The Role of Institutions in Job Teleworkability Before and After the Covid-19 Pandemic

Teleworkability, Preferences for Telework, and Well-Being: A Systematic Review

“…A higher incidence of telework in these types of employees was also reported in pre-pandemic studies [58] However, the pandemic demonstrated that telework can also be applied to low-and mid-level clerical and administrative occupations, increasing the percentage of these type of jobs up to between 33% to 44% in the EU [24]. The reason for this range can also be found as telework has also been adopted by governmental bodies [21]. The reviewed papers also show that teleworkability is influenced by organizational variables [66].…”

“…Additionally, more recent studies suggest that the company culture and work organization play key roles in teleworkability, beyond the type of industry and occupation [21]. Company culture impacts on teleworkability because it demands high levels of autonomy and trust in employees from management, particularly for tasks where the amount or quality of the outputs are difficult to determine.…”

“…These unclear findings direct scholars and practitioners towards other variables such as job teleworkability [19] and employees' preference for telework [20], in order to clarify how to ensure positive telework effects while preventing any negative impacts. As the pandemic receded, studies have focused on companies maintaining telework although reducing its intensity, and companies which resume "their business as usual" routine, suspending telework [21]. These changes could affect employees' well-being via perceiving some previously gained flexibility now lost, particularly those who perform highly teleworkable jobs (e.g., designer, consultant, analyst, programmer, and "white collar jobs") and/or employees with high preference for telework.…”