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Controllers, non-controllers and potential future controllers. Preferences on individualism or collectivism in professional work

Controllers, non-controllers and potential future controllers. Preferences on individualism or collectivism in professional work

Author(s): Marta Nowak / Language(s): English / Issue: 290/2013

Keywords: controllers; individualism; collectivism

The paper presents the result of an empirical study on controlling psychology. It focuses on the preferences on individualism or collectivism in professional work in identified groups of declarative controllers and non-controllers, real controllers and non-controllers and potential future controllers

Work Climate, Basic Psychological Needs And Burnout Syndrome Of Primary School Teachers And University Professors

Радна клима, базичне психолошке потребе и изгарање наставника основних школа и факултета

Author(s): Kristina Ranđelović,Snežana Stojiljković / Language(s): / Issue: 3/2015

Keywords: Self-determination theory; need for autonomy; competence; and relatedness; work climate; burnout syndrome; teachers

According to recent studies, the teaching profession is stressful because of the complexity of professional roles and great social responsibility. Bad interpersonal relationships and a non-stimulating work environment are also the factors that increase professional stress. A long-term exposure to stress may lead to the burnout syndrome, which is characterised by emotional exhaustion, depersonalization, and a decrease in work efficiency. This research is aimed at studying the relationships between work climate, basic psychological needs, and teachers’ burnout. The sample includes elementary school teachers (105) and university professors (95) in order to examine if there are any differences in the relations of the aforementioned variables depending on the level of education. One of the goals of the research was also to verify whether the basic psychological needs have a mediating effect on the relationship between the work climate and the burnout of teachers. According to the Self-Determination Theory, the conceptual framework of this study, every human being has three inherent needs – autonomy, competence, and relatedness. According to the research problem, the Work Climate Questionnaire (WCQ), the Basic Need Satisfaction Scale at Work (BNSSW), and The Teacher Burnout Scale (TBS) were used. The results showed that teachers estimated their work climate as satisfactory, their basic psychological needs as moderately satisfied, and their burnout as low. Work climate was a positive predictor of the need for autonomy and competence and a negative predictor of the teachers’ burnout. Autonomy was the only mediating variable, i.e. the variable that mediates in the relationship between work climate and burnout in both elementary school teachers and university professors. The findings could be partly explained from the perspective of the Self-Determination Theory, and they contribute to a better understanding of the relationship between the psychological needs, work context, and subjective well-being of the education sector employees.

Conference Report on the EAWOP Small Group Meeting on Work without boundaries, 16th – 18th September 2015, Vienna

Conference Report on the EAWOP Small Group Meeting on Work without boundaries, 16th – 18th September 2015, Vienna

Author(s): Lucia Ištoňová / Language(s): English / Issue: 4/2015

Conference Report on the EAWOP Small Group Meeting on Work without boundaries, 16th – 18th September 2015, Vienna

Pro-active Work Behavior, Professional Commitment and Psychological Well Being. A Mediation of Organizational Culture

Pro-active Work Behavior, Professional Commitment and Psychological Well Being. A Mediation of Organizational Culture

Author(s): Divya Shukla / Language(s): English / Issue: 48/2017

Keywords: pro- active work behavior; professional commitment; psychological well- being; organizational culture;

Consistent changes over a period of time have made the tremendous impact on adopted and aspired behavior at work place. Despite of several studies on behavior at work the literature of pro- active work behavior has not been investigated in several conceptual settings. The current research is attempting to test the mediation of the organizational culture on the relationship of proactive work behavior, professional commitment and Psychological well- being. The study has taken quantitative approach with incorporating survey method on 535 employees who are working in service sector in Bangkok City, Thailand. The mediation has been tested through structural equation modeling and supported with the good indicators of Model Fit. The finding supports the mediation effects of organizational culture on employees’ proactive work behavior, their professional commitment and perceived level psychological well- being. The study has further given managerial implication in the individual, group and organizational level. Apart from this the study is also contributing to the literature of Proactive work behavior with multi- level perspectives where individual, team and organizational level have been taken into consideration. With examining the mediation effects the study would also attempt to bridge the conceptual gap in body of literature with exploring them in the perspective of pro- active work behavior such as professional commitment and psychological well- being.

Brief reflections about the protection of human dignity and reputation of the individual in the Romanian law, in the European law and in the law of some European states

Succinte reflecții în legătură cu protecția demnității omului și a reputației persoanei în dreptul român, în dreptul european ori al unor state europene

Author(s): Nicolae Pavel / Language(s): Romanian / Issue: 02/2016

Keywords: human dignity and reputation of the individual; protection; legal regulations in the Romanian legislation in the European legislation and in the case-law of the European Court of Human Rights as well

In this study, the author makes a presentation of the Romanian legislation and case-law, of the European case-law (the European Court of Human Rights), of some regulations of the European legislation, as well as of some provisions of the Constitution of France and of Belgium, all concerning the protection of human dignity and reputation of the individual.

