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This study draws on the affective events theory to understand how telework may influence workers’ well-being. Hence this study aimed to (1) analyze the indirect relationship between telework and well-being via daily micro-events, and (2) test whether procrastination would moderate this indirect effect. To test the goals, data was gathered from a sample of teleworkers in the IT sector (N=232). To analyze the data, a moderated mediation analysis was performed in SPSS with PROCESS macro. The results showed that micro-daily events mediated the positive relationship between telework and well-being; however, this relation was conditional upon the levels of workers’ levels of procrastination, that is, this link became weaker for those who were procrastinators. By highlighting the importance of telework, daily micro-events, and procrastination, this study offers managers distinct strategies for enhancing their employees' well-being. Despite the existing research investigating the effect of telework on well-being, studies investigating the intervening mechanisms between these two constructs are scarce. Moreover, there is a lack of research investigating the moderating effect of procrastination in these relations. Hence, this study fills these gaps and advances knowledge on the process that explains how (via daily micro-events) and when (when procrastination is low) teleworking influences workers’ well-being.

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.

PurposeThis 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.Design/methodology/approachThe 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.FindingsThe 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.Originality/valueThis 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.

Telework has grown exponentially due to COVID-19, and has revealed itself as a useful work condition with a largely positive impact on employees’ well-being. Since many variables are involved in determining the relationships between telework and well-being, this paper clarifies the role of teleworkability, employees’ preference for telework, and telework intensity; specifically, how the first two variables impact on well-being through telework intensity. A systematic review was carried out between 2012 and 2022 to analyze how these variables relate. Scarce literature connecting these subjects showed that teleworkability and the preference for telework influence the amount of time employees wish to telework. Teleworkability and preference for telework need to be studied from a multilevel perspective since country-, company-, and individual-level characteristics impact on them. The results also confirmed that telework intensity establishes direct relationships with well-being, and it is essential to predict it. Hybrid work emerged as a new concept which captures the best combination between on-site work and telework. Based on their employees’ preferences, companies can introduce “hybrid-work flexible programs” to maximize its positive effects on well-being as well as being able to re-design their jobs to better fit their employees’ levels of telework expectations.

The COVID-19 pandemic and the precautionary measures applied globally (lockdowns and curfews) have impacted homes, including work. Working from home (WFH) has emerged as a growing trend in the post-pandemic era. The research question was: Are our homes ready for teleworking? To respond, a national prospective mixed approach was launched for Spanish households during the spring 2020 lockdown, using two online questionnaires, one quantitative and the other qualitative. Through a survey, photographs, and narratives, the study evaluates the perceived adequacy of telework spaces and their specific characteristics, the availability of digital resources and the internet. A total of 1800 surveys and over 200 images and texts related to telework environments were obtained. The results suggest that the adequacy of these spaces was insufficient for more than a quarter of the homes. Also, strong relations between the perceived workspace adequacy and a social status or stability of homes were shown and validated, despite other sociodemographic features, the home composition or habitat were not related. Some other variables statistically significant were occupation regime, type and surface of dwellings; their indoor environmental quality; the availability of exclusive spaces for teleworking; quality of digital resources; and the specific space features. The analysis was completed with qualitative insights through photos and texts. Telework, lived in this context as an experiment, needs this reflection from an environmental, resource-availability, and ergonomic point of view.

This article aims to analyze the implementation of teleworking as a security practice to face the crisis resulting from the Covid-19 disease. The present paper provides both theoretical and practical results. From a theoretical standpoint, the Baruch and Nicholson approach is extended with environmental, safety, and legal factors that explain telework. From a practical perspective, a database of companies that have introduced telework as a measure to face coronavirus in a crisis context has been obtained. In short, the Covid-19 crisis demonstrates how teleworking has been used by companies to ensure their employees’ safety and to provide continuity to economic activity. Consequently, safety factors are relevant in the study of teleworking and should be considered in further research.

