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The author examined the association between public employees' satisfaction with pandemic-induced telework satisfaction and job autonomy, organizational goal clarity, organizational justice, and performance-based culture. In addition, the author analyzed the moderating effects of generation and gender on the relationships between job autonomy, organizational goal clarity, organizational justice, performance-based culture, and pandemic-induced telework satisfaction.

This study used survey data collected from 4,339 Korean public employees, comprising 1,983 central government officials and 2,356 metropolitan government officials, during the COVID-19 pandemic. This study conducted a structural equation model to test hypotheses.

The author found that job autonomy, organizational goal clarity, organizational justice, and performance-based culture were positively associated with pandemic-induced telework satisfaction. In addition, this research found the moderating effects of generation and gender on the relationships between job autonomy, organizational goal clarity, organizational justice, performance-based culture, and pandemic-induced telework satisfaction.

This study’s results can guide public organizations in developing public management strategies to improve pandemic-induced telework satisfaction. In particular, public organizations need to cope effectively with the broad prevalence of telework triggered by the COVID-19 pandemic by establishing high job autonomy, a performance-oriented culture, a fair evaluation system, and clear and measurable performance goals and adjusting telework according to the generational and gender characteristics.

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.

The purpose of this study is to investigate existing and emerging technology-driven stressors using the transactional model of stress and coping (TMSC).

In-depth semi-structured interviews with 36 professionals were performed to obtain qualitative data to explore emerging techno-stressors. The findings were validated a year into the pandemic with human resource (HR) professionals.

The authors identify a previously unreported techno-stressor, Techno-Isolation (TIS), which arises from a heavy dependence on information communication technologies for professional social interactions. Additionally, several considerations of interaction characteristics are identified that, based on the platform used, affect the experience of TIS, further expanding the TMSC with the addition of medium-interaction compatibility. The authors present a testable model and discuss implications.

This study identifies three new information communication technology (ICT)-based antecedents leading to a new techno-stressor, as well as the importance of medium-interaction compatibility in the experiences of stressors as strains. The authors discuss how these elements fit with and extend the existing stress literature.

The uncontrolled spread of COVID-19 has forced employees to use telework technologies and platforms to perform different tasks, that is, “mandatory telework”. COVID-19 is a unique situation that has shocked economies and societies and led to a reshaping of the perception of employees and firms about work practices. However, due to the recent nature of the phenomenon, it is not usually understood how employees would cope with this forced change. Thus, the study aims to explore COVID-19 awareness and employees’ behavior toward mandatory telework.

A sample of 201 Danish employees was selected to examine the research questions using partial least square (PLS) structural equation modeling.

The findings show that COVID-19 awareness reduces technological anxiety and increases positive attitudes and job satisfaction. The authors have also found the full and partially mediating role of attitude and technological anxiety on the relationship between COVID-19 awareness and job satisfaction.

The study employed the theoretical lens of job demands-resources theory to understand COVID-19 awareness and technological anxiety dynamics on employees’ attitudes toward mandatory telework and job satisfaction during the pandemic.

Working mothers experienced dramatic changes to their daily routines during the COVID-19 pandemic. Many began to work from home as they simultaneously tried to balance work demands with tending to their children. The purpose of the current study was to examine working mothers’ experiences during the pandemic.

In order to examine working mothers’ experiences of telework during the pandemic, we conducted a focus group study. 45 working mothers participated, and they answered questions about their experiences.

Three themes emerged from the focus groups: (1) motivation shifts amongst working mothers; (2) difficulty balancing roles as mother and employee; and (3) workplace expectations and support. Many mothers reported that their overall motivation as employees had decreased and that they experienced difficulty in fully attending to their work and their child(ren)’s needs. As mothers navigated the stress of working during the pandemic, they reported varying levels of workplace support and many credited working with other parents as a primary contributor to feeling supported.

The findings from the current study add to the growing body of literature documenting the dark side of teleworking for mothers who struggled immensely with work–life balance. This study builds on past research by allowing mothers to share their experiences in their own words and offering suggestions for how organizations can support mothers in navigating these ongoing challenges as teleworking continues to remain prevalent. The narratives collected hold important implications for practices and policies to best support the needs of mothers as they continue to work and care for their children within the home.

While teleworking has become widespread during COVID-19, there is still little understanding of teleworking preferences. This study aims to explore how teleworking during the pandemic influences employees’ preference for teleworking in the future.

This study used secondary survey data collected by the centro de investigaciones sociológicas (CIS) in Spain, from a sample of 430 individuals. The study used regression analysis to test how effort expectancy and perceived usefulness impact preference for teleworking through satisfaction with teleworking.

