Le travail à domicile au Canada : qui le pratique et pourquoi?

Tremblay, Diane‐Gabrielle; Najem, Elmustapha

doi:10.3917/riges.351.0108

Cited by 9 publications

(9 citation statements)

References 6 publications

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“…The characteristics that are consistently identified with telework are occupation and gender. Research from North America shows that professionals and clericals predominate among teleworkers relative to blue-collar workers, whereas it appears that approximately the same proportion of males and females telework (Bailey and Kurland, 2002;Schweitzer and Duxbury, 2006;Tremblay, 2002;Tremblay and Najem, 2010). Similarly, Haddon and Brynin (2005) show that managers and professionals predominate among European teleworkers.…”

Section: Independent and Control Variablesmentioning

confidence: 94%

“…Similarly, Haddon and Brynin (2005) show that managers and professionals predominate among European teleworkers. It is thought that professionals, managers, and/or knowledge workers tend to have autonomy and control over their work and work environment, and thus are relatively likely to opt to telework (Clear and Dickson, 2005;Taskin and Edwards 2007;Tremblay and Najem, 2010). By extension, we presume that more educated workers would tend to have positive telework experiences, while lower-wage workers would tend to have the opposite experience.…”

Section: Independent and Control Variablesmentioning

confidence: 99%

“…While telework potentially helps those dealing with work-family conflict, Tremblay et al (2006) found that teleworkers are more likely to use this practice for operational reasons (such as to complete job requirements) than for personal reasons. As a result, Tremblay et al presume that telework is primarily employer-driven (see also Tremblay and Najem, 2010).…”

Section: Literature Reviewmentioning

confidence: 99%

“…Not surprisingly, it is common for researchers (e.g. Bailey and Kurland, 2002;Schweitzer and Duxbury, 2006;Tremblay and Najem, 2010;Verbeke et al 2008) to include several worker characteristics, such as marital status, worker age and presence of dependent children, which are all logically connected to worklife balance, and hence, are relevant to an analysis of telework.…”

Section: Independent and Control Variablesmentioning

confidence: 99%

“…Cooke et al (2008) have estimated the proportion of teleworkers in Canada to exceed 15%, based on Statistics Canada's 2003 WES data, using a similarly inclusive definition of telework. Tremblay et al (2006) and Tremblay and Najem (2010) also examined the prevalence of telework in Canada using the Workplace and Employee Survey (WES) (in their case, based on the 1999, 2002 and 2005 data). They estimated that the proportion of the Canadian labour force using telework was approximately 25%, which, not surprisingly, is in line with our estimates based on 2005 data.…”

Section: Literature Reviewmentioning

confidence: 99%

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Dialing it in: A Missed Opportunity Regarding the Strategic Use of Telework?

Cooke

Chowhan

Cooper

2014

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The purpose of this paper is to examine the degree of alignment of organizational strategies with two types of telework using Statistics Canada’s 2005 Workplace and Employee Survey data. In this paper, we intentionally use the most inclusive definition of telework, because we are interested in all cases where an employee works from home at least some of the time. We consider telework to be ‘employee-oriented’ when an employee works at home to address his and her family-related or personal wants or needs, and ‘employer-oriented’ when an employee works at home due to the employer’s strategic or operational objectives. The three organizational strategies that we considered were innovation, involvement, and cost-containment. We found that employers focusing on innovation were significantly more likely than other employers to use both types of telework, with greater emphasis on employee-oriented telework, whereas employers using an involvement strategy were less likely to use either type of telework, albeit at only a weak level of significance. Moreover, we did not find a statistical relationship between the cost containment strategy and either type of telework. We hypothesized that employee-oriented telework would be more common among workers in workplaces focusing on innovation or involvement, but less common among workers in workplaces focusing on cost containment. We hypothesized the reverse situation for the incidence of employer-oriented telework. On the whole, the results suggested that employers are not universally aligning the implementation of the two types of telework with their organizational strategies. Rather, either telework is not commonly used as a strategic tool or, alternatively, the strategic implementation of these two types of telework is more contingent upon other organizational or employee factors in specific circumstances.Dans cet article nous proposons d’examiner le degré d’alignement des stratégies organisationnelles selon deux types de télétravail, et ce, à partir des données de l’Enquête sur le milieu de travail et les employés de 2005 de Statistiques Canada. Nous adoptons intentionnellement la définition la plus inclusive du télétravail qui soit parce que nous nous intéressons à toutes les situations où un employé travaille à partir de son domicile et ce, pour au moins une partie de son temps de travail. Nous considérons que le télétravail est « orienté vers l’employé » lorsqu’un employé travaille à domicile pour répondre à ses souhaits ou à ses besoins pour des raisons familiales ou personnelles, et est « orienté vers l’employeur », lorsqu’un employé travaille à domicile pour répondre à un objectif stratégique et opérationnel de son employeur. Les trois stratégies organisationnelles que nous avons retenues sont l’innovation, l’implication et le contrôle des coûts.Nos ...

