Unmasking the other face of flexible working practices: A systematic literature review

Examining the relationship between fear of COVID-19, intolerance for uncertainty, and cyberloafing: A mediational model

“…Finally, this study offers guidelines for organizations and institutions that continue to have a work-from-home culture in the midst of the COVID-19 pandemic. The issue of cyberloafing could be controlled by enabling people to work in teams to reduce individual stress and improve the participation of employees and students ( Soga et al, 2022 ) Some organizations require their employees to report the status of their work too frequently, which can also lead to stress. Recent studies have reported that such frequent reporting behavior causes a reverse reaction of losing attention, and employees tend to distract themselves and become trapped by cyberloafing behavior.…”

“…Reliance on remote work has further increased during the COVID-19 pandemic because organizations have been forced to practice physical distancing and avoid face-to-face meetings, which has led to remote work becoming the norm ( Wang et al, 2021 ). Remote working is defined as a flexible work arrangement whereby employees work in locations which are remote from their central offices or production facilities and the worker has no personal contact with co‐workers but is still able to communicate with them using technology ( Soga et al, 2022 , Di Martino and Wirth, 1990 ). Theorists suggest that the pandemic has created significant changes in work that will continue in the future, including the increased use of technology-related interfaces and online training ( Vaziri et al, 2020 ).…”

Enforced remote working: The impact of digital platform-induced stress and remote working experience on technology exhaustion and subjective wellbeing

“…The nature and impact of remote work conducted outside of more conventional organisational settings varies considerably ( Mulki et al, 2009 ). Remote work is a particular type of flexible work pattern that denotes working without a fixed spatial or time boundaries ( Soga et al, 2022 ). On one hand, remote work is often appreciated and welcomed by organisations and their employees due to its perceived autonomy and flexibility, which have been argued to enhance employee performance ( Kelliher & Anderson, 2010 ) and wellbeing ( Sharma et al, 2020 , Charalampous et al, 2019 ).…”

“…The benefits and challenges of various forms of flexible work patterns including remote work differ widely due to a number of factors such as industry norms, job role, organisational resources, and strategy ( Soga et al, 2022 , Karkoulian et al, 2016 ). For instance, its advantages are commonly experienced amongst many IT professionals due to the nature of their jobs, which may not be the case for other professions that offer partial or no scope for virtual work.…”

The adoption of remote work platforms after the Covid-19 lockdown: New approach, new evidence

“…Future research could mobilize the theory of practice ( Lissillour and Sahut, 2021 , Monod et al, 2022 ) to shed sociological insights on the impact of remote work technologies in organizations in which several groups are competing for authority and influence ( Lissillour & Wang, 2021 ). Indeed, remote work also has a dark side which has itself generated considerable literature ( Soga et al, 2022 ). Thus, future research could investigate the determinants of the unintended consequences ( Soga et al, 2021 ) and hidden costs ( Rubery et al, 2016 ) generated by the implementation of remote work platforms.…”