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Article

Takao Maruyama and Susanne Tietze

This paper aims to compare pre‐telework anxieties, expectations and motivators reported by 394 teleworkers with their corresponding actual experiences of telework.

Abstract

Purpose

This paper aims to compare pre‐telework anxieties, expectations and motivators reported by 394 teleworkers with their corresponding actual experiences of telework.

Design/methodology/approach

Based on an organizational survey, 394 samples were generated who had been teleworking for less than 12 months at the time of the survey. By using χ2 tests, comparisons were made between pre‐telework expectations and post‐telework outcomes reported by teleworkers with different characteristics such as gender, job type, the presence of dependent children, and working hours spent at home.

Findings

The study found that prior to adopting telework sampled teleworkers tended to underestimate positive and overestimate negative experience of telework. It further demonstrated some statistically significant differences in pre‐telework expectations and post‐telework outcomes reported by different groups of teleworkers. For example, female teleworkers were more likely to report that telework made it easier to cope with caring responsibilities. Sales and marketing teleworkers were more likely to report reduced visibility and career development.

Practical implications

Implementing and maintaining successful telework schemes requires managers to take heed of the emotional aspects that accompany the use of such flexible work arrangements. Furthermore, career implications and the development of appropriate support structures for teleworkers need to be taken into account.

Originality/value

The contribution of this paper lies in the comparative approach between pre‐telework expectations and post‐telework outcomes. It compares different social and occupational groups.

Details

Personnel Review, vol. 41 no. 4
Type: Research Article
ISSN: 0048-3486

Keywords

Content available
Article

Martín Solís

The relations telework-work interference with the family (WIF), telework-family interference with work (FIW), and telework-performance have been widely studied; however…

Abstract

Purpose

The relations telework-work interference with the family (WIF), telework-family interference with work (FIW), and telework-performance have been widely studied; however, results of different investigations are contradictory. This may be related to third variables that moderate the effect of relations. The purpose of this paper is to analyze the moderating effect of worker responsibilities outside of the work environment on telework-FIW and telework-WIF relations, as well as the moderating effect of control by the supervisor on teleworkers in the telework-performance relation.

Design/methodology/approach

A total of 92 teleworkers were interviewed, and 72 non-teleworkers who work in four public institutions. Non-teleworkers work in the same departments as teleworkers, and carry out similar functions. In addition, 33 supervisors were interviewed who evaluated performance of both groups. Hierarchical lineal regression analysis models were used to evaluate the influence of telework on the dependent variables.

Findings

The results obtained reveal that where there are low-responsibility levels, teleworkers present a lower FIW than non-teleworkers; however, with high levels of responsibility, teleworkers show higher FIW. Additionally, supervisors’ control of teleworkers was found to have a negative effect on their pro-activity and adaptability to tasks.

Originality/value

The findings provide new empirical evidence about the effect of moderating variables in the relation between telework-work-family conflict and telework-performance. Besides the results provide practical and useful implications to organizations that implement telework programs.

Details

European Journal of Management and Business Economics, vol. 26 no. 1
Type: Research Article
ISSN: 2444-8451

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Article

Audronė Nakrošienė, Ilona Bučiūnienė and Bernadeta Goštautaitė

The purpose of this paper is to investigate the relationships between theoretically grounded telework factors and various individual and organizational outcomes of telework

Abstract

Purpose

The purpose of this paper is to investigate the relationships between theoretically grounded telework factors and various individual and organizational outcomes of telework (overall satisfaction with telework, perceived advantages of telework, career opportunities and self-reported productivity).

Design/methodology/approach

Based on a literature review, ten telework factors that may affect individual and organizational telework outcomes were identified and empirically tested using the survey data of 128 teleworkers exercising different telework intensity and representing various sectors of the economy.

Findings

The bundle of theoretically selected variables explained a significant part of the variance of telework outcomes. Reduced communication with co-workers, supervisor’s trust and support, suitability of the working place at home were found to be the most important telework factors impacting different telework outcomes. Higher self-reported productivity was related to reduced time in communicating with co-workers, a suitable working place at home and the possibility to take care of family members when teleworking.