Results showed the importance of satisfaction with teleworking in explaining preference for teleworking. Moreover, satisfaction with teleworking was influenced by both effort expectancy and perceived usefulness. Specifically, individuals who perceived teleworking as useful and were more satisfied were also more likely to prefer teleworking after the pandemic, whereas individuals were less likely to prefer teleworking if it required more effort.

This study makes a significant contribution to the current literature by providing a new perspective on the topic of teleworking. This study focuses on exploring teleworking preferences during the pandemic from a post-adoption approach.

El teletrabajo ha sido prevalente durante la pandemia de COVID-19, pero poco se sabe todavía sobre la preferencia de los empleados por el teletrabajo en este contexto. Este estudio tiene como objetivo explorar cómo el teletrabajo durante la pandemia influye en la preferencia de los empleados por el teletrabajo en el futuro.

Este estudio utilizó datos secundarios recopilados por el CIS en España. La muestra fue de 430 individuos. El análisis de regresión se aplicó para analizar la influencia de la expectativa de esfuerzo y la utilidad percibida en la preferencia por el teletrabajo a través de la satisfacción con el teletrabajo.

Los resultados mostraron la importancia de la satisfacción para explicar la preferencia por el teletrabajo. Además, la satisfacción con el teletrabajo fue influenciada tanto por la expectativa de esfuerzo como por la utilidad percibida. Específicamente, aquellos individuos que percibieron el teletrabajo como útil y estaban más satisfechos también eran más propensos a preferir el teletrabajo, mientras que los individuos eran menos propensos a preferirlo cuando suponía un mayor esfuerzo.

Este estudio hace una contribución significativa a la literatura actual al proporcionar una nueva perspectiva sobre el teletrabajo. Este estudio se centra en explorar la preferencia por el teletrabajo durante la pandemia desde un enfoque post-adopción.

O teletrabalho tem sido prevalente durante a pandemia de COVID-19, mas ainda se sabe pouco sobre a preferência dos funcionários pelo teletrabalho neste contexto. Este estudo pretende explorar como o teletrabalho durante a pandemia influencia a preferência dos trabalhadores pelo teletrabalho no futuro.

Este estudo utilizou dados secundários coletados pelo CIS na Espanha. A amostra foi de 430 indivíduos. A análise de regressão foi aplicada para analisar a influência da expectativa de esforço e da utilidade percebida na preferência pelo teletrabalho através da satisfação com o teletrabalho.

Os resultados mostraram a importância da satisfação para explicar a preferência pelo teletrabalho. Além disso, a satisfação com o teletrabalho foi influenciada tanto pela expectativa de esforço como pela utilidade percebida. Especificamente, os indivíduos que perceberam o teletrabalho como útil e estavam mais satisfeitos eram também mais propensos a preferir o teletrabalho, enquanto que os indivíduos eram menos propensos a preferi-lo quando isso implicava um maior esforço.

Este estudo traz uma contribuição significativa para a literatura atual, fornecendo uma nova perspectiva sobre o teletrabalho. Este estudo se concentra nos fatores que impulsionam a intenção de uso contínuo, explorando a preferência das pessoas pelo teletrabalho durante a pandemia a partir de uma abordagem pós-adoção.

Positive experiences with working from home (WFH) during the Corona pandemic (COVID-19) have motivated many employees to continue WFH after the pandemic. However, factors influencing employees' WFH intentions against the backdrop of experiences during pandemic-induced enforced working from home (EWFH) are heterogeneous. This study investigates factors linked to information technology (IT) professionals' WFH intentions.

This mixed-methods study with 92 IT professionals examines the effects of seven predictors for IT professionals' WFH intentions. The predictors are categorized according to the trichotomy of (1) characteristics of the worker, (2) characteristics of the workspace and (3) the work context. Structural equation modeling is used to analyze the quantitative survey data. In addition, IT professionals' responses to six open questions in which they reflect on past experiences and envision future work are examined.

Quantitative results suggest that characteristics of the worker, such as segmentation preference, are influencing WFH intentions stronger than characteristics of the workspace or the work context. Furthermore, perceived productivity during EWFH and gender significantly predict WFH intentions. Contextualizing these quantitative insights, the qualitative data provides a rich yet heterogeneous list of factors why IT professionals prefer (not) to work from home.

Reasons influencing WFH intentions vary due to individual preferences and constraints. Therefore, a differentiated organizational approach is recommended for designing future work arrangements. In addition, the findings suggest that team contracts to formalize working patterns, e.g. to agree on the needed number of physical meetings, can be helpful levers to reduce the complexity of future work that is most likely a mix of WFH and office arrangements.

This study extends literature reflecting on COVID-19-induced changes, specifically the emerging debate about why employees want to continue WFH. It is crucial for researchers and practitioners to understand which factors influence IT professionals' WFH intentions and how they impact the design and implementation of future hybrid work arrangements.

