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With COVID-19, a significant number of companies have started to work remotely, and communication has started to occur mainly through technological tools. This study investigates the relationship between teleworkers' interpersonal communication and job satisfaction through the mediating role of information technology (IT) awareness and creative performance. Data were collected from 683 teleworkers and analyzed using structural equation modeling (SEM) and PROCESS Macro. The findings indicated that (1) teleworkers' interpersonal communication satisfaction is positively associated with job satisfaction, and (2) IT awareness and creative performance mediate the relationship between interpersonal communication satisfaction and job satisfaction. Finally, the study's theoretical and managerial implications are discussed. The results emphasize the role of interpersonal communication satisfaction on job satisfaction and show that both employees and companies should receive the necessary training for a sufficient level of employee IT knowledge. Keywords: telework, interpersonal communication satisfaction, information technologies, creative performance, job satisfaction. A pandemia de Covid-19 levou uma parte significativa das empresas a adotar o trabalho remoto e a estabelecer comunicacao por meio de ferramentas tecnologicas. Este estudo investiga a relacao entre a satisfacao na comunicacao interpessoal dos teletrabalhadores e a satisfacao no trabalho por meio do papel mediador da conscientizacao em tecnologias da informacao (TI) e do desempenho criativo. Os dados foram coletados de 683 teletrabalhadores e analisados usando modelagem de equacoes estruturais (SEM) e a PROCESS Macro. Os resultados indicaram que (1) a satisfacao na comunicacao interpessoal dos teletrabalhadores esta positivamente associada a satisfacao no trabalho e (2) a conscientizacao em TI e o desempenho criativo sao mediadores da relacao entre a satisfacao na comunicacao interpessoal e a satisfacao no trabalho. Finalmente, as implicacoes teoricas e gerenciais do estudo foram discutidas. Os resultados chamam a atencao para o papel da satisfacao na comunicacao interpessoal na satisfacao no trabalho, apontando tambem que tanto os funcionarios quanto as empresas devem receber o treinamento necessario de maneira que os colaboradores alcancem um nivel adequado de conhecimento de TI. Palavras-chave: teletrabalho, satisfacao com a comunicacao interpessoal, tecnologias da informacao, desempenho criativo, satisfacao no trabalho. Con la COVID-19, una parte importante de las empresas paso a trabajar de forma remota, y a establecer comunicacion a traves de herramientas tecnologicas. Este estudio investiga la relacion entre la satisfaccion de la comunicacion interpersonal de los teletrabajadores y la satisfaccion laboral a traves del papel mediador de la concienciacion sobre las tecnologias de la informacion (TI) y el desempeno creativo. Se recopilaron datos de 683 teletrabajadores y se analizaron mediante modelos de ecuaciones estructurales (SEM) y PROCESS Macro. Los hallazgos indicaron que (1) la satisfaccion de la comunicacion interpersonal de los teletrabajadores se asocia positivamente con la satisfaccion laboral (2) la concienciacion sobre la TI y el desempeno creativo median la relacion entre la satisfaccion de la comunicacion interpersonal y la satisfaccion laboral. Finalmente, se discutieron las implicaciones teoricas y gerenciales. En los resultados de la investigacion, ademas de enfatizar el papel de la satisfaccion de la comunicacion interpersonal en la satisfaccion laboral, tambien se menciono que tanto los empleados como las empresas deben recibir la capacitacion necesaria para tener un nivel suficiente de conocimiento de TI. Palabras clave: teletrabajo, satisfaccion de la comunicacion interpersonal, tecnologias de la informacion, desempeno creativo, satisfaccion laboral.

\"A Harvard Business School professor and leading expert in virtual and global work provides remote workers and leaders with the best practices necessary to perform at the highest levels in their organizations\"-- Provided by publisher.

Tin Germany, the first Works Council Act came into force at the beginning of 1920. After it was suspended in 1934, the Allied Control Council reintroduced co-determination in 1946 and it was finally established after several reforms. However, while co-determination is firmly anchored in large companies, medium-sized companies tend to opt for less institutionalised forms of participation. However, the change in work organisation through crowdworking, teleworking and solo self-employment poses new challenges for company cooperation. At present, however, it is not yet apparent that works councils are unable to respond appropriately to these challenges with the powers already laid down in the works constitution. The anniversary should be an occasion for more intensive research and discussion on the future of the German works constitution and alternative forms of participation that are being practiced. JEL Classification: J50, J53, J83 Am 4. Februar 1920 trat in Deutschland das erste Betriebsrategesetz in Kraft. Nachdem es 1934 ausgesetzt worden war, fuhrte der Alliierte Kontrollrat die betriebliche Mitbestimmung 1946 wieder ein. Nach mehreren Reformen hat sich die Mitbestimmung etabliert. Wahrend aber in Grossunternehmen die betriebliche Mitbestimmung fest verankert ist, wird im Mittelstand eher auf weniger institutionalisierte Beteiligungsformen gesetzt. Der Wandel der Arbeitsorganisation durch Crowdworking, Telearbeit und Solo-Selbstandigkeit stellt allerdings die betriebliche Zusammenarbeit vor neue Herausforderungen. Derzeit ist noch nicht erkennbar, dass die Betriebsrate darauf nicht mithilfe der bereits in der Betriebsverfassung angelegten Befugnisse angemessen reagieren konnen. Das Jubilaum sollte Anlass dafur sein, intensiver uber die Zukunft der deutschen Betriebsverfassung und uber die alternativ praktizierten Partizipationsformen zu forschen und zu diskutieren.

Telecommuting has reached unprecedented levels in Japan, previously established due to the sudden outbreak of the COVID-19 pandemic; however, there is a lack of in-depth research on telecommuting frequency from the perspective of the post-pandemic era. Hence, this study investigated the relationship between employees’ expected levels of telecommuting allowed by the company and their preferred telecommuting frequency after the pandemic using an ordered response probit model with a correlation effect. Data were collected through an online questionnaire in three major metropolitan areas of Japan; the questionnaire included questions on sociodemographic, commuting, household, and work-related characteristics. The findings revealed that work-environment characteristics are prime factors influencing both expected and preferred telecommuting frequency; therefore, a telecommuting-oriented work environment is crucial for bridging the gap between employees and employers regarding telecommuting. Also, the results indicated that the preferred level of telecommuting is unattainable probably due to a lack of support from the company. Finally, a gap was identified between the expected telecommuting frequency that companies would allow and the preferred telecommuting frequency. This study provides implementations to achieve a work environment better adapted to the post-pandemic era and contributes to the establishment of future traffic forecasting models that enable effective mobility management through telecommuting.