Query: telework implematation

title: An Orchestrated Negotiated Exchange: Trading Home Based Telework for Intensified Work
abstract: In this paper, we explore a popular flexible work arrangement (FWA) home based telework, in the Indian IT industry. We show how IT managers used the dominant meanings of telework to portray telework as an employee benefit that outweighed the attendant cost intensified work. While using their discretion to grant telework, the managers drew on this portrayal to orchestrate a negotiated exchange with their subordinates. Consequently, the employees consented to accomplish the intensified work at home in exchange of telework despite their opposition to the intensified work in the office. Thus, whereas the extant studies consider work intensification as an unanticipated outcome of using FWAs, we show how firms may use FWAs strategically to get office based intensified work accomplished at home. While the dominant argument is that employees reciprocate the opportunity to telework with intensified work, we show a discursively orchestrated negotiation that favors management. A corrective policy measure is to frame telework as an employee right.

title: New Telework, Time Pressure, and Time Use Control in Everyday Life
abstract: This study explores how changing conditions for home based telework affect the quality of life and social sustainability of workers in terms of time pressure and time use control in everyday life. Changing conditions concern the spread of telework to new types of jobs of a more routine character, involving new practices of unregulated work and anytime smartphone access. Empirically, we draw on survey data from a sample of 456 home based teleworkers employed by six governmental agencies in Sweden. Results indicate that subjective time pressure is not associated with job type in terms of distinguishing between bounded case work and more independent analytical work. Time pressure is intensified by family related factors, telework performed outside of working hours, and part time work, and is moderated by the private use of smartphones. We find no significant associations between subjective time use control, job qualifications, and teleworking practice. Family situation and having small children at home reduce time use control. Also, high levels of smartphone use for work related purposes are associated with reduced control.

title: Sustainable Social and Individual Implications of Telework: A New Insight into the Romanian Labor Market
abstract: This research aims to evaluate the individual and social implications of telework, along with the foreseeable permanent result that could be generated. Consistent with this objective, a survey has been carried out on a sample of 1180 Romanian employees, on which a model has been developed, based on structural equation modelling. The model includes five latent variables, on the one hand targeting telework features and on the other hand, its possible effects on individuals and society. At an individual level, the study results emphasize that telework could contribute to a better work life balance and could also help teleworkers to develop specific teleworking abilities. At a social level, telework could generate sustainable effects targeting the long term management of the work force and providing solutions to potential problems at local community levels. The managerial implications of this study are directed toward the need to implement a series of sustainable human resource management strategies and efficient employee training and development programs. Moreover, organizations need to be more proactive in assuming corporate social responsibilities.

title: Working from home: characteristics and outcomes of telework
abstract: PurposeThe 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/approachBased 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. 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. 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.valueThis 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.

title: Who is Eligible for Telework? Exploring the Fast Growing Acceptance of and Ability to Telework in Sweden, 2005 2006 to 2011 2014
abstract: The share of Swedish employees eligible for telework, that is, when work tasks and contractual agreement allow, increased from 22% in 2005 2006 to 35% in 2011 2014. This article explores this fast diffusion of telework eligibility. Micro data from representative national surveys are used to examine how increasing opportunities for telework have spread among different groups of employees and different parts of the labour market and to examine the factors that increase or decrease the probability of being eligible for telework. We find significant increases in telework eligibility in almost all categories of workers and all labour market sectors. However, employees are clearly grouped into those achieving rapid gains in telework eligibility and those achieving such gains much more slowly. Telework continues to be primarily available to high status segments of the labour market. Information and communication technology and technical solutions increasingly appear to be key factors enabling telework.

title: Telework: outcomes and facilitators for employees
abstract: This chapter reviews current research on telework. We first examine the literature on telework and job performance, job attitudes, and professional isolation, before reviewing the outcomes of telework on employee well being as characterized by stress and work life balance. We then turn our attention to factors that contribute to a successful telework experience: characteristics of the job, characteristics of the employee, and characteristics of the employee's manager(s) We also identify the key role of technology support in influencing many of the established outcomes of and contributors to telework. Finally, we discuss the gaps in our knowledge of telework's repercussions for employees and organizations. We conclude by identifying the implications of what we do know for theory and practice. To maximize positive outcomes, we recommend evidence based guidelines for organizations with regard to 1) selecting and preparing employees for telework, and 2) managing their use of this flexible work practice.