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Section: Independent and Control Variablesmentioning

confidence: 94%

Section: Independent and Control Variablesmentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

Section: Independent and Control Variablesmentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 99%

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Dialing it in: A Missed Opportunity Regarding the Strategic Use of Telework?

Cooke

Chowhan

Cooper

2014

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Exploring the Validity of the Work Preferences Questionnaire

Stamate,

Denis

2023

European Journal of Psychological Assessment

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This study aimed was to develop and validate a new instrument called the Work Preferences Questionnaire (WPQ) to measure individuals’ preferences for work characteristics that are relevant to today’s work environment. A multi-step approach and two samples were used to develop and validate the WPQ across various industries. In the first study, a group of experts developed a bank of items that were then administered to 984 workers. Exploratory factor analysis revealed a nine-factor structure with good internal consistency. In the second study, an independent sample of 687 workers was used to confirm the factorial structure and highlight the distinctness of the work preference dimensions. The study found small mean differences in interindividual preference scores based on age and confirmed data equivalence between gender and education level. The WPQ addresses limitations of existing measures by focusing on a narrow set of work preferences that are highly relevant in the current work environment and includes modern aspects such as teleworking and work-life balance. The WPQ promises to be an effective tool for research and human resources practices, enabling individuals and organizations to better understand work preferences and make informed decisions about work design and personnel selection.

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Teleworking and work–life balance during the COVID-19 pandemic: A scoping review.

Elbaz¹,

Richards²,

Savard³

2023

Canadian Psychology / Psychologie canadienne

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Telework, a work modality that allows employees to work outside the boundaries of an office through information and communication technologies, is rising. As the COVID-19 pandemic imposed social distancing regulations, alternative ways to work are growing in popularity. However, given the rapid growth of telework and the interest by employees to continue using this mode of operation, examination of the available literature is essential to guide future work. The current scoping review aimed to examine the effects of telework on employees' work and nonwork domains. Key attention was given to the effects on work-life balance. Under the umbrella of work-life balance, consequences on psychological health and performance were also examined. Six databases were consulted to gather articles published between January 2020 and December 2021. A total of 42 articles from Asia, Europe, North and South America, as well as Oceania, were included. Heterogenous findings were identified with regard to work-life balance and psychological health and these inconsistencies seemed to depend on moderating factors such as biological sex, boundary management strategies, and frequency of telework to name a few. Performance seemed to benefit the most from telework, albeit some exceptions (e.g., having pets, young children, or dependents) seemed to affect it negatively. We conclude that telework may not be beneficial for all and that a more thorough understanding of how teleworking can impact employees' various personal and private domains is further required. Public Significance StatementDue to COVID-19, the environments that employees must work in have changed. Teleworking may at first glance offer a potential solution to help workers gain more control over both their work and family lives; however, various factors may affect the ensuing work-life balance. Future research is needed to explore how these effects will unfold in the current context of adaptation to the massive use of telework.

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Le travail à domicile au Canada : qui le pratique et pourquoi?

Cited by 9 publications

References 6 publications

Dialing it in: A Missed Opportunity Regarding the Strategic Use of Telework?

Dialing it in: A Missed Opportunity Regarding the Strategic Use of Telework?

Exploring the Validity of the Work Preferences Questionnaire

Teleworking and work–life balance during the COVID-19 pandemic: A scoping review.

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