Telework and mobile work have been the object of much interest, but there has been little research on who practices it and what are the advantages. We evaluated the advantages and disadvantages for individuals in a large multinational in Belgium. In this organisation, telework is called 'mobile work', and includes not only telework at home but also work done at the client's office, in satellite offices, TeleCenters, etc. We observe that the technical possibility to do telework and gender are significantly related to the practice of mobile work, while age is not, contrarily to expectations. Also, while women are often associated with telework, it is men who are relatively more numerous in mobile work. They mention advantages such as less interference by colleagues, a gain in flexibility, personal and professional development, fewer trips and reduced time loss, better organisation of working hours and opportunities for a better allocation of time.
Résumé Voit-on se dessiner une uniformisation des expériences masculines et féminines du passage à la retraite ou bien les différences selon le sexe se maintiennent-elles, voire s’accentuent-elles, chez des retraité(e)s, dont on pense qu’ils(elles) ont adopté les modèles culturels, et notamment les idéaux égalitaires de la génération qui les suit ? L’article apporte quelques éléments de réponse à ces questions à partir de l’analyse de 32 entretiens approfondis recueillis auprès de retraité(e)s récent(e)s, belges et français, adossée aux résultats de deux questionnaires ayant obtenu 462 réponses au total. Trois dimensions ont été étudiées : les remaniements identitaires consécutifs à la cessation de l’activité professionnelle, la remise en cause des rôles familiaux et sociaux et la dimension spatiale au sein desquels s’inscrivent ces processus. L’imbrication des effets de période et de génération, des milieux d’appartenance et des usages sociaux du territoire contribue à produire des configurations d’attitudes diversifiées.
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