PurposeDue to the crisis originated by the COVID-19 pandemic, an important number of workers have been incorporating the telework modality. In this context, the distance from the workplace generates new dilemmas for work performance. In the paper the authors study the role of some individual and social antecedents on telework outcomes. In particular, they empirically investigate the direct relationship between trust (TR) and telework performance (PER) and explore mediators of that relationship such as social isolation (SI) and fatigue (FA).Design/methodology/approachA theoretical model with three main hypotheses is proposed and tested using partial least square structural equation modeling (PLS-SEM). The study sample, of an exploratory nature, consists of a dataset of 201 teleworkers working in Spanish companies.FindingsThe relevance of the proposed model is demonstrated and FA is found to be the factor that most affects (negatively) PER, followed by TR (positively) and SI (negatively). Beyond the direct effects, the results provide support for the role of SI and FA in mediating the relationship between TR and PER.Originality/valueThis paper discusses the PER dilemma and proposes and tests a background model that may be useful for future research. The results are of interest to human resource managers, consultants, academics and telework tool developers and managers. Practices are proposed to improve TR or to reduce feelings of SI or FA. The research provides a practical evaluation tool for telework implementation.

Telework (also referred to as telecommuting or remote work), is defined as working outside of the conventional office setting, such as within one’s home or in a remote office location, often using a form of information communication technology to communicate with others (supervisors, coworkers, subordinates, customers, etc.) and to perform work tasks. Remote work increased over the last decade and tremendously in response to the COVID-19 pandemic. The purpose of this article is to review and critically evaluate the existing research about telework and worker health and well-being. In addition, we review and evaluate how engaging in this flexible form of work impacts worker health and well-being. Specifically, we performed a literature search on the empirical literature related to teleworking and worker health and well-being, and reviewed articles published after the year 2000 based on the extent to which they had been discussed in prior reviews. Next, we developed a conceptual framework based on our review of the empirical literature. Our model explains the process by which telework may affect worker health and well-being in reference to individual, work/life/family, organizational, and macro level factors. These components are explained in depth, followed by methodological and fundamental recommendations intended to guide future research, policies, and practices to maximize the benefits and minimize the harms associated with telework, and offer recommendations for future research.

Computer workers’ sedentary work, together with less active lifestyles, aggravated by the COVID-19 pandemic, represents a high risk for many chronic diseases, leading to a decrease in health related quality of life (QoL). Workplace exercises consist of a set of physical exercises, implemented during work breaks, that have multiple benefits for workers’ health. Aim: To assess the impact of online workplace exercises on computer workers’ perception of quality of life. Methods: Quasi experimental study with two groups: a control group (n = 26) and an intervention group (n = 13). The inclusion criteria were that participants must be aged between 18 and 65 years old and the exclusion criteria included diagnosis of non-work-related medical conditions. The interventions consisted of workplace exercises, which were applied for 17 consecutive weeks, each session lasting 15 min, three times a week. The exercise programme, performed online and guided by a physiotherapist, consisted of mobility exercises, flexibility and strength exercises, with the help of a TheraBand® for elastic resistance. The control group were not subjected to any intervention. A socio demographic questionnaire and the Health Survey Questionnaire (SF-36v2) were used in two assessment stages (M0—baseline and M1—final of intervention). A mixed ANOVA with interaction time*group was used to evaluate the effect of the exercise programme. Results: A good perception of the QoL was obtained in both stages. The exercise programme had a positive effect in the domains of Pain (ptime*group = 0.012, 2p = 0.158), Physical Function (ptime*group = 0.078, 2p = 0.082), Physical Performance (ptime*group = 0.052, 2p = 0.098), and Emotional Performance (ptime*group = 0.128, 2p = 0.061). Conclusion: After 17 weeks of workplace exercises, it became clear that the intervention group positively increased their QoL perception, with this improvement being significant in the Pain domain, which resulted in an improvement in their health condition. Therefore, further studies are needed to determine the optimal exercise for CWs, with detailed exercise types, different intensities and focused on various health conditions.

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.