Managing the Work and Family Roles. Does Flexibility Reduce the Negative Interference? An Exploratory Study

Managing the Work and Family Roles. Does Flexibility Reduce the Negative Interference? An Exploratory Study

Author(s): Cristiana Catalina Cicei / Language(s): English / Issue: 4/2015

Keywords: family supportive initiatives; flexible benefits; flextime; negative work-family interface

Balancing work and family demands has become a great challenge for employees. By providing flexible benefits, organizations actively engage in endeavors aimed at reducing the negative interference between the two life spheres. Even if some empirical studies have examined the effects of family supportive initiatives, focusing on flexibility, however, the findings tend to lack consistency. If flexible benefits are traditionally associated with reduced levels of work-family conflict, in some studies no significant results have been reported. Another line of research suggests that flexibility can actually increase the negative work-family interface.From this perspective, the current study examines the relationship between the flexibility benefits used and work-family conflict, focusing especially on the roleflextime and telecommuting. Using flexible benefits is negatively associated with time and strain-based conflict, the effects of flextime and telecommuting varying accordingly to the type of conflict examined. Limitations of the current study and future research directions are examined.

THE IMPACT OF CHANGES BROUGHT BY THE GOVERNMENT EMERGENCY ORDINANCE NO. 53/2017 ON THE APPRENTICESHIP AGREEMENT AT THE WORKPLACE IN TERMS OF UNDECLARED WORK

THE IMPACT OF CHANGES BROUGHT BY THE GOVERNMENT EMERGENCY ORDINANCE NO. 53/2017 ON THE APPRENTICESHIP AGREEMENT AT THE WORKPLACE IN TERMS OF UNDECLARED WORK

Author(s): Lacraru Anca / Language(s): English / Issue: 2 (39)/2018

Keywords: Apprenticeship agreement at the work place; change of the Labour Code;; undeclared work (forms, sanctions)

Since the employer is so innovative that he has the capacity to adapt himselfto any legal regulations, regardless of the type of employment contract that has beenconcluded, the legislator meets his half-way and tries to eliminate the negligence of the law.Thus, by the Government Emergency Ordinance no. 53/2017 they seek to identify all theways in which work can be done illegally, but also its corresponding sanctioning and,sometimes, even duplicating sanctions with complementary measures in order to make surethat the phenomenon is stopped. Of course, these changes also apply accordingly toindividual employment agreements of private type in so far as they are not contrary to thederogating provisions governing them. One of these private agreements is theapprenticeship agreement at the workplace which, although apparently it doesn’t leave placeto undeclared work, it finds its applicability easily, even if we find it in narrower forms.Among these are included the failure to conclude the apprenticeship agreement in writtenform, the non-registration of the apprenticeship agreement in the General Register of theEmployees' Record, the apprentice’s admission at the workplace during the period in whichhe has the contract suspended, the non-conclusion of the addendum to the agreementbefore the occurrence of the changes of the apprenticeship agreement at the workplace

Bullying at Work: Research in Estonia using the Negative Acts Questionnaire Revised (NAQ-R)

Bullying at Work: Research in Estonia using the Negative Acts Questionnaire Revised (NAQ-R)

Author(s): Merle Tambur,Maaja Vadi / Language(s): English / Issue: 4/2009

Keywords: bullying at work; Negative Acts Questionnaire Revised (NAQ-R); negative acts; individual-related factors; work-related factors;

This research presents the preparatory stage for the first study of bullying in Estonia. The aim of the research is twofold: to find out how bullying manifests itself in Estonia, and to develop a research method using the Negative Acts Questionnaire Revised (NAQ-R) in Estonia. The results indicate that bullying poses a serious problem for the respondents. We found that at least one negative act given in the questionnaire has been reported to have occurred "daily" by 16.4% of respondents and "weekly" by 28.3% of respondents. The results reveal that the negative acts presented using the NAQ-R method are understandable for the respondents, and therefore, suitable for use in Estonia. Nevertheless, to carry out the basic research, it is necessary to adjust the definition of bullying to make it easier to understand in the local cultural space.

