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The present study aims to examine the mediating role of (in)voluntariness in teleworking in explaining the relationship between employees’ fit to telework and work well-being (i.e. work engagement and exhaustion).

A cross-sectional survey design was used in this study. The sample comprised 222 individuals performing telework in Portugal. Statistical analyses employed were descriptive statistics, Pearson’s correlation, confirmatory factor and structural equation analyses, and mediation analysis using Hayes Process macro.

The findings confirmed the hypothesis that employees’ fit to telework raises the voluntariness in telework and decreases involuntariness in telework. However, contrary to expectations, no significant relationships were found between voluntariness in telework, work engagement and exhaustion. Yet, involuntariness in telework showed a significant role in decreasing work engagement and increasing workers’ exhaustion. The mediating role of involuntariness in telework was confirmed in explaining the relationship between employees’ fit to telework and exhaustion.

Managers in global firms can draw from the results to understand how employees’ fit to telework directly and/or indirectly contributes to work well-being and develop human resource (HR) management practices aiming to increase employees’ fit to telework.

Although teleworking is already studied, to the best of the authors’ knowledge, no studies have analyzed the same conceptual model employees’ fit to telework, (in)voluntariness in teleworking and work well-being.

Work-from-home (WFH) has gained popularity over the past years. This study aims to conduct a bibliometric analysis to systematically review and synthesize scholarly literature on the complex interplay between WFH, employee well-being and performance.

The study incorporates analysis of the bibliometric including performance analysis, content analysis and scientific mapping that is applied to 497 Scopus papers. VOSviewer software was used to evaluate the data.

This study posits an imbalance between the count of documents and the citations earned by each author. International Journal of Environmental Research and Public Health was regarded as a leading journal with maximum citations and publications. The highest count of publications came from most Asian countries such as India, China, Indonesia and Japan. The investigation indicated that the writers with the maximum citations were predominantly the authors of the majorly cited papers. Further, the text mining through co-occurrence of keyword analysis generated five clusters and cocited references revealed three themes.

The current research might benefit both research groups as well as human resource professionals since it also reveals the research necessity and gaps in the WFH domain.

This research delves into unexplored facets of WFH beyond traditional studies over the past decade by examining remote work arrangements in today’s economy, revealing previously unnoticed dynamics affecting employee well-being and performance. This innovative viewpoint enhances the literature and provides an empirical foundation for strategic organizational decision-making and future study.

This study aims to identify an effective work design for telework practices in Thailand by investigating the influence on employee work engagement and job stress of job demands and resources in three domains of work characteristics – task, social and contextual.

In total, 1,052 high-intensity teleworkers participated in our online survey. Nested model comparisons and chi-square difference tests were used to test the significance of the three domains of work characteristics by comparing changes in model fit associated with the removal of the parameters associated with each domain. The best fit model was then used to examine the hypothesized relationships.

The results revealed that each domain of work characteristics provides additional and meaningful insights on employee outcomes. For telework practices in Thailand, supervisor support and work autonomy, the job resources specified respectively in the social and task domain can enhance work engagement. In contrast, supervisor surveillance and communication overload, the job demands in these respective domains can lead to job stress. Additionally, telework contextual demands of blurred work–life boundaries reduce employee work engagement. Communication overload has paradoxical outcomes of increased job stress and improved work engagement.

This study contributes to the work design and telework literature by applying an integrative work–design approach to demonstrate that organizations should consider both job demands and resources in a wider context of work design. This study also provides insights in respect of Thai cultural values to explain the effective design of telework practices in Thailand, a country where telework is relatively new and the work–design literature is very limited. This study is useful for international business managers wishing to adopt telework practices in Thailand to localize how telework is organized and ensure a smooth transition to the new world of work more successfully in the post-pandemic period.

The purpose of this paper is to analyse the contribution of human resource (HR) commitment practices to firm performance through the adoption of workplace practices that require the organisational climate created by HR commitment practices.

The approach is a survey of 156 Spanish firms and statistical test of research hypotheses through structural equation modelling.

The results indicate that the extent that employees have access to HR commitment practices and HR social benefits is positively related to the intensity of telework adoption. Firm performance is positively associated to the intensity of telework adoption, functional flexibility and internal numerical flexibility, and negatively related to external numerical flexibility. HR commitment practices impact directly and indirectly on different measures of firm performance.

Cross‐sectional, survey‐based data that cannot infer causality. Longitudinal and qualitative designs are needed to get a better understanding of the relationships. A follow‐up study of employees perception of several variables analysed in this study (e.g. access to HR commitment practices and employee benefits) could reveal possible contradictions between what policies managers claim there exist, and what policies employees perceive to exist.

The adoption of HR commitment practices can facilitate the organisational change required by the adoption of telework.

The findings provide evidence that HR commitment practices are indirectly related to firm performance through their effects on the use of flexibility practices like telework that require organisational climates containing high levels of trust.

During the Covid-19 period, when human beings are socially isolated, telework is a viable solution to safeguard employees' health. Because many employees have never experienced such a working system and organizations have not planned for it before the pandemic, imposing employees to telework has adversely affected their productivity and efficiency. This study aims to identify factors affecting individuals' tendency toward teleworking during the pandemic, which can lead to practical solutions for the post-pandemic era.

