzazione di queste strutture e soprattutto il loro posizionamento rispetto ad altre tipologie di spazi di lavoro condiviso, quali telecentri e coworking. Il lavoro illustra inoltre i benefici e le opportunità offerte dagli SWC in chiave comparata rispetto al più tradizionale e diffuso telelavoro domiciliare, evidenziando come questa forma di lavoro in remoto, pur preservando i benefici del lavoro da casa, rappresenta per molti aspetti una soluzione più efficace se si considerano le barriere ambientali, tecnologiche ed organizzative all'adozione del telelavoro domiciliare e soprattutto le sfide manageriali che ad oggi hanno costituito, in Europa e in particolare in Italia, un forte ostacolo al suo decollo. Parole chiave: telelavoro, lavoro in remoto, smart work center, modelli organizzativi, innovazione, ICT

Le développement de nouvelles formes d’organisation du travail ou New Ways of Working (à présent, NWoW) s’est justifié, ces deux dernières décennies, par de multiples facteurs. Parmi ceux-ci, la question de la mobilité et de la flexibilisation du travail, encourageant les entreprises et les travailleurs à envisager de nouveaux usages des espaces et des temps de travail. Il s’agit d’envisager des espaces de travail qui s’adaptent aux activités et occupations réelles et souhaitées des travailleurs et des travailleuses dans le contexte d’un travail que l’on désire plus mobile, voire nomade, mais aussi davantage équilibré avec le non-travail. Cela se traduit par l’organisation d’une porosité plus grande entre ces deux sphères d’activité, entre ces deux espace-temps de vie. Nous parlerons d’espaces de travail distribués pour désigner cette réalité. La question technologique est un autre facteur de développement de ces NWOW. Ce sont usages contemporains des technologies de l’information et de la communication (TIC) qui autorisent cette distribution des espace-temps du travail, tout en organisant une connectivité permanente de la personne avec son travail. D’abord numérique puis digital, l’environnement de travail doit permettre la portabilité du travail et la réactivité à distance. Finalement, c’est aussi la volonté des parties prenantes de l’entreprise—management et salariés en tête—d’affirmer une autre manière d’organiser le travail et de ‘vivre ensemble’ qui s’exprime au travers de ces projets NWoW.
Si les premiers enjeux soulevés par ces transformations organisationnelles furent technologiques (comment permettre un accès sécurisé à des données numérisées à tous à distance ? Quelles plateformes mettre en place pour se réunir et travailler dans ce contexte ?), juridiques (quels avenants prévoir afin d’offrir à chacun et chacune les mêmes droits et facilités de travail, indépendamment du lieu de son exercice ? Comment encadrer au mieux les outils et usages autorisant le travail à distance : visioconférence, smartphone, connectivité…) et gestionnaires (Comment gérer le changement, accompagner les individus dans ces transformations, communiquer…), les travaux de recherche menés dans le cadre de la Chaire laboRH ont montré que ces NWOW soulevaient des enjeux plus profonds en interrogeant le « faire travail » : quel collectif de travail, quelle cohésion d’équipe dans le travail, quel « lien » au travail et à l’organisation se dessinent dans ces contextes particuliers ?
De premiers travaux ont ainsi démontré que le flexwork—c’est-à-dire la combinaison du télétravail, de l’open-space et/ou du bureau partagé—pouvait avoir des effets négatifs en matière de collaboration, de bien-être mais aussi de productivité, selon la combinaison considérée. Ces travaux nous ont amenés à considérer le lien au travail et, plus spécifiquement, la cohésion des équipes de travail et la reconnaissance comme des conditions essentielles de succès de ces projets de transformation. D’autres recherches ont permis d’approfondir la compréhension de ces situations de travail en montrant comment, dans certaines circonstances, le flexwork pouvait être associé à un sentiment d’invisibilité, voire de dépossession (de l’espace, de l’expertise, de la parole) que nous avons assimilé à la notion de « dé-humanisation ». Ces recherches corroborent les résultats d’autres travaux menés par des équipes de recherche européennes depuis 2015. Ils interrogent directement le type de management mis en place dans les organisations et préfigurent des enjeux majeurs en termes de management humain. C’est l’objet de ce chapitre.
Dans une première section, nous clarifions ce que l’on entend par « nouvelles formes d’organisation du travail » et situons leur émergence dans le contexte « d’accélération » qui est le nôtre : au-delà des pratiques de gestion et d’organisation du travail telles que le télétravail ou l’activity-based workspace, nous verrons que c’est davantage une philosophie de gestion qui caractérise les NWOW. C’est donc déjà un projet organisationnel, ce qui rend l’étude de ces NWOW éminemment contextuelle. Dans une deuxième section, nous présenterons une synthèse des résultats des recherches actuelles portant sur les NWOW : de la collaboration à la dé-humanisation, les enjeux en termes de management à distance et de management humain seront particulièrement mis en avant. Dans une troisième section, il s’agira d’identifier les enjeux actuels et futurs de ces NWOW pour les organisations et la gestion des personnes et du travail, en tirant aussi les leçons d’expériences en cours au sein de deux entreprises partenaires de la Chaire laboRH : la RTBF et Solvay.