Practical implications

This study provides insights about the management of telework in organizations by highlighting the factors that promote the satisfaction, productivity and perceived career opportunities of teleworkers.

Originality/value

This paper challenges the results of previous research on the factors related with telework and its outcomes. Based on the job demands-resources theory, the authors identified the factors that serve as resources in generating positive telework outcomes, and the factors increasing job demands and reducing satisfaction with telework.

Details

International Journal of Manpower, vol. 40 no. 1
Type: Research Article
ISSN: 0143-7720

Keywords

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Article

Bradford W. Hesse and Charles E. Grantham

Whereas the Industrial Revolution attracted workers away from home‐based community settings to central locations, the current proliferation of personal computers and…

Abstract

Whereas the Industrial Revolution attracted workers away from home‐based community settings to central locations, the current proliferation of personal computers and asynchronous telecommunications technologies is reversing this trend. By networking employees from different geographical sites together, these technologies are producing “hybrid” organizational structures that permit their members to work within flexible schedules and in flexible places, even to the point of working at home. The result is the electronically distributed work community: a population of nonproximal coworkers who labor together electronically. This paper presents a springboard for conducting research on telework as it is understood within the context of that community. The paper begins with a brief history of telecommuting and describes its influence on the electronic community and organizational structures in general within the past two decades. The paper concludes by presenting implications for research on telework in the areas of privacy regulation, emergency preparedness, self‐efficacy, temporal aspects of employee behavior, communication patterns, and organizational effectiveness.

Details

Internet Research, vol. 1 no. 1
Type: Research Article
ISSN: 1066-2243

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Article

Martín Salazar Solís

Various investigations have shed light on the positive and negative effects of telework on the work-family conflict. These effects might be related to the conditions under…

Abstract

Purpose

Various investigations have shed light on the positive and negative effects of telework on the work-family conflict. These effects might be related to the conditions under which telework is carried out. The purpose of this paper is to analyze the influence of six variables related to telework conditions on the work-family conflict, and the number of additional hours worked beyond normal office hours.

Design/methodology/approach

Multiple linear regression models are calculated with data collected from a sample of 142 teleworkers in public institutions to evaluate the effect of the above variables.

Findings

Results reveal that factors which affect work-family conflict include the space used for working at home, the presence of persons at home while someone is teleworking, the number of days of telework, the time a person has been teleworking, and the extent of responsibility a worker has outside of the work environment.

Originality/value

There is a need for research to determine the ideal conditions and situations for teleworking. This study is specifically intended to strengthen some previous findings in this area, and to provide new evidence.

Propósito

Las investigaciones han mostrado efectos positivos y negativos del teletrabajo sobre el conflicto trabajo-familia. Estos efectos podrían estar relacionados con las condiciones en las que lleva a cabo el teletrabajo. Por ello, el presente estudio analiza la influencia de seis variables relacionadas con las condiciones del teletrabajo, sobre el conflicto trabajo-familia y la cantidad de horas laboradas adicionales a la jornada.

Metodología

Para evaluar el efecto de esas variables se procesan modelos de regresión lineal múltiple con los datos obtenidos en una muestra de 142 teletrabajadores de instituciones públicas.

Hallazgos

Los resultados revelan que el espacio utilizado para trabajar en el hogar, la presencia de personas en el hogar mientras se teletrabaja, la cantidad de días de teletrabajo, el tiempo que lleva un sujeto teletrabajando y el grado de responsabilidad que tiene el trabajador fuera del ámbito laboral, influyen sobre el conflicto trabajo-familia.

Originalidad/valor

Hacen falta investigaciones que revelen las condiciones y situaciones idóneas para teletrabajar. Esta investigación precisamente refuerza algunos hallazgos encontrados en esa línea y brinda nuevas evidencias.

