Teleworkers in Italy: who are they? Do they make more?

Pigini, Claudia; Staffolani, Stefano

doi:10.1108/ijm-07-2017-0154

Cited by 31 publications

(28 citation statements)

References 18 publications

(22 reference statements)

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“…Recent studies conducted in the USA also find a high correlation between high income levels and high-speed Internet, thus meaning that WFH is easier for relatively rich people (Chiou and Tucker 2020 ). As for Italy, to our knowledge, only Pigini and Staffolani ( 2019 ) deal with the average wage gap between teleworkers and employees making traditional jobs. Their study highlights that the small number of teleworkers in the labour market (1% of total), after accounting for observed individual and job-specific variables, enjoy an average wage premium ranging between 2.7 and 8%.…”

Section: Conceptual Framework and Existing Evidencementioning

confidence: 99%

“…Recent estimates report that, among EU-28 countries, Italy shows the lowest share of employed which have the opportunity of WFH (Eurofound and ILO 2017 ). Using the Italian Labour Force Survey (LFS) for the period 2008–2013, Pigini and Staffolani ( 2019 ) find that only 1% of workers are ‘teleworkers’, defined as those who WFH at least twice per week.…”

Section: Conceptual Framework and Existing Evidencementioning

confidence: 99%

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Working from home and income inequality: risks of a ‘new normal’ with COVID-19

2020

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In the current context of the COVID-19 pandemic, working from home (WFH) became of great importance for a large share of employees since it represents the only option to both continue working and minimise the risk of virus exposure. Uncertainty about the duration of the pandemic and future contagion waves even led companies to view WFH as a 'new normal' way of working. Based on influence function regression methods, this paper explores the potential consequences in the labour income distribution related to a long-lasting increase in WFH feasibility among Italian employees. Results show that a positive shift in WFH feasibility would be associated with an increase in average labour income, but this potential benefit would not be equally distributed among employees. Specifically, an increase in the opportunity to WFH would favour male, older, high-educated, and high-paid employees. However, this 'forced innovation' would benefit more employees living in provinces have been more affected by the novel coronavirus. WFH thus risks exacerbating pre-existing inequalities in the labour market, especially if it will not be adequately regulated. As a consequence, this study suggests that policies aimed at alleviating inequality, like income support measures (in the short run) and human capital interventions (in the long run), should play a more important compensating role in the future.

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Section: Conceptual Framework and Existing Evidencementioning

confidence: 99%

Section: Conceptual Framework and Existing Evidencementioning

confidence: 99%

Working from home and income inequality: risks of a ‘new normal’ with COVID-19

2020

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“…Among the challenges of virtual work: effective virtual collaboration, efficient workflows, proper performance monitoring, maintaining team spirit as well as trust (Hertel, Konradt, & Orlikowski, 2004;Ebrahim, Ahmed, & Taha, 2009). Certain specific skills could be related to the greater likelihood of a professional becoming a remote worker and being more successful in that position than as a traditional worker (Pigini & Staffolani, 2019). On the other hand, people with greater supervision or socialization needs would not be able to do as well in remote work as in face-to-face work (Charalampous et al, 2018).…”

Section: Telework Virtual Work or Teleworkmentioning

confidence: 99%

Telework, virtual work or telework

Afonso

Barbosa

Bizarria

2021

Int J Innov Educ Res

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The research aimed to define competencies for telework through a systematic review of the literature, through a two-stage survey: (I) bibliographic survey in the Web of Science (WoS) database, and (II) selection of articles published between the years 2016 and 2020, after reading the abstracts, based on the criterion of adherence to the research theme, and further appreciation and presentation of the studies. As a result, the definitions of the competencies for telework are gathered around four macro-competencies, which situate knowledge, skills, attitudes and values necessary for the virtual context, which combine the separation of technical and support competencies with the words “Collaborative work”, “Problem-based learning”, “Team work” and Interculture. These are: (I) Technical-operational competencies for telework, (II) Technical-relational competencies for telework, (III) Support organizational-managerial competencies for telework, (IV) Leadership organizational competencies in supporting telework. Derived from the discussions, it is considered, in the context of “big crisis”, it is suggested analysis on mental health and on the values of openness (innovation and expression of creativity) associated with the challenges for the development of competencies for telework.

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“…Teleworking is not a new thing and has been adopted worldwide by many companies but not in the high extent. Telework is mainly employed in education and health, information and communication, and in large firms (Pigini & Staffolani, 2019). Thanks to the new technologies employees can work from any location and not be required to physically be present in the traditional office.…”

Section: Literature Reviewmentioning

confidence: 99%

Challenges of teleworking during the COVID-19 pandemic

Vasić¹

2020

Anali Ekon fak Subotica

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The purpose of this paper is to determine how companies in the South-East European countries responded to the crisis caused by COVID-19 pandemic and work from home challenges, and what could be done in the future to overcome obstacles of working remotely. Forced by the pandemic to change the working style, companies needed to find the best possible solutions to ensure a sufficient level of working activities. Since such a challenge was faced for the first time in modern human history, not many companies were prepared for it. A quantitative approach was taken, using an online survey for the research. The findings are discussed and presented with reference to the relevant theories. The study reveals and points out the main concerns and problems related to working separately from the rest of the organization. The study analyzes how certain factors of working remotely such as lack of traditional leadership, physical workspace, isolation, etc. affected the life and work of employees during the crisis. The study is novel as these were the circumstances we had not faced before. The paper contributes to a better understanding of all of the aspects of teleworking, with an emphasis on social isolation and working under lockdown.

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Teleworkers in Italy: who are they? Do they make more?

Cited by 31 publications

References 18 publications

Working from home and income inequality: risks of a ‘new normal’ with COVID-19

Working from home and income inequality: risks of a ‘new normal’ with COVID-19

Telework, virtual work or telework

Challenges of teleworking during the COVID-19 pandemic

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