Business leaders often realize greater profitability when they have strategies to retain IT employees. However, the cost to replace IT employees creates significant challenges for business leaders. Given the growing impact of technology on operational costs, retention of IT employees is imperative. This exploratory single case study sought to identify the strategies that leaders use to increase IT employee retention. The population was employees from Pick N Pay in Windhoek Namibia, responsible for the retention of IT employees. Herzberg's two-factor theory was the conceptual framework for this study. The data was collected from questionnaire that was send through email by google forms. Data analysis and methodological triangulation which analyzed the answers from questionnaire It also includes organizations becoming profitable through better employee retention strategies, and it adds to the body of knowledge that leaders could use to provide stable employment opportunities to individuals. The retention rates among IT employees affect individuals, families, communities, organizations, and the economy. Implementing retention strategies may result in improving employee-employer relationships and organizational profitability.

Une épidémie pour expérimenter de nouvelles formes de travail : voilà une perspective managériale qui découle de la pratique croissante du télétravail. Beaucoup d'entreprises se projettent, en effet, dans un «monde d’après» où les surfaces de bureau seront réduites, le télétravail pratiqué entre 2 et 3 jours par semaine et où l’idée-même d’entreprise, celle d’une communauté de travail, devrait être réinventée. Préserver et faire vivre l’entreprise comme une communauté de travail en passant d’une forme de gestion de la déspatialisation -où l’absence est régulée par des conventions et des pratiques de management à distance- à une forme d’organisation de la présence, semble indiqué.

Cette analyse est structurée en trois temps. Dans un premier temps, le télétravail est défini et caractérisé : les conditions de son développement, les différentes formes de travail à distance qu’il recouvre et les principaux avantages et inconvénients qui y sont associés. Dans un deuxième temps, les principaux enjeux organisationnels et de gestion associés à sa pratique sont présentés. Ils sont plus finement discutés, dans un troisième temps, afin de montrer une nette différence entre la période «pré-Covid» (où le télétravail était pratiqué à raison d’un jour par semaine, dans un cadre défini) et «post-Covid» (où le télétravail est davantage pratiqué et où l’entreprise comme communauté de travail se trouve questionnée).

Flexible work arrangements (FWA) give employees some autonomy over their choice of hours and place of work. Increasingly, they are being adopted by organisations in an effort to increase employee well-being and intent to stay. This dissertation is a case study into one particular type of FWA; working from home, and its effects on employee intent to stay at Remote Staff Support Solutions Inc. (RSSS), a small BPO company located in Manila, Philippines. The company has experienced a high turnover rate typical of the BPO industry. This research is significant due to the lack of research literature regarding FWA effects from the employee's perspective in the BPO industry and wider Philippines' labour force, and provides key recommendations for the company to reduce turnover. Three research questions were presented for resolution: What are the key advantages of the FWA from the employee's perspective, what effects do these FWA advantages have on employee well-being, and will the FWA influence employee intent to stay? A questionnaire was presented to 53 participants in a semi-structured interview in their home environment. The information was then collated, synthesised and categorised for further analysis and interpretation. The key findings were that there was a positive association between FWA's and employee intent to stay longer with the company. Further, employee well- being associated with the advantages of the FWA seemed to be a major influence on their decision to stay. Strong emotional responses on the issue of family time and caregiving were observed, along with the hypothetical cancelation of the FWA. Some negative associations of the FWA were discovered, namely technology issues, distractions at home, and isolation from work colleagues. The conclusions made from this case study are that work-life balance initiatives such as FWA's generally increase employee well-being, organisational commitment, work performance, and quality of family life. The recommendation to RSSS is to extend the FWA to assess the full implications on intent to stay to see if it does in fact reduce the turnover rate. Further recommendations include resolving technology issues, and to initiate well-being programs that are tied to work performance assessment.

