Teleworking in the context of the Covid-19 pandemic: advantages, disadvantages and influencing factors – the workers’ perspective

Applying IS-Enabled Telework during COVID-19 Lockdown Periods and Beyond: Insights from Employees in a Greek Banking Institution

“…Recent work has also shed light on the role of individual and social antecedents (fatigue, trust, and social isolation) on telework outcomes (performance): (a) fatigue was found to be the factor that mostly affected telework performance (negatively), followed by trust (positively) and social isolation (negatively), while (b) social isolation and fatigue mediated the relationship between trust and performance during telework (Mirowska and Bakici 2023). All in all, according to the findings in recent studies, organizations should implement and manage teleworking programs considering workers' perceived benefits and willingness to remain teleworking (Brandão and Ramos 2023). According to the findings of a recent study during the COVID-19 pandemic, the teleworking experience of workers was essentially positive, with most expressing an intention to maintain it after the pandemic, while factors that strongly influenced workers' perceptions of the advantages and disadvantages of teleworking included the conditions offered by their organization and the existence of an adequate workspace at home during telework (Brandão and Ramos 2023).…”

“…• Organizational issues, including work performance (Ficapal-Cusí et al 2023;Mirowska and Bakici 2023); employee-supervisor relationship (Park et al 2023); issues with communication, trust, control, and productivity (Fontaneda et al 2023), especially in the context of banking institutions (Meyer et al 2022); the need to reform organizational processes (Yanagihara and Koga 2023); focus more on cooperation than subordination and increasing autonomy (Junça Silva and Coelho 2023;Stanciu et al 2023); need to reform organizational culture to fit the telework model while focusing on trust equality and confidentiality (Junça Silva and Coelho 2023;Mirowska and Bakici 2023;Bayazitova et al 2023); and re-structure organizational benefits policy to fit the telework model (Brandão and Ramos 2023;Fontaneda et al 2023), as well as utilize flexible working hours (Dimian et al 2023).…”

“…Organizational culture is a critical factor in implementing telework, as it may influence the workers' attitudes toward this model of work, as well as their overall happiness (Junça Silva and Coelho 2023). In fact, organizational factors seem to greatly influence the teleworker's experience and are critical to the success of telework (Brandão and Ramos 2023). According to the findings of a recent study, although telework can be a job resource promoting positive work attitudes, this ben-eficial impact decreases (and can eventually become negative) as employees telework more extensively, while the quality of employee-supervisor relationship can act as a moderator enhancing the benefits of extensive teleworking or exacerbating its drawbacks (Park et al 2023).…”

“…All in all, according to the findings in recent studies, organizations should implement and manage teleworking programs considering workers' perceived benefits and willingness to remain teleworking (Brandão and Ramos 2023). According to the findings of a recent study during the COVID-19 pandemic, the teleworking experience of workers was essentially positive, with most expressing an intention to maintain it after the pandemic, while factors that strongly influenced workers' perceptions of the advantages and disadvantages of teleworking included the conditions offered by their organization and the existence of an adequate workspace at home during telework (Brandão and Ramos 2023). Although remote work makes labor relations more flexible and "expands the possibilities of conducting professional activities balanced with fulfilling personal needs", ensuring the equality and confidentiality of employees requires special attention, as well as adhering to the legal and ethical aspects of the regulation of remote work (Bayazitova et al 2023).…”