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1 – 10 of over 1000Edicreia Andrade Dos Santos, Jonatas Dutra Sallaberry and Alcindo Cipriano Argolo Mendes
The purpose of this study is to analyze the influence of telework and management control systems (MCSs) on the congruence of civil servant objectives in the Brazilian justice…
Abstract
Purpose
The purpose of this study is to analyze the influence of telework and management control systems (MCSs) on the congruence of civil servant objectives in the Brazilian justice system.
Design/methodology/approach
To this end, the authors have carried out a survey with 468 employees of the Ministério Público Federal (Federal Public Ministry), whose data were analyzed using structural equation modeling.
Findings
Among the main results are the perceived efficiency of telework, and the finding that action and personnel controls are positively related to the congruence of objectives. However, the moderating relationship of the MCSs presented individual characteristics. Action controls showed no evidence of moderating the relationship between the perceived efficiency of telework and congruence of objectives. However, personnel controls showed a significant and negative relationship, that is, more intense personnel controls in telework weakened the congruence of individual objectives with those of the organization.
Practical implications
This study contributes to practice by identifying barriers and facilitators in organizational telework programs and also spotting how controls can be planned for their activities.
Originality/value
The authors’ research evaluates the effect of MCSs on the relationship between the perceived efficiency of telework and the congruence of employee objectives, considering that the telework regime is in its initial phase of implementation in public entities, but this has been intensified by the restrictions imposed by the coronavirus disease 2019 (COVID-19) pandemic.
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Telework – the practice of allowing employees to work in locations other than traditional workplaces – has had a roller-coaster ride since the early 1970s, when it was argued that…
Abstract
Telework – the practice of allowing employees to work in locations other than traditional workplaces – has had a roller-coaster ride since the early 1970s, when it was argued that home-based networked computers would enable employees to work remotely and, thus, outdate the old factory–style model of corporate life. It was assumed that telework, or telecommuting, would be widely accepted and indeed it was much sought after by employees, particularly by women; but management fears of, and resistance to the practice – for a variety of reasons – meant that by 2019 in the United Kingdom, for example, only 5% of the labor force worked mainly from home.
The chapter summarizes the history of telecommuting, discusses the reasons for employers' and managers' refusal to allow it, and how the crisis of Covid-19 may have persuaded managers worldwide – with government support – to implement and improve the entire practice of working from home as a permanent aspect of workplace diversity.
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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.
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The relations telework-work interference with the family (WIF), telework-family interference with work (FIW), and telework-performance have been widely studied; however, results…
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.
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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.
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Ana Junça Silva, Alexandra Almeida and Carla Rebelo
This study aims to develop a framework that explains how and when telework is related to emotional exhaustion and task performance, by conceiving work overload as a mediator and…
Abstract
Purpose
This study aims to develop a framework that explains how and when telework is related to emotional exhaustion and task performance, by conceiving work overload as a mediator and self-leadership as a moderator. For this purpose, two studies were conducted. Study 1 aims to understand whether telework would be related to emotional exhaustion and task performance and if work overload would mediate such relationships. Study 2 aims to analyze whether self-leadership was a significant moderator of the mediated relations found in Study 1.
Design/methodology/approach
The hypotheses were tested in a sample of 207 (in Study 1) and 272 (in Study 2) participants, which were exclusively teleworking. The results were analyzed using PROCESS macro in SPSS.
Findings
The results of Study 1 showed that telework dimensions were negatively related to work overload, which consequently decreased emotional exhaustion and increased task performance. In Study 2, self-leadership moderated the indirect effect of work overload on the relationship between telework and emotional exhaustion, such that the indirect effect was stronger for those who scored higher in self-leadership. However, it was not significant for task performance.
Originality/value
This paper adds to research on telework by focusing on the employee's mental health and performance, in the context of mandatory confinement. The authors identified telework dimensions that may act as resources to cope with the increased work overload inherent to telework, as well as the importance of personal resources in these relationships.
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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 asynchronous…
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.
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…
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.
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Burcu Taşkan, Ana Junça-Silva and António Caetano
Drawing on the conservation of resources theory, this study aims to explore how individuals’ perceptions of telework effects associate with their adaptive performance by shaping…
Abstract
Purpose
Drawing on the conservation of resources theory, this study aims to explore how individuals’ perceptions of telework effects associate with their adaptive performance by shaping their negative emotional experiences, with perceived leadership effectiveness acting as a critical moderator in this relationship.
Design/methodology/approach
A cross-sectional design was used, with data collected from a final sample of 209 teleworkers via an online survey.
Findings
The results demonstrated a significant indirect effect of the perceived effects of teleworking on adaptive performance through negative affect. Furthermore, leadership effectiveness moderated the indirect effect, in a way that the indirect effect was only significant for those who had ineffective leaders and moderate effective leaders; therefore, the indirect effect was strengthened for those who had less effective leaders (versus effective leaders).
Originality/value
This study examines the positive link between teleworking perceptions and adaptive performance through the reduction of negative affect, in line with the conservation of resources theory. Moreover, a reduction in negative emotions among employees during telework is associated with enhanced performance. Notably, the study reveals that leadership effectiveness moderates this connection as playing a crucial role in moderating these effects, particularly when leaders are perceived as less effective, offering insights for organizations considering telework strategies.
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In this study, workplace spirituality is discussed in the context of remote work and the COVID-19 pandemic. First, the focus is on the changes in the meaning and function of…
Abstract
In this study, workplace spirituality is discussed in the context of remote work and the COVID-19 pandemic. First, the focus is on the changes in the meaning and function of employees in the organization during the evolutionary process of industrialization and management paradigms. Afterward, conceptual frameworks for spirituality and workplace spirituality are presented, and in the last section, academic studies that deal with workplace spirituality with distance or hybrid work arrangements are included. Early studies offer insights and recommendations on conceptualizing, developing, and managing workplace spirituality. They all emphasize that spirituality is necessary for remote work as a tool to overcome stress and mental health problems and increase employee well-being. Unfortunately, the remote work and workplace spirituality literature is relatively narrow and needs to be expanded.
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