The ongoing Corona pandemic has significantly changed the way we live and work. Much of the work done in the office has been shifted to the private sphere. At the same time, it has become apparent that mobile forms of work can lead to increased mental stress. The aim of this thesis is therefore to investigate whether the Corona pandemic and the associated mobile work lead to negative effects on mental health. To answer this question, a quantitative study is conducted among the employees of ORLEN Deutschland GmbH, a petrol station company from northern Germany. After examining the relevant literature on the topic of mental health and mobile forms of work, the theoretical model was presented using the Job-Demand-Control-Support-Model by Johnson and Hall. It examines the relationships between job demand, job control and work support and their effects on job strain. Furthermore, it suggests that there is a moderating effect for job control and work support.

In order to test these theoretical relationships for the case study, a standardized questionnaire was created. This questionnaire is based on the presented model and was additionally supplemented by further research findings. A total of 100 of the approximately 180 employees of ORLEN Deutschland GmbH took part in the survey, giving information about how the working situation changed from pre corona to intra corona, about working demand such as workloads, work-life balance and work-family conflicts, work control and flexibility, social support and social isolation as well as subjectively perceived psychological well-being. Based on this information the descriptive results were presented giving insight about the working conditions during the Corona pandemic. Furthermore, the five main variables of this paper, job demands, work-life-demands, job control, social support and psychological well-being were summarized, giving the base for the correlation and regression analysis. The bivariate analysis results that there are significant correlations between work-life demands and psychological well-being, job control and psychological well-being as well as social support and psychological well-being. Regarding the multiple regression analysis, only the impact of social support on psychological
well-being is significant. Moreover, the regression models show no moderating effect of job control or social support on the relationship between job demands and psychological wellbeing, nor for the relationship between work-life demands and psychological well-being for the
entire workforce of ORLEN Deutschland. Only in one model a moderation effect can be detected. According to this model, social support has an impact on how work-life demands affect the psychological well-being of female employees at ORLEN Deutschland.

Português
Em decorrência das mudanças sociais, culturais e econômicas, impulsionadas pelas novas tecnologias de informática, telecomunicações e globalização ocorridas nos últimos 20 anos, toda uma nova gama de ferramentas e conceitos relacionados ao trabalho foi produzida e gradativamente penetrou no mercado sob a égide da flexibilização das relações de trabalho. Este trabalho buscou avaliar a viabilidade de implantação de um importante componente de flexibilização, o Teletrabalho. Para tal, foi proposto um processo de implantação e melhoria das práticas de teletrabalho, baseado em uma política clara que define os objetivos, papéis e responsabilidade dos envolvidos e por fim uma análise de retorno do investimento utilizando-se os dados do caso em estudo.

English
As a result of social, cultural and economic changes , driven by new information technologies, telecommunications and globalization in the last 20 years , a whole new range of tools and concepts related to work was produced and gradually entered the market under the aegis of flexible labor relations. This study evaluated the feasibility of implementing an important component of flexible working arrangements, the telework . For this purpose, it was proposed a process of implementation and improvement of telework practices, based on a clear policy that defines the objectives, roles and responsibilities of those involved and finally a return on investment analysis using the case study.