Through the use of technology acceptance models, a conceptual model was designed. Data used to assess the model were cross-sectional and derived from 229 questionnaires filled out by employees in Tehran. The AMOS24 software processed the corresponding structural equation model.

The results from the cross-sectional data indicated that attitude toward telework and perceived behavioral control over the system were significantly correlated directly with the intention to telework, while perceived usefulness and perceived ease of use of telework were correlated indirectly. Therefore, the integrated model predicts behavioral intentions better than single models performed separately.

Psychological and mental health research describing adoption intentions of telework, particularly those focusing on employees, is still lacking. To the best of the authors' knowledge, this is the first study in this regard that has used a conceptual model derived from two technology acceptance models during the Covid-19 outbreak. An era in which the extent of the pandemic has forced employees to experience such working systems and thus the importance and practicality of teleworking have been more evident to nearly every individual.

The 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.

Based 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.

Key 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.

These 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.

COVID-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 purpose of this paper is to contribute to two related contemporary debates on the changing views of the employment relation and on the adoption of telework as a new work practice by analyzing line managers' general telework‐attitude formation processes, and possible outcomes in concrete request situations, mirroring managers' views of the employment relationship.

This multi‐method study among 65 managers in six financial‐sector organizations comprises two parts. The interview part focuses on managers' arguments for or against telework in their departments, and how these are weighed in the telework‐attitude formation process. In the vignette study, managers assess their attitudes towards specific, hypothetical, but realistic telework requests of fictive employees in their departments.

Combining the results of both studies, it is shown that the governance view dominates. Some managers, however, consider telework an “idiosyncratic deal.” Particularly in telework‐request situations, also the exchange view enters into the managers' perceptual frames. In order to decrease managers' ambivalence towards telework, the human resource management (HRM)‐system needs to be internally consistent and based on a view of the employment relationship which stresses commitment and trust as guiding principles, rather than control and coordination.

Employing a “configurational approach to strategic HRM,” this paper focuses on the importance of the “embeddedness” of telework practices in larger HRM‐systems in general, and the role of cultural obstacles in particular. Telework arguments are considered the HR principles guiding the telework‐attitude formation process, and mirroring managers' views of the employment relationship as part of their workforce philosophies.

The COVID-19 pandemic and technological advancements have enabled employees to telework. Referring to this emerging phenomenon, the authors aim to examine how employees' levels of trust in management mediated by psychological well-being impact their performance as they telework. Deploying the theoretical lens of person-environment misfit, the authors also explore the role of technostress in the trust-wellbeing-performance relationship.

The data was collected from 511 full-time service sector employees across Indian organizations through a structured survey questionnaire. The proposed moderation-mediation model for this study was tested using structural equation modeling and bootstrapping method.

Structural equation modeling results indicate that trust in management significantly impacts employee performance while teleworking. While psychological well-being was observed as a significant mediator, technostress played the moderator role in the trust-performance relationship. The moderated-mediation effect of psychological well-being in the trust-performance relationship was stronger when technostress was low and weaker when technostress was high.

The authors extend the person-environment misfit theory in the context of telework, highlighting the role of technostress that may impact the trust-wellbeing- performance relationship in such work settings.

The study informs leaders and managers on balancing delicate aspects such as employee trust and well-being that significantly impact performance as they telework. The authors also highlight the critical role of managers in respecting employees' personal and professional boundaries to alleviate technostress.

The authors make a novel theoretical contribution to the emerging literature on teleworking by examining the trust-psychological wellbeing-performance link and the role of technostress in this relationship.

Previous research has focused on the outcomes of telework, investigating the advantages and disadvantages of teleworking for employees. However, these investigations do not examine whether there are differences between teleworkers when evaluating the advantages and disadvantages of teleworking. The aim of this study is to identify of distinct classes of teleworkers based on the advantages and disadvantages that teleworking has for them.

This study used secondary survey data collected by the Spanish National Statistics Institute (INE). A sample of 842 people was used for this study. To identify the distinct classes of teleworkers, their perceived advantages and disadvantages of teleworking were analyzed using latent class analysis.

Three different classes of teleworkers were distinguished. Furthermore, sociodemographic covariates were incorporated into the latent class model, revealing that the composition of the classes varied in terms of education level, household income, and the amount of time spent on teleworking per week. This study also examined the influence of these emergent classes on employees’ experience of teleworking.

This study contributes to previous research investigating if telework is advantageous or disadvantageous for teleworkers, acknowledging that teleworkers are not identical and may respond differently to teleworking.

This article studies how experience and frequency of telework influence the acceptance and self-reported productivity of this mode of work in a context of pandemic-induced remote work.

The authors use a 2021 dataset of 542 professionals with previous or current experience in home-based telework. Two linear regression models are fitted using the willingness to telework and self-reported productivity as dependent variables.

The findings support the idea that previous telework specific experience and frequency of telework have a positive impact on the willingness to telework and self-reported productivity.

This paper questions the widely accepted idea according to which employees who telework occasionally experience the best outcomes. The authors have identified a “time after time” effect that shows the relevance of telework specific experience and frequency for the development of this mode of work.