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.Flexible work practices refer to mutual arrangements made between employers and employees that vary the hours and location of work, often with the dual aim of improving employees' work-life balance and meeting the organization's needs (Thompson, Payne & Taylor, 2015). Telework is one such arrangement, which involves working away from the office for a portion of the work week while keeping in contact via information and communications technology (ICT) (Allen, Golden & Shockley, 2015). It can be used simultaneously with other flexible work arrangements, such as flexible hours and part-time work. Telework is usually conducted from a location of the employee's choosing (e.g., home) and can thus be differentiated from remote work, which more often takes place at different business units or while travelling for business purposes.One acknowledged difficulty in drawing any firm conclusions about the impact of telework is that studies of this work arrangement appear in numerous disciplinary literatures: management, human resource management, industrial relations, psychology, family studies, sociology, information systems, logistics, and operations, for example. For the purposes of this chapter, which is attempting to identify individual-level factors that facilitate or hinder the telework experience, we will be drawing upon each of these literatures but focusing primarily upon those relevant to interpersonal processes rather than organization-level systems. Outcomes of TeleworkOutcomes of telework manifest themselves in a number of different ways. We will first examine work-related outcomes in the form of job performance, job attitudes, and professional isolation. Following this, we will review the effects of telework on well-being, in the form of stress and work-life balance. 19.

Agile working involves liberation from traditional ways of working, such that boundaries between work and home (both physical and temporal) can become blurred. In this chapter, we explore how boundary management preferences for integration or segmentation, and the fit between these preferences and agile working modalities, can influence experiences of the work-life interface, work-related attitudes and employee well-being. We go on to identify the challenges that agile working presents for boundary management, related to an increasingly 'always on' work culture.We conclude by discussing what organizations can do to support employees' management of work-life boundaries in the pursuit of satisfactory levels of performance and wellbeing in each life domain.

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Given that research consistently finds transgender individuals sustaining worse health outcomes than cisgender individuals, it is important to understand the workplace health and well-being experiences of trans employees in order to develop and support trans-sensitive Human Resources policies and interventions. We take an employee journey perspective to explore the experiences of trans individuals as they navigate organizational processes such as recruitment and selection, managing change, co-worker relationships, performance and termination. What the literature demonstrates is that transgender workers face many barriers to physical and psychological health, safety and well-being at work. These barriers can range from organisational oversights such as lack of access to appropriate bathroom facilities to social exclusion and/or verbal harassment from co-workers and physical attacks from customers. Anticipation of mistreatment generates psychological strain and anxiety and lowers trans workers' career aspirations and career-building behaviours such as applying for jobs or promotions. Trans workers often conceal their transgender identity at work as a coping strategy for avoiding discrimination and harassment, but this in turn produces strain and fatigue arising from the cognitive and emotional effort involved in constructing and maintaining facades.Although HR staff should be the first point of contact for trans employees to develop their plans for coming out and for gender transition if applicable, our review indicates that in many cases, HR may not know how to initially or adequately respond.

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A Latin American perspective on diversity management: What does 'inclusion' mean in a Peruvian context? In M. F. Özbilgin & J.-F. Chanlat (Eds.), Management and diversity (International perspectives on equality, diversity and inclusion, volume 3) (pp. 9-31). Bingley: Emerald Publishing.A Latin American perspective on diversity management: What does "inclusion" mean in a Peruvian context?

As research on the work-life interface enters its fourth decade, we have an increasingly comprehensive understanding of the challenges and opportunities that result from combining paid work with unpaid work at home. So where does research on work and family go next? As researchers interested in this area of scholarship, we have noted the accumulation of a number of interesting articles on this topic submitted to Work, Employment and Society. We include them here in a thematic section to showcase the breadth and depth of knowledge that research on the work-life interface continues to generate. Overall, the collection of articles included in this thematic section expand what we already know about combining paid and unpaid work to present more nuanced insights into the connections between work and family care. Four themes are addressed in these works. First, the division of paid and unpaid labour between women and men is explored in studies conducted by McMunn, Bird, Webb and Sacker on UK couples and Kolpashnikova and Kan on Canadian couples. Second, the ways in which caring responsibilities impact paid work hours are addressed in work by Hoherz and Bryan, who examine UK men's work hours and work hour preferences after the birth of a child; by Wildman, who explores the enablers and constraints on older women's decisions to extend their working lives; and by Vinck and Van Lancker, who take an intersectional approach to investigating the impact on employment of having a disabled child in conjunction with belonging to multiple disadvantaged social categories. Similarities and differences between men and women in their experiences of work-family conflict and enrichment are explored by Hagqvist, Vinberg, Tritter, Wall and Landstad in their study of managers of small firms in Sweden and Norway and by Cottingham, Chapman and Erickson's research on nurses in the USA. Finally, Rao 913204WE S0010.

Context: Athletes in combat sports who have sustained facial hematomas during competition have traditionally been treated with an enswell. These treatments take place between rounds of the competition and generally last less than 60 seconds. The efficacy of this modality has not been studied. Other modalities may provide a more effective cryotherapy treatment in this timeframe. Objective: To compare the efficacy of different forms of rapid cryotherapy to cause surface temperature changes of the face within 60 seconds of application. Design: Crossover study. Setting: Laboratory. Participants: Eleven healthy men (age 21.73 [1.42] y, mass 82.1 [5.6] kg, height 177.2 [7.0] cm). Interventions: A 60-second treatment using chilled surgical steel enswell, copper, commercial cold pack, aluminum, brass, ice cube, ice pack, and saltwater pack. Main Outcome Measures: Preintervention and postintervention surface facial temperatures. Results: The ice bag, cold pack, ice cube, saltwater pack, and stainless-steel enswell caused statistically different temperatures preintervention to postintervention. The ice bag and saltwater pack cause statistically greater cooling than the other materials tested. Conclusions: This study does not support the clinical use of an enswell to provide short-duration cryotherapy treatments to facial tissue, as ice packs are more effective.