Purpose: To provide a conceptual framework for understanding the role of organizational control in the context of remote work arrangements. Design/methodology/approach The framework has been developed drawing on two distinct research streams. Existing frameworks on remote work arrangements enabled to identify relevant dimensions to include in our framework, i.e. drivers of adoption and outcomes of implementation. It also evidenced the importance of opening-up the remote work implementation process addressing crucial management issues, including organizational control. In the basis of extant organizational research we deconstructed the complexity of organizational control in its constituent elements and identified mechanisms of control enactment over time. Findings: The framework links the complex dynamics of organizational control change initiated by the adoption of remote work arrangements with its antecedents (drivers of adoption and characteristics of the remote work model) and implementation outcomes at individual, group and organizational level. It open-ups the implementation stage focusing on the dynamics of organizational control and clarifies its role when the organization decides to adopt remote working. Originality/value The framework assumes that organizational control is not a static entity but a process of mutual constitution between structures of controls and actions enacted over time by both managers and employees (remote workers and on-site colleagues). It shows the value of a process perspective that emphasizes time, change and mechanisms related to organizational control. Moreover, it constitutes a valuable reference guide to interpret in an integrated way existing research and identify inconsistencies in empirical findings, relevant gaps and opportunities for future research.

Managerial factors were examined to determine their relationship to telework outcomes using a
multivariate regression analysis. In this study, statistical relationships explained associations between three independent variables and three outcome variables to test three theoretical models. The U.S. Office of Personnel Management (OPM) published the 2012 Federal Employees Viewpoint Survey (FEVS) results, which were used as the secondary database to gather perceived management practices. The three independent variables linked management factors in telework resistance as noted in OPM (2012): (a) leadership-knowledge management, (b) performance management, and (c) talent management. These employee observations of management were statistically related to three telework outcomes as the dependent variables: (a) participation, (b) productivity, and (c) job satisfaction also observed by employees in the federal government according to OPM, (2012). The regression analysis was performed using SPSS to test three hypotheses to understand the telework resistance phenomena within the U.S. federal government. Additionally, the three models were cross-validated to determine generalization to the population. The results demonstrated significant relationships between telework productivity and job satisfaction as a result of perceived managerial performance practices. However, the findings suggested that managerial characteristics observed in this research did not have a statistical significant relationship to telework participation. Managerial abilities in the administration of telework programs will continue to have an association affecting the modern workforce and will account for additional organizational change management studies in the future.

The nature of work is changing to adapt to the global market place. Technology has changed the way in which work is done, and what work is done. Remote working has been embraced by an increasing number of companies and workers in response to the change in the type of work and technology. Telework describes the shift from a traditional office based work model to one where an employee performs work away from the workplace through remote access to the office.  The increasing number of information sources coupled with the development of the Internet and communication technologies has resulted in growing amounts of data and information that users need to process. Although information is readily available at ones fingertips, these modern sources of information and enhanced communication tools have resulted in information overload. Information overload can be described as a situation where people are swamped with more information than they are able to usefully use. Telework arrangements bring new challenges as well as benefits, and a variety of studies have examined the impact of teleworking in terms of such benefits and costs. Few studies, however, have focused on the impact of information overload on teleworkers. Furthermore very little is known of the telework implementation and information overload problem in South Africa. The aim of this study was to investigate how information overload caused by Telework impacts on family life. This study revealed that telework has a negative impact on the household which manifests itself in conflict and information overload aggravates the situation. It is recommended that organisations considering implementing telework should include methods to minimise information overload in their strategy.

