After hours teleworking and boundary management: Effects on work-family conflict

Jostell, David; Hemlin, Sven

doi:10.3233/wor-182748

Cited by 55 publications

(62 citation statements)

References 50 publications

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“…Today, employees can have access to their private lives from their workplaces to a greater extent than ever before. This possibility of combining work and non-work responsibilities is reported by employees as one major advantage of the increased flexibility facilitated by ICT [13][14][15][16]. However, research on smartphone and ICT use has also consistently shown that the boundaries between work and family life have become permeable [17], which may increase the risk of experiencing imbalance between work and family life [18].…”

Section: Introduction and Aimmentioning

confidence: 99%

Towards More Proactive Sustainable Human Resource Management Practices? A Study on Stress Due to the ICT-Mediated Integration of Work and Private Life

Palm

Bergman²,

Rosengren

2020

Sustainability

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This article discusses sustainability in Human Resource Management (HRM) in the blurred digital working life, focusing on the emotion of stress. Its empirical basis is an activity and emotion diary study conducted with 26 employees of three industrial companies in Sweden. Our results show that work and private life are integrated by digital activities and also by emotions. Due to the extensive use of digital devices, stress in the working sphere is not only connected with work, and stress in the private sphere is not only connected with private life. The study also shows that stress is often episodic and can end due to activities connected with both the trigger and non-trigger spheres. From a social sustainability perspective, this study suggests that HRM should gently extend employee consideration beyond the traditional temporal and spatial boundaries of work, i.e., also including private life when understanding work in the digital age.

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Section: Introduction and Aimmentioning

confidence: 99%

Towards More Proactive Sustainable Human Resource Management Practices? A Study on Stress Due to the ICT-Mediated Integration of Work and Private Life

Palm

Bergman²,

Rosengren

2020

Sustainability

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“…A maior flexibilidade favorece assim alguns funcionários, de modo que estes conseguem melhor coordenar as suas responsabilidades familiares e passar mais tempo com o agregado familiar-daí que, simultaneamente, possa aliviar conflitos familiares. Os trabalhadores ficam mais satisfeitos e produtivos se tal se evitar; logo deveria ser do interesse do empregador atingir tal patamar (36). Um desequilíbrio entre a vida profissional e familiar pode gerar ansiedade em qualquer funcionário.…”

Section: Vantagensunclassified

“…Trabalhar em casa fora do horário laboral poderá ser encarado para alguns como algo positivo, dado sentirem que têm mais liberdade para decidir quando trabalhar, gerindo com mais facilidade todas as suas responsabilidades (36). Para além disso, parece que empregos que exijam muitas horas de trabalho, podem ser melhor executados em regime de TT, dado o funcionário ter mais autonomia e controlo para gerir as tarefas; ou seja, trabalham mais horas, na intensidade que preferem, sem as distrações que possam existir no local de trabalho presencial (45).…”

Section: Vantagensunclassified

“…Alguns elementos do agregado familiar podem considerar que o trabalho em casa deve ser feito no horário habitual e não em horas "extraordinárias". Os trabalhadores do sexo masculino parecem demonstrarse mais perturbados com as interrupções nas tarefas laborais (36). Aliás, alguns dos funcionários que passam parte do seu horário de trabalho em casa, sentem-se mais sobrecarregados com as tarefas domésticas (45).…”

Section: /27unclassified

“…Alguns funcionários podem encarar as interrupções nas tarefas laborais como algo positivo, como por exemplo, uma pausa dedicada a atividades parentais (36).…”

Section: Aspetos Ambivalentes Que Podem Simultaneamente Ser Considerados Vantagem Ou Desvantagem Consoante a Personalidade Ou Perspetivaunclassified

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Teletrabalho na perspectiva da Saúde Ocupacional

Santos¹,

Almeida²,

Lopes³

et al. 2020

RPSO

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Introduction/ background/ objectives The possibility of doing work at home dates back several centuries; however, technological development has allowed for the creation of new jobs based on it and eventually fully executed outside the employer’s premises. In addition, the pandemic situation associated with SARS-COV-2 (COVID-19) has encouraged many institutions to initiate or intensify telework. The purpose of this review was to summarize the most relevant data about the topic, in the context of Occupational Health. Methodology This is a Review, initiated through a survey conducted in April 2020, in the databases “CINALH plus with full text, Medline with full text, Database of Abstracts of Reviews of Effects, Cochrane Central Register of Controlled Trials, Cochrane Database of Systematic Reviews, Cochrane Methodology Register, Nursing and Allied Health Collection: comprehensive, MedicLatina, SCOPUS and RCAAP”. Content Telework is working at home, or at least outside the employer’s conventional facilities, but in a previously stipulated and approved location, using technology. In this review, data on the historical evolution of the work were summarized, highlighting the various Industrial Revolutions. Some national and especially international statistics were also included in the context of Telework. The main sub-types of Telework are also briefly described and what are the desirable characteristics in teleworkers and telemanagers. Finally, the main advantages and disadvantages mentioned in the consulted bibliography are highlighted. Conclusions Generally speaking, the perception of advantages and disadvantages depends on the employee’s characteristics (such as personality, flexibility, autonomy, competence, need for socialization, posture and commitment to work); characteristics of the employer (management, malleability, valorization of human resources, means and procedures); the tasks themselves (ease or not of being teleworked); family characteristics (number of elements, age of children and relational quality); the household (size, lighting, furniture, equipment, area exclusive or not for the Telework); traffic, pollution and urban safety; as well as consequences for the relationship with the company, work and personal life (family and society); that is, the same aspect can be considered both an advantage and a disadvantage, depending on the global context. Furthermore, in reality, Telework has such a diversity of conditions and characteristics, that consensus conclusions are not possible. It is necessary for each institution to analyze the advantages and disadvantages of inserting the Telework and, if it decides to proceed, have a sense of what are the factors that can enhance and compromise the success of the project.

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The Transformation of Work and Home as Workspace

Guler,

Guler

2023

Transforming Issues in Housing Design

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After hours teleworking and boundary management: Effects on work-family conflict

Cited by 55 publications

References 50 publications

Towards More Proactive Sustainable Human Resource Management Practices? A Study on Stress Due to the ICT-Mediated Integration of Work and Private Life

Towards More Proactive Sustainable Human Resource Management Practices? A Study on Stress Due to the ICT-Mediated Integration of Work and Private Life

Teletrabalho na perspectiva da Saúde Ocupacional

The Transformation of Work and Home as Workspace

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