Purpose -The purpose of this article is to explore the relationship between teleworking adoption, workplace flexibility, and firm performance. Design/methodology/approach -Empirical survey of a representative sample of 479 small-and medium-sized firms. Data gathered through interviews with company managers using a structured questionnaire. A t-test used to analyse the mean differences of flexibility dimensions between companies, and a regression analysis used to study the impact of teleworking and other flexible workplace practices on firm performance. Findings -Firm performance is positively related to the use of teleworking, flexitime, contingent work and spatial decentralisation. Teleworking firms use more flexitime, have more employees involved in job design and planning, are more intensively managed by results, and use more variable compensation. The relationship of teleworking and external workplace flexibility is not so conclusive. Measures of external flexibility like subcontracting or contingent work are not associated with teleworking but spatial decentralisation is positively associated. Research limitations/implications -A limitation of this research is the measurement of flexibility at the firm level and the use of cross-sectional data. To the extent that organisations may obtain functional and numerical flexibility by means of their relations to other organisations in networks, the most appropriate unit of analysis may be the network which it has implications for future longitudinal studies. Practical implications -Flexibility is a source of competitive advantage. Enhancing flexibility may be costly in the short run, but it gets easier over time. Firms become more flexible because their managers emphasise the importance of flexibility and because they practice being flexible. A self-reinforcing process then begins. The relationships between the different forms of flexibility are important to understand the interaction between the dynamic control capacity of management and the responsiveness of the organisation. Originality/value -The article analyses the relationship between teleworking adoption and other flexibility dimensions.
This paper develops a model of teleworking adoption based on the principles of the technology acceptance model. The framework integrates three categories of factors influencing on teleworking adoption: technological, human resources, and organisational factors. The model fills a gap in the teleworking literature by developing research propositions that take into account different theoretical perspectives to study teleworking adoption.
This paper analyses the environmental impacts of teleworking. Some empirical studies indicate a positive relationship between the use of teleworking and the reduction of commuting and pollution. The article discusses the variables that impact on the use of teleworking in urban environments, and shows a case estimation for a Spanish city.
This paper analyzes the results of a survey about labor mobility of a sample of 1,182 Spanish employees. The results indicate that women have lower mobility than men, and that the mobility of men and women is explained by different factors. The employee's perceptions about job satisfaction, pay fairness, and employment stability are also more explicative of job mobility than traditional job-related factors, such as wages or training. These results have managerial implications for the segmentation of men and women in the labor market.
Recent Spanish law and regulations have turned gender balance on Boards of Directors into a necessary element to manage in companies. The aim of this paper is to identify the stakeholders demanding such gender balance to companies, according to the Methodology of Mitchell et al. (1997) and Agle et al. (1999). The results sugest the shareholders are the most important group, so it seems that the financial goals continue being a priority. But we also observe that the Government is perceived as a very important stakeholder. Despite managers acknowledge the Government has a lot of power, its importance is explained by urgency and legitimacy attributes. This fact makes us doubting about the effectiveness of any development of a compulsory law, beyond the current one.
Shows the results of a survey about the antecedents of work‐family conflict in a sample of Spanish employees. Analyses and discusses the influence of job‐related and non‐related factors. The results indicate that both groups of factors are antecedents of work‐family conflict. Even though gender is not a significant variable to explain work‐family conflict, the empirical study found differences at the time to explain the antecedents of men and women's work‐family conflict. A few family‐domain and work‐domain perceptions had a strong influence on work‐family conflict such as the gender roles, importance of family, job flexibility and job mental and physical requirements. Some of these perceptions suggest the influence of a culture where traditional gender roles still prevail and family as an institution is very strong. Functional mobility and educational level are also antecedents of work‐family conflict. However, job category level, marital status, and social benefits do not have any influence on work‐family conflict in the multivariate analysis, but the bivariate analysis showed that they have indeed an influence on the work‐family conflict according to the hypotheses developed in the research framework.
This paper shows the results of a survey to Spanish employees about labour mobility and its determinants. Job non-related factors are more significant than job related factors to explain the employees' labour mobility. The employee's perceptions about job satisfaction, pay fairness, and work-family conflict are more explanatory of labour mobility than traditional job-related factors like pay or social benefits.
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