RESUMO O presente artigo analisou as consequências da pandemia da COVID-19 para a advocacia, a partir de pesquisa empírica realizada com 4437 profissionais no estado do Rio de Janeiro no final de 2020. O teletrabalho foi tratado como uma espécie do trabalho baseado em domicílio, conforme a classificação da Organização Internacional do Trabalho. O estudo demonstrou que a profissão passou a ser exercida majoritariamente de forma improvisada no domicílio dos profissionais, com utilização de diversos instrumentos tecnológicos. A advocacia teve um sentimento ambíguo em relação ao teletrabalho. Houve aumento de trabalho para uns e redução para outros, cujas consequências econômicas também são sentidas de forma diversa, em se tratando predominantemente de profissionais autônomos. A ausência de deslocamento até o trabalho foi apontada como ponto positivo. Aspectos negativos em relação à sensação de piora na saúde e à ausência de contato com os colegas foram ressaltados. Alguns profissionais já voltaram, ao tempo da pesquisa, a realizar as atividades presencialmente, mas ainda mantêm parte das funções em teletrabalho, o que pode indicar uma tendência para o período pós-pandêmico. A advocacia prefere a adoção de um regime híbrido ao fim da crise sanitária. A conclusão do estudo é que a pandemia da COVID-19 atingiu em cheio a advocacia-seja em termos econômicos, trazendo crise para a maioria e vantagens para poucos, seja em relação à forma de realizar suas atividades profissionais-, realizada quase totalmente com base em domicílio, ou mesmo atingindo fortemente a percepção da saúde física e mental da categoria. PALAVRAS-CHAVE: Advocacia. Teletrabalho. Pandemia COVID-19. ABSTRACT This paper analyzed the consequences of the COVID-19 pandemic for lawyers, based on empirical research conducted with 4437 professionals in the state of Rio de Janeiro at the end of 2020. Telework was treated as a kind of home-based work as classified by the International Labor Organization. The study showed that the profession started to be exercised mostly in an improvised way at the lawyers' homes, with the use of several technological tools. The lawyers had an ambiguous feeling regarding telework. There was an increase in work for some and a reduction for others, whose economic consequences are also felt in differently. There are mostly self-employed professionals. The absence of displacement to work was pointed out as a positive point. Negative

A home office aktualitását a járványügyi helyzet hozta el, attól függetlenül, hogy az jogilag nem szabályozott. Ezzel együtt új dilemmák merülnek fel, amelyeket a tanulmányunkban tételesen, kérdések és válaszok formájában vizsgálunk. Jogi álláspontunk, hogy a home office-t a többi jogintézménytől, különösen a távmunkától el kell határolni. Az eddigi nem egyértelmű szabályozás bizonytalanná tette a besorolását, ami azt eredményezte, hogy ez a fajta foglalkoztatás – a támogató közgazdasági megközelítés ellenére - a statisztikák szerint csökkenő népszerűséggel bír. Ahol a járvány idején megtörtént a home office-ra történő átállás, ott az várhatóan fennmarad, különösen az olyan szektorok és földrajzi térségek esetén, ahol már a válság előtt a hazai átlagot meghaladóan jelen volt. Ezért a home office lehetőségének szükségességét elismerve javasoljuk a jogalkotás számára annak egzaktabb szabályozását, ezzel egyértelműbb jogi helyzetet teremtve a munkaerőpiac szereplői számára is.

This paper shows the findings of research about the effects of Telework on the performance and work productivity placing emphasis in the times of “lockdown” and “Working from Home” (WFH) expansion due to the Covid-19 global pandemic. The specialized literature indicates substantial modifications in WFH characteristics, which makes necessary a new concept for the correct analysis and phenomena interpretation. Consequently, we introduce the concept of “Working Homebound with Reduced Flexibility” (TCH from Spanish). Thus, research shows ambiguous results on the effects of this phenomenon in particular: positive, negative, and mixed results.

The global crisis caused by the outbreak of a novel coronavirus and the associated disease (COVID-19) has changed working conditions due to social-distancing policies. Many workers started to use new technologies at work, including social media applications. In this longitudinal study, we investigated the potential stress effects of social media communication (SMC) at work. Based on our integrative theoretical model, we expected that SMC at work would burden some workers, but those who were accustomed to SMC at work would be better off when the crisis started. We collected a nationally representative sample of Finnish workers before (N = 1308) and during (N = 1081) the COVID-19 crisis. Outcome measures included technostress and work exhaustion. Multilevel linear mixed-effects regression models investigated formal and informal SMC at work. Covariates included cyberbullying at work, social media usage, personality, occupational status, and sociodemographic factors. Results showed that formal SMC increased and predicted higher technostress. However, technostress and work exhaustion decreased among workers already accustomed to using SMC at work before the crisis. The results indicate a disparity in workers' resilience during remote work and highlight a need for organizational level support.