Search results
1 – 10 of over 1000Brittany Harker Martin and Rhiannon MacDonnell
Telework is an alternative work relationship with demonstrated positive benefits for individuals and society, yet it has not been implemented with enthusiasm by most…
Abstract
Purpose
Telework is an alternative work relationship with demonstrated positive benefits for individuals and society, yet it has not been implemented with enthusiasm by most organizations. This could be due to the lacking, consolidated evidence for management regarding whether or not telework is a good thing for the firm. The purpose of this paper is to integrate multidisciplinary literature that reports effects of telework on organizational outcomes with the aim of providing a clearer answer to the question: is telework effective for organizations?
Design/methodology/approach
Meta‐analytical methods were used, beginning with an interdisciplinary search for effect sizes in eight databases. Limited to scholarly journals and dissertations, results included 991 articles scanned for inclusion criteria. The independent variable is telework, measured as a dichotomous variable. Dependent variables are outcomes of interest to organizations: productivity, retention, turnover intention, commitment, and performance. In total, 22 studies were double coded and meta‐analyzed using Hunter and Schmidt's approach, followed by five exploratory moderator analyses: level of analysis, level of the employee, response rate, proportion of females, and country of the study. Significant results are discussed.
Findings
Review and meta analysis of 32 correlations from empirical studies find that there is a small but positive relationship between telework and organizational outcomes. Telework is perceived to increase productivity, secure retention, strengthen organizational commitment, and to improve performance within the organization. In other words, it is indeed beneficial for organizations. All five hypotheses are supported. H1 (productivity), rc=0.23 (k=5, n=620), (95% CI=0.13−0.33). H2 (retention), r=0.10 (k=6, n=1652), (95% CI=0.04−0.16). H3 (commitment), r=0.11 (k=8, n=3144), (95% CI=0.03−0.18); moderator analysis shows sample age is significant (F(1,4)=4.715, p<0.05, R2=0.80). H4 (performance), r=0.16 (k=10, n=2522). H5 (organizational outcomes), r=0.17 (k=19, n=5502), (95% CI=0.1−0.20).
Originality/value
To the authors' knowledge, this is the first meta‐analysis of telework research at the organizational level, providing a unique contribution to the field in filling the gap between research on effects to the individual and society. Additional contributions resulted from the moderator analyses: first, in finding that the relationship between telework and performance is moderated by whether or not the sample was one individual per firm, or many individuals from one; and second, in finding that the relationship between telework and organizational commitment is moderated by age. Thus, the paper provides unique contributions with both scholarly and practical implications.
Details
Keywords
Andrea Ollo-López, Salomé Goñi-Legaz and Amaya Erro-Garcés
This article aims to analyze individual-, organizational- and country-level factors that determine the use of home-based telework across Europe according to the technology…
Abstract
Purpose
This article aims to analyze individual-, organizational- and country-level factors that determine the use of home-based telework across Europe according to the technology acceptance model (TAM) and the technology–organization–environment model.
Design/methodology/approach
To examine the impact of individual-, organizational- and country-level factors on telework, multilevel models are estimated to prevent problems derived from biased standard errors when micro- and macro-level data are combined.
Findings
The main findings show that, according to the usefulness side of the TAM, employees with family responsibilities, those that live away from their work and highly qualified workers use more home-based telework. Additionally, and according to the ease of use side of the TAM, empowerment in firms facilitates home-based telework. At the country level, lower power distance, individualism and femininity, better telework regulations and technology developments are also facilitators of home-based telework.
Research limitations/implications
The study is limited by the cross-sectional nature of the data. This prevents the estimation of causal effects. Additional research would benefit from the use of panel data and from a more detailed analysis of the effects of country dimensions.
Practical implications
From an applied perspective, politics related to cultural dimensions are suggested to stimulate home-based telework.