Details

Academia Revista Latinoamericana de Administración, vol. 29 no. 4
Type: Research Article
ISSN: 1012-8255

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Book part

Anna Copeland Wheatley and Lillie M. Hibbler-Britt

The alphabet is running out of letters to tag new generations of young people who are entering the workforce. Gen Xers are now executive managers as Gen Ys settles into…

Abstract

The alphabet is running out of letters to tag new generations of young people who are entering the workforce. Gen Xers are now executive managers as Gen Ys settles into corporate careers. But what happens when Gen Z moves into the workplace? It seems oddly appropriate that these true digital natives will close out the alphabet because they are poised to reinvent the very nature of what we think of as work and business. Globalization and automation are both decisive factors in the creation of goods and services, often with less and less human oversight. At the same time, technology is creating a new, decentralized and digitized workforce that work more as free agents than company employees. This article will examine how companies can manage the transition of a workforce that is automated and can work from anywhere.

Details

Advances in the Technology of Managing People: Contemporary Issues in Business
Type: Book
ISBN: 978-1-78973-074-6

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Article

P.E.D. Love, A. Gunasekaran and H. Li

Process re‐engineering, a recently popularised phenomenon, has been advocated as a change management strategy that can be used to refocus organisational tasks into…

Abstract

Process re‐engineering, a recently popularised phenomenon, has been advocated as a change management strategy that can be used to refocus organisational tasks into processes so that dramatic performance improvements in critical, contemporary measures of performance such as cost, quality service, and speed can be achieved. This paper suggests that before an organisation can re‐engineer its processes they must first be engineered. Inherent within the philosophy of total quality management (TQM) is the notion of being process oriented. This paper argues that a process should be engineered by utilising the philosophical foundations of TQM. Furthermore, both the technical and social inputs of a process must be designed simultaneously and be performed congruently. When engineered processes are no longer considered to be effective and efficient, and dramatic performance improvements are sought, then they should be re‐engineered, specifically encouraging breakthrough performance improvements and innovative ways of working and delivering products or services.

Details

International Journal of Operations & Production Management, vol. 18 no. 9/10
Type: Research Article
ISSN: 0144-3577

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Article

P.E.D. Love and H. Li

As construction is a project‐orientated industry, it is suggested in this paper that traditional business process re‐engineering (BPR) will only improve…

Abstract

As construction is a project‐orientated industry, it is suggested in this paper that traditional business process re‐engineering (BPR) will only improve intra‐organisational business processes, not the inter‐organisational normally used to procure construction facilities because of the degree of process incompatibility between participating organisations. The aim of this paper is to explain why traditional BPR is not considered to be an effective method for improving the performance of projects. The paper argues that an alternative to BPR is needed and suggests that construction process re‐engineering, founded on the “new production philosophy” should be used to initiate change at a project level. Models for re‐engineering processes in construction at a company and project level are presented and discussed.

Details

Business Process Management Journal, vol. 4 no. 4
Type: Research Article
ISSN: 1463-7154

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Article

Sergio Madero Gómez, Oscar Eliud Ortiz Mendoza, Jacobo Ramírez and Miguel R. Olivas-Luján

The purpose of this paper is to know the implications that COVID-19 has presented in the workplace to develop research strategies related to issues of human and…

Abstract

Purpose

The purpose of this paper is to know the implications that COVID-19 has presented in the workplace to develop research strategies related to issues of human and organizational behavior on the business perspective.

Design/methodology/approach

Quantitative, exploratory based on primary and secondary sources, an online questionnaire was designed and applied with 33 items that was applied in the Mexican work environment, during the period from March 7 to 16, that is, in the same week as WHO made the pandemic declaration for COVID-19, obtaining a total of 332 responses.

Findings

With the descriptive analyzes carried out, it was possible to know the perception that people have of various aspects related to COVID-19, and subsequently the corresponding reliability tests were carried out, obtaining Cronbach’s alpha indexes greater than 0.8. At the beginning of the declaration of pandemic by COVID-19, a relationship was shown between stress and the aspects related to the arrival of COVID-19, showing evidence of its impact on the workforce.

Research limitations/implications

This work has contributed ideas for academics, managers and areas of human resources that can promote the growth and development of people with the aim of achieving comprehensive well-being in the workplace, generating better working conditions owing to the proposal to make remote work a successful strategy in the function of human resources in the workplace and in the improvement of society in general.

Originality/value

This research, in addition to being carried out with information obtained in the first weeks of March 2020, presents a model with ideas and themes to design future research projects and to analyze the post-COVID-19 effects in the workplace, with a business perspective, human behavior and organization.