title: How to Increase Participation in Telework Programs in U.S. Federal Agencies: Examining the Effects of Being a Female Supervisor, Supportive Leadership, and Diversity Management
abstract: Previous research has established the connection between teleworking and organizational performance, but there remains a need to understand why employees who are eligible for telework programs do not necessarily utilize the programs. This study uses the 2013 Federal Employee Viewpoint Survey to examine the effects of being a female supervisor, supportive leadership, and diversity management, and the moderating effects of contextual factors on employee eligibility and participation in telework. We find that both supportive leadership and diversity management reduce the nonparticipation in telework programs of employees who are eligible and willing to telework. We also find that the interaction between being a female supervisor and supportive leadership reduces the nonparticipation in telework programs when employees are eligible for telework. These results imply that female supervisors who use supportive leadership are more likely to contribute to increasing the number of public employees who are able to participate in existing telework programs.

title: Telework in the 21st Century: An Evolutionary Perspective
abstract: This insightful book offers a new conceptual framework explaining the evolution of telework over four decades. New information and communications technologies have revolutionized daily life and work in the 21st century. This insightful book offers a new conceptual framework explaining the evolution of telework over four decades. It reviews national experiences from Argentina, Brazil, India, Japan, the United States and 10 EU countries, and analyses large scale surveys and company case studies regarding the incidence of telework and its effects on working time, work life balance, occupational health and well being, and individual and organizational performance. Co published with Edward Elgar Publishing, this is the first book in the new ILO Future of Work Series.

title: Factors that Influence Information Technology Workers' Intention to Telework: A South African Perspective
abstract: This study investigated the factors that influence South African IT workers' intention to telework. Based on the Theory of Planned Behaviour (TPB) an explanatory research approach was followed with the objective of determining the influence of the TPB elements namely attitude, subjective norms and perceived behavioral control on IT workers' intention to adopt telework. The model was tested quantitatively by means of online survey, for which a total of 120 valid responses were received. The results showed that attitude and subjective norms did not significantly influence IT workers' intention to telework. Instead, perceived behavioral control of IT workers was found significant, which was determined by the availability and cost of the technology, the level of support from employers and the self efficacy of IT workers. The cost of bandwidth was found a major inhibitors of telework amongst local IT workers. Therefore, addressing the technology and support challenges could improve the self efficacy of workers with regards to working remotely. Employers should provide financial support to subsidize the high cost of bandwidth in South Africa. This study provides new insights regarding the status of IT workers' adoption of telework in South Africa, thereby contributing to policy and research practice.

title: Impacts of telework on the worker and his professional, family and social spheres
abstract: Emblematic of the transformations affecting the world of work, teleworking in France has progressed slowly but steadily. A large number of theoretical and empirical research on teleworking focuses primarily on the impact of this form of work (i.e. social, organizational, individual, etc. In order to encourage further investigations and to disseminate the knowledge acquired, the purpose of this contribution is to give a full account of existing literature and outcomes of previous research focused on the impact of telework, as currently defined, on the worker (and his entourage) in different spheres of life (i.e. related to work, family and social life) In this perspective, firstly, we present the definitions of telework, the broad categories of telework which can be identified, teleworkers' characteristics, and the situation of teleworking in France on the basis of quantitative data. Secondly, we report the different stages of the literature review process (databases and keywords included, inclusion/exclusion criteria, papers retained) Publications incorporated in our final sample highlight the positive and negative, direct and indirect effects of telework on the worker in the world of work (i.e. efficacy, performance, productivity, commitment, sense of control over the work, workload, motivation, satisfaction, stress and health at work, quality and nature of the relationships, professional and social isolation) and the way in which they integrate telework into their daily lives (e.g. boundaries between areas of life, work life balance, well being and quality of life) Finally, on the basis of the review of the literature and the findings in the field, we suggest areas for future research and practical guidance to accompany and promote the success of telework transition.