Originality/value
The research contributes to previous literature by: (1) considering a large sample to conduct an empirical analysis of the use of home-based telework across Europe, (2) including micro and macro factors, (3) providing a theoretical framework to explain home-based telework, (4) applying a rigorous definition of home-based telework and (5) focusing on employees who are able to adopt home-based telework.
Details
Keywords
Technological change has permitted organizations to design jobs in different ways and control work performed in remote locations. This article examines how telework can be used to…
Abstract
Technological change has permitted organizations to design jobs in different ways and control work performed in remote locations. This article examines how telework can be used to provide benefits to organizations and their members. In it I present the findings of a study of a large Canadian financial services organization preparing to introduce telework into its sales and customer service operations. These findings highlight the role of expectancy in forming attitudes toward telework, most importantly: the extent to which face‐to‐face communication prevents important social needs from being satisfied and prevents workers from developing a sense of belonging and commitment to the organization; and the belief that telework will bring improved performance results by creating a work environment with fewer distractions and new, more objective performance measures based on output. This exploration of individuals’ willingness to telework is apt because it points to potential sources of resistance to the implementation of new technologies of production and control in the workplace.
Details
Keywords
Telework has been widely used during the COVID-19 pandemic. However, distance work performed through teleworking may hinder organisational operations in public services owing to…
Abstract
Purpose
Telework has been widely used during the COVID-19 pandemic. However, distance work performed through teleworking may hinder organisational operations in public services owing to lower-than-expected work performance. This research paper aims to explore how teleworking relates to work performance and flexibility during the COVID-19 pandemic.
Design/methodology/approach
The sample included 178 managers and employees in public services. The relationships between the variables were evaluated using linear regression.
Findings
The findings indicated that telework affected work performance in public services in different ways. This research also explored the relationship between work performance and work flexibility. The findings revealed that telework had not improved the efficiency of public service work performance; however, the implementation of flexible work schedules owing to teleworking has improved the work performance of public services.
Research limitations/implications
This study only focussed on organisations operating in the public services in Greece.
Practical implications
Teleworking in public services may negatively affect organisational operations due to lower-than-expected work performance.
Social implications
This study could assist managers by showcasing that telework may be better implemented to improve work performance through work flexibility rather than as organisational change.
Originality/value
This novel research aims to gain a better understanding of the impact of telework on factors such as work performance and flexibility.
Details
Keywords
Kristine Shipman, Darrell Norman Burrell and Allison Huff Mac Pherson
The unimagined workplace disturbance caused by the Coronavirus, also known as COVID-19, has made many organizations virtual or telework driven workplaces, often without the…
Abstract
Purpose
The unimagined workplace disturbance caused by the Coronavirus, also known as COVID-19, has made many organizations virtual or telework driven workplaces, often without the infrastructure and systems in place to support employees facing these sudden workplace changes (Burrell, 2020). Many stressors accompanied this transition, to include lack of childcare, home-school responsibilities and layoffs and business closings. These stressors have perpetuated concerns for the job and financial security for all workers (Fox, 2020), leading some employees to struggle with the work-life balance out of concern for being laid off due to perceived low productivity (Fox, 2020). This study aims to explore those manifestations.
Design/methodology/approach
This qualitative research case study explores the impact COVID-19 induced telework has on their job satisfaction, mental well-being and aspects of organizational commitment to fill a gap in the literature concerning emerging workplace dynamics due to COVID-19 for small real estate businesses in the USA.
Findings
The results of this qualitative research case study provide knowledge and information about the need for small businesses to be resourceful and resilient in the way that they support and engage remote workers. This qualitative research case study explores the impact COVID-19-induced telework has on their job satisfaction, mental well-being and aspects of organizational commitment for small real estate businesses. The analysis of current work-life structures through a qualitative lens provides trends among workers to gain a greater perspective of the current accelerators and barriers to worker success in a COVID-19 teleworking environment.