Based on Fund Managers’ Emotional Labor to Discuss the Effect of Social Network on Work Performance

Based on Fund Managers’ Emotional Labor to Discuss the Effect of Social Network on Work Performance

Author(s): Xiaowei Zhuang,Xiu JIN,Land D. Ren / Language(s): English / Issue: 64/2019

Keywords: social network; fund manager; emotional labor; work performance; adolescence; relationship;

Interpersonal relationship is an important element for business activity in Chinese societies. Venture capital companies have invested in various industries in past years and the funds of most venture capital companies are not large that venture industry would form an investment network to construct the information flow channel with the network activity among managers through the social network. It does not simply enhance the contact with other potential partners, but is also the information source and resource acquisition method. The difference in fund managers’ investment decision-making lies in individual characteristics as well as the position in the social network to further influence the investment performance. Aiming at fund managers in Beijing, the research results show 1.negative relations between social network and emotional labor, 2.negative relations between emotional labor and work performance, and 3.positive relations between social network and work performance. According to the results to propose suggestions, it is expected to assist in selecting good fund managers, help fund managers make correct decisions, and benefit enterprises creating competitive advantage.

Research of Media industry's Expatriates’ Cross-Culture Adjustment on the Job Involvement and Work Stress: The Impact of Relatedness

Research of Media industry's Expatriates’ Cross-Culture Adjustment on the Job Involvement and Work Stress: The Impact of Relatedness

Author(s): Pao-Cheng LIN,Nancy ROBBINS,Pei-Kuan Lin / Language(s): English / Issue: 64/2019

Keywords: expatriates; cross-culture adjustment; working pressure; job involvement;

Along with the country largely attracting foreign businesses for the investment, foreign-owned enterprises have gradually stationed in. In consideration of the Media transfer, the establishment of business management systems, and the needs for market expansion for offshore sourcing, numerous expatriates are required for executing company tasks in subsidiary companies from the initial establishment & planning, factory construction, marketing, Media, and general affairs. Various differences in life and social culture would appear cross-culture adjustment problems for expatriates, and lots of factors would affect the work pressure. When expatriates gradually increase, the expense for expatriation is high for enterprises and individuals that the success in expatriation focuses on support for expatriates’ career. In addition to subsidies, there should be the reference principles for selection, training, oversea life, oversea work, and repatriation. Besides, assistance in emergency could release expatriates’ anxiety to enhance the work efficiency. This study therefore intends to discuss the effect of expatriates’ cross-culture adjustment on working pressure and job involvement. The questionnaire survey is used for collecting data, and conclusions and specific suggestions are proposed for the reference of corporate expatriation as well as individual psychological adjustment of expatriates.

A Study on the Correlation between Working Pressure and Job Satisfaction from the Viewpoint of Work Exhaustion

A Study on the Correlation between Working Pressure and Job Satisfaction from the Viewpoint of Work Exhaustion

Author(s): Kai-Ping Huang,Karen Yuan Wang / Language(s): English / Issue: 64/2019

Keywords: work exhaustion; working pressure; job satisfaction; high-tech industry; crisis, working environment;

Under the rapid industrialization, the country has become a major high-tech industry in Asia. Being an important industry in domestic strategic development, high-tech industry attracts a lot of manpower. During the depression after the financial crisis, organizations’ adoption of layoffs and unpaid leave to increase work or transfer positions induced employees’ worries. There was news about hi-tech millionaires dying young of overwork in past years. Working pressure therefore became the major problem emphasized by human resource managers. Stress management related issues have been discussed academically or practically in recent years. Aiming at high-tech employees of Hsinchu Science Park in Taiwan, 500 copies of questionnaire are distributed and 387 valid copies are retrieved, with the retrieval rate 77%. The research results reveal 1.positive relations between working pressure and work exhaustion, 2.negative relations between work exhaustion and job satisfaction, and 3.negative relations between working pressureandjob satisfaction. According to the results, suggestions are proposed, expecting to assist high-tech industry in improving employees’working pressure to largely benefit employee health and industrial yield.

MODELS OF INDIVIDUAL SUCCESS BASED ON RELIGIOUS DOCTRINE: THE EXAMPLES OF THE CHURCH OF JESUS CHRIST AND THE LATTER DAY SAINTS – THE MORMON CHURCH AND THE CHURCH OF SCIENTOLOGY

МОДЕЛИ УСПЕХА ПОЈЕДИНЦА ЗАСНОВАНИ НА РЕЛИГИЈСКОМ УЧЕЊУ: ПРИМЕРИ ЦРКВЕ ИСУСА ХРИСТА СВЕТАЦА ПОСЛЕДЊИХ ДАНА – МОРМОНСКЕ ЦРКВЕ И САЈЕНТОЛОШКЕ ЦРКВЕ