Objetivo

Conocer las implicaciones que tiene el COVID-19 en el entorno laboral para desarrollar estrategias de investigación relacionadas con temas de comportamiento humano y organizacional en la perspectiva empresarial.

Diseño/Metodología

De tipo cuantitativa, exploratoria basada en fuentes primarias y secundarias, se diseñó y aplicó un cuestionario en línea con 33 ítems que fue aplicado en el entorno laboral mexicano, durante el período del 7 al 16 de marzo, es decir, en la misma semana que la OMS hizo la declaración de pandemia por el COVID-19, obteniendo un total de 332 respuestas.

Resultados/Hallazgos

Con los análisis descriptivos realizados se pudo conocer la percepción que tienen las personas sobre diversos aspectos relacionados con el COVID-19, posteriormente se realizaron las pruebas de confiabilidad correspondientes, obteniendo índices alfa cronbach mayores de 0.8. Al inicio de la declaración de la pandemia de COVID-19, se demostró una relación entre el estrés y varios aspectos relacionados con la llegada del COVID-19, evidenciando su impacto en los trabajadores.

Implicaciones

El desarrollo de esta investigación aporta ideas para los académicos, responsables de las empresas y en particular de las áreas de recursos humanos para que puedan fomentar el crecimiento y el desarrollo de las personas con la finalidad de lograr bienestar integral en su lugar de trabajo, generando mejores condiciones laborales debido a la propuesta de lograr que el trabajo a distancia sea una estrategia exitosa en la función de recursos humanos, en el ámbito laboral y en el mejoramiento de la sociedad en general.

Originalidad/valor

Esta investigación además de que se realiza con información obtenida en las primeras semanas del mes de marzo de 2020, presenta un modelo con ideas y temas para diseñar futuros proyectos de investigación y poder analizar los efectos post COVID en el entorno laboral, con una perspectiva empresarial, de comportamiento humano y organizacional.

Objetivo

Conhecer as implicações do COVID-19 no local de trabalho para desenvolver estratégias de pesquisa relacionadas a questões do comportamento humano e organizacional desde uma perspectiva de negócios.

Desenho/Metodologia

Quantitativo, exploratório, e baseado em fontes primárias e secundárias. Um questionário online com 33 itens foi elaborado e aplicado no ambiente de trabalho mexicano, durante o período de 7 a 16 de março, ou seja, na mesma semana em que a OMS fez a declaração da pandemia de COVID-19, obtendo um total de 332 respostas.

Resultados

Com as análises descritivas realizadas, foi possível conhecer a percepção que as pessoas têm sobre diversos aspectos relacionados ao COVID-19. Posteriormente foram realizados os correspondentes testes de confiabilidade, obtendo-se índices alfa de Cronbach superiores a 0,8. No início da declaração da pandemia do COVID-19, havia uma relação entre o estresse e vários aspectos relacionados à chegada do COVID-19, evidenciando seu impacto nos trabalhadores.

Implicações

O desenvolvimento desta pesquisa fornece ideias para acadêmicos, gestores e áreas de recursos humanos promovendo o crescimento e desenvolvimento de pessoas. O objetivo é alcançar o bem-estar integral no local de trabalho, gerando melhores condições de trabalho através do trabalho remoto como estratégia de sucesso na função de recursos humanos, no local de trabalho e na melhoria da sociedade em geral.

Originalidade/valor

Esta pesquisa, além de ser realizada com informações obtidas nas primeiras semanas de março de 2020, apresenta um modelo com ideias e tópicos para desenhar futuros projetos de pesquisa e poder analisar os efeitos pós-COVID no ambiente de trabalho com uma perspectiva empresarial, humana e organizacional.

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Article

Angel Martínez‐Sánchez, Manuela Pérez‐Pérez, María José Vela‐Jiménez and Pilar de‐Luis‐Carnicer

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…

Abstract

Purpose

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.

Design/methodology/approach

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

Findings

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.

Research limitations/implications

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.

Practical implications

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

Originality/value

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.

Details

Journal of Organizational Change Management, vol. 21 no. 1
Type: Research Article
ISSN: 0953-4814

Keywords

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