Originality/value
This qualitative research case study explores the impact COVID-19 induced telework has on their job satisfaction, mental well-being and aspects of organizational commitment to fill a gap in the literature concerning emerging workplace dynamics due to COVID-19 for small real estate businesses. The value of this research is that majority of the participants were African-Americans, which represents a participant group that is highly under researched.
Details
Keywords
Dharma Raju Bathini and George Mathew Kandathil
The purpose of this paper is to explore the link between operations of organization control and workers’ response to them in case of telework, a technology-embedded new way of…
Abstract
Purpose
The purpose of this paper is to explore the link between operations of organization control and workers’ response to them in case of telework, a technology-embedded new way of working.
Design/methodology/approach
The authors adopted an interpretive approach to explore control and home-based teleworkers’ response in the Indian information technology industry. Interviews and non-participant observations were analysed using constructivist grounded theory.
Findings
The discourse of “telework as a privilege” served as a basis for normative control, helping managers exercise increased technocratic control. Combined with the discourse of “self-responsibility to client”, it led teleworkers to self-subjugate to long/unsocial work hours. However, the simultaneous exercise of technocratic and normative controls resulted in an inconsistency, creating space for teleworker’s resistance to technocratic control. Nonetheless, resistance to technocratic control ironically reinforced normative control.
Originality/value
The authors contribute to the recent discussion on compatibility and coherence of multiple control modes, and their relationship to resistance. The authors show how workers’ selves can be compatible with one control mode while being incompatible with other modes. The authors argue that when workers’ experience incoherence between control modes, they can appropriate the logic underlying compatible control mode(s) to resist incompatible control mode(s). Further, the authors demonstrate how resistance to incompatible control mode(s) can ironically reinforce compatible control mode(s), and thus explicate the micro-processes of control-resistance dialectic. Advancing the emergent understanding of resistance, the authors show that resistance is an exercise of strategic counter-power that seeks to exploit incoherence between control modes and inconsistencies between actions and rhetoric.
Details
Keywords
This study aims to explore the application scenarios of metaverse offices in organizations, including immersive work experiences, weak social networks and virtual meetings. Based…
Abstract
Purpose
This study aims to explore the application scenarios of metaverse offices in organizations, including immersive work experiences, weak social networks and virtual meetings. Based on the exploration of this application scenario, this study discusses four levels of organizational change that will be brought about by the future metaverse office, such as the inter-enterprise ecological collaboration model, distributed autonomous organization, flexible leadership and individual belongingness. The metaverse office has some special advantages over traditional office models, but the metaverse office still raises some issues, such as privacy, security, addiction, equity and usability. These issues brake the widespread adoption of metaverse technologies. The study recommends that researchers take these issues into account in future metaverse research and development.
Design/methodology/approach
This study surveys the relevant literature by means of a literature review in order to analyze how metaverse technology can be applied to teleworking. Two databases including Web of Science (https://www.webofscience.com/) and Google Scholar (http://scholar.google.com) were selected for this study. Keywords such as “teleworking and metaverse” were used, and 18 publications were found to be relevant to the study. After excluding duplicates, less relevant and older literature, only 14 articles could be used as references for this study. Based on the exploration of this application scenario, this study discusses four levels of organizational change and issues that will be brought about by the metaverse office of the future.
Findings
It presents the application scenarios of the metaverse office in organizations, including immersive work experience, weak social networking and virtual meetings.
Social implications
The pandemic triggers a desire for contactless working. The three main applications of the metaverse office also have a practical value which has been proven in some high-tech companies. It is foreseeable that an efficient, electronic and personalized office model will be enthusiastically adopted by society. Metaverse office will gradually step into people's view in the future.
Originality/value
The concept of the metaverse office has rarely been touched upon by theoretical research, although the technology is gradually becoming known. Even its application to teleworking has only recently been reached by some organizations.