This paper aims to investigate work–life balance and job satisfaction in the emerging virtual work environments among women in patriarchal Nigerian society.

Data were collected with structured and semi-structured questionnaire from 316 participants who signed up for online affiliate marketing programs in Nigeria. The data were analysed with descriptive statistics, while the hypotheses were tested with partial least squares structural equation modelling.

The outcomes indicate insignificant conflict in the interface between remotely working from home and the discharge of family care responsibilities among married Nigerian women. Also, the women derive significant job satisfaction from virtual work settings. Outcomes from the semi-structured interviews indicate that Nigerian women receive more support in indoor household chores than outdoor household chores while performing virtual work duties from home locations with housemaids being the highest source of such support.

This study extends work–life balance literature from the traditional work environments to the emerging virtual work settings in Africa by providing empirical evidence that the emerging virtual work settings do not result in work–family conflict but rather yield significant job satisfaction among Nigerian women.

This paper has three aims: Firstly, it puts the pandemic-induced surge in homeworking into context by charting trends in homeworking in the UK since the early 1980s. Secondly, it examines what effect the growth in homeworking during the pandemic has had on employees' self-reported levels of productivity. Thirdly, it assesses whether the spike in homeworking is a flash in the pan or a permanent feature of the post-pandemic world.

The paper uses cross-sectional and longitudinal data taken from three nationally representative surveys of workers: (1) the Labour Force Survey (LFS), an official government survey carried out between 1981 and 2019; (2) a special module of the Opinions and Lifestyle Survey (OPN), also an official government survey, which has been run every week since the pandemic began in March 2020; and (3) the Understanding Society Covid-19 Study, an online survey of the same people interviewed on six occasions during 2020.

The recent surge in homeworking in the UK during the pandemic has been dramatic. Before 2020, it had taken almost 40 years for homeworking to grow by three percentage points, but its prevalence grew eight-fold virtually overnight as people were instructed to work at home if they can because of the pandemic. Despite theories and predictions to the contrary, employees reported that their productivity was not adversely affected. Seven out of ten employees said that they were able to get as much done while working at home in June 2020 as they were able to do six months earlier. By September 2020, this proportion had risen to 85%. However, around one in six homeworkers reported that their productivity had fallen.

While there are solid theoretical reasons for the paper's findings, these data do not allow us to test all of the mechanisms involved. In addition, our outcome measure relies on employees' self-reports of how their hourly productivity changed when working at home and is not based on a direct measure of changes to output per hour. However, surveys of employers also suggest that, on average, productivity has not been reduced by the pandemic-induced surge in homeworking.

This paper argues that a higher level of homeworking is here to stay. Nine out of ten employees who worked at home during the pandemic said that they would like to continue working at home when they did not have to. Furthermore, those keenest to continue working at home were the most productive, hence providing a business case for a sustained increase in the prevalence of homeworking after the pandemic has passed. Nevertheless, the experience of homeworking varies with those with higher domestic commitments reporting significantly lower levels of productivity.

There is an urgent need to investigate what effect enforced, as opposed to voluntary, homeworking has had on employee productivity. In addition, in order to decide whether continued homeworking should be encouraged or discouraged, policymakers and employers need to know what effect continuing with these arrangements is likely to have on employee productivity. This paper answers these questions using robust survey data collected in the UK throughout 2020, complemented by evidence taken from a variety of employer surveys.

The unanticipated disruption caused by the ongoing coronavirus pandemic led to the extensive use of flexible working arrangements. In such a boundaryless work environment, however there are significant concerns, especially around inclusivity and discrimination. Given the increasing concerns surrounding hybrid and remote work settings, the authors investigated whether the extent of working in substantially flexible working arrangements relates to employees’ perceived ostracism and inequality, distinguishing between working from home, in a hybrid mode or from the office. In addition, the authors theorised that in flexible working arrangements, high-quality leader relationships, such as leader–member exchange (LMX) and servant leadership are likely to reduce perceptions of ostracism and inequality. Based on a survey of 161 professionals, who worked to varying degrees in flexible working arrangements, the authors found that employees who worked extensively in a hybrid mode were less likely to report experiences of ostracism and inequality in comparison to employees who worked mainly from home or in an office. Furthermore, a moderation analysis showed that the effects of LMX and servant leadership on perceptions of ostracism and inequality were much stronger for individuals who work in hybrid working arrangements than those who work at the office or from home. This research makes an important contribution to our understanding of how different degrees of flexible working arrangements affect employees by demonstrating the role of high-quality leader relationships in reducing perceptions of ostracism and inequality at different degrees of work flexibility.