Details
Keywords
Samia M. Siha and Richard W. Monroe
Telecommuting continues to be a topic of interest for practitioners and researchers alike. There are significant numbers of employees currently involved in telecommuting around…
Abstract
Purpose
Telecommuting continues to be a topic of interest for practitioners and researchers alike. There are significant numbers of employees currently involved in telecommuting around the globe. Organizational implications, global workforce implications and the scarcity of scholarly publications make this research topic one that warrants our further investigation. The purpose of this paper is to explore the literature to identify the substantive work, examine the state of this phenomenon as of to date, particularly the failure and success factors, provide valuable insight to the practitioners and research directions to researchers
Design/methodology/approach
An extensive literature review was conducted in an effort to identify the significant, substantive work to date. We reviewed two major business data bases and limit our review to refereed journals because of the rigorous review process that these articles go through before publication.
Findings
A schema was identified to help categorize topics found in the literature. A framework model is proposed to further explore the relationships between the motivating factors for telecommuting and the resulting outcomes from telecommuting programs.
Practical implications
The literature review and the model should be useful information for both practitioners and researchers in a variety of disciplines including management, communication, and information technology.
Originality/value
Few published papers have attempted to thoroughly review the telecommuting literature. Many of the articles concentrate solely on the individuals who telework. This review, looks at many facets of the telecommuting phenomenon like the workers, their managers, the organization as well as the technological and environmental issues.
Details
Keywords
José Ignacio Giménez-Nadal, José Alberto Molina and Jorge Velilla
The purpose of this paper is to analyze the time-allocation decisions of individuals who work from home (i.e. teleworkers), and compare them with their commuter counterparts.
Abstract
Purpose
The purpose of this paper is to analyze the time-allocation decisions of individuals who work from home (i.e. teleworkers), and compare them with their commuter counterparts.
Design/methodology/approach
Using data from the American Time Use Survey for the years 2003–2015, the authors analyze the time spent working, and the timing of work, of both commuters and teleworkers.
Findings
Results show that teleworkers devote 40 percent less time to market work activities than do commuters, and less than 60 percent of teleworkers work at “regular hours,” vs around 80 percent of their commuter counterparts. Using information from the Well-being Module for the years 2012 and 2013, the authors find that male teleworkers experience lower levels of negative feelings while working than do commuters.
Originality/value
This paper addresses the timing of work of workers working from home; and the instant well-being experienced, exploiting information at diary level.
Details
Keywords
Mirela Cătălina Türkeş, Aurelia Felicia Stăncioiu, Mihai Cristian Orzan, Mariana Jugănaru, Roxana-Cristina Marinescu and Ion Dănuț Jugănaru
Almost four years after the COVID-19 pandemic, the changes in the labour market and legislation, but also in people's lives, do not stop. At the same time, employees' perceptions…
Abstract
Purpose
Almost four years after the COVID-19 pandemic, the changes in the labour market and legislation, but also in people's lives, do not stop. At the same time, employees' perceptions regarding the change in the legislative and contractual framework, as well as in the working conditions and the use of telework, also change. Therefore, the aim of the paper is to identify the perceptions of employees regarding the use of telework in the post-pandemic period.
Design/methodology/approach
The research was based on a survey carried out on 128 teleworkers in the post-pandemic period. The statistical hypotheses were tested using Kolmogorov–Smirnov and Kruskal–Wallis tests, multiple linear regression and pairwise comparison analysis.
Findings
The results of the study demonstrate that the modification of the legislative and contractual framework and of the working conditions, as well as of the way of using information and communication technology in the post-pandemic era, generates a positive and significant impact on the use of telework by employees. Some of the main advantages valued by teleworkers included the possibility of benefitting from a flexible work schedule and the possibility of reducing transport costs.
Originality/value
The study highlights the need to continuously develop and update labour policies and strategies in line with current and future labour market requirements, considering the implications of telework on the perceptions of employees, so that government organisations and managers who want to protect the rights and interests of teleworkers, aspects of their lives and organise an appropriate work environment manage to do so in order to achieve the expected results.
Details