Author(s): Nataša Mladenović-Ribić / Language(s): Serbian / Issue: 1/2015

Keywords: Mormon Church; Church of Scientology; website; models of success in society;

In the early 1950’s in the United States, a number of books which offered the members of the middle class directions to a successful realization of personal and business interests appeared. On the other hand, since 1945, the West (North America and Europe), was flooded with new forms of religiousness and spirituality. At the same time, the individual and his or her personal growth come to the fore and occupy an important place in both the extant and newly formed religions. The aim of this paper is to, starting with the official websites of the Church of Jesus Christ and the Latter Day Saints – the Mor mon Church and the Church of Scientology, isolate the models of individual success based on religious doctrine and practice, as well as to point out whether and in what way being a member of a religion can influence the advancement of individuals in society.

THE ROLE OF ORGANIZATION CLIMATE AND WORK MOTIVATION ON JOB SATISFACTION IN ACEH GOVERNMENT HEALTH OFFICE

THE ROLE OF ORGANIZATION CLIMATE AND WORK MOTIVATION ON JOB SATISFACTION IN ACEH GOVERNMENT HEALTH OFFICE

Author(s): Teuku Roli Ilhamsyah PUTRA / Language(s): English / Issue: 1/2019

Keywords: organization climate; work motivation and job satisfaction;

This research aims to examine the role of organizational climate and work motivation on job satisfaction. The object is Aceh Government Health Office, located in Aceh province, Indonesia. The data analysis in this study uses multiple linear regression, with 100 employees as respondents chosen by stratified proportional random sampling technique. The findings showed that organizational climate and work motivation partially effect job satisfaction of the employee of Aceh Government Health Office, significantly. It implies that the head of the institution should establish a conducive organization climate and motivate his subordinates to get high employee job satisfaction. The limitation of this study is in the amount of variables that are only three, and only focuses in one object. The findings of this research are the new ones, by developing the previous theory, using the new place and time.

The Effects of Psychological Capital and Perceived Organizational Support on Subjective Well Being Through Work Engagement and Career Satisfaction as Mediators

The Effects of Psychological Capital and Perceived Organizational Support on Subjective Well Being Through Work Engagement and Career Satisfaction as Mediators

Author(s): Siti Munfaqiroh,Hanif Mauludin,Antonius Prima Nugraha / Language(s): English / Issue: 2/2020

Keywords: Psychological Capital; Perceived Organizational Support; Subjective Well Being; Work Engagement; Career Satisfaction;

This study examines the relationship between Organizational Support Perceived and Psychological Capital on Subjective Welfare from employees of government organizations in Indonesia. 118 staff of the Directorate General of Taxes who participated in filling out the questionnaire. Data were analyzed using the Partial Least Square technique. The results showed that organizational support and work involvement were not proven to mediate the effect of organizational support on subjective well-being. Work engagement and career satisfaction are proven to mediate the influence of psychological capital. The practical implication proposed is the development of organizational capacity through psychological capital as the most dominant variable.

The Lack of Legal Protection of Union Rights on Termination of Fixed Term Academics at Public Universities in the Flemish Community of Belgium. Admissibility Issues of an Application Based on the Framework Agreement on Fixed-term Work at Public Unive

The Lack of Legal Protection of Union Rights on Termination of Fixed Term Academics at Public Universities in the Flemish Community of Belgium. Admissibility Issues of an Application Based on the Framework Agreement on Fixed-term Work at Public Unive

Author(s): Gracienne Lauwers / Language(s): English / Issue: 4/2020

Keywords: fixed-term contracts; rights guaranteed by Union law; Flemish Community; admissibility of a case; public universities

The question of sufficient protection of academics employed with successive fixed-term employment contracts or relationships in the university sector had been raised in several procedures before the Court of Justice of the European Union (hereafter: CJEU). These cases deal with the substantive basis of the claims of the academics. Admissibility of their claims was not an issue. Unlike the research dealing with the substantive basis of the claims of academics based on the Framework agreement on fixed-term work, this article deals with a ruling on the admissibility of the plea based on the Framework agreement on fixed-term work encountered by academics in the Flemish Community of Belgium. The article first outlines the exception from general labour law in the Higher Education Code of the Flemish Community of Belgium that allows universities to employ academics indefinitely with fixed-term relationships through the practice of a mosaic combination of a part-time statutory employment under administrative law and a part-time contractual employment under labour law. It then discusses the impact of the exceptions on the admissibility of claims for damages, compensation and reinstatement by fixed-term academics at a Flemish public university based on the violation of Council Directive 1999/70/EC and Framework agreement on fixed-term work concluded by ETUC, UNICE and CEEP brought before the Council of State, which is the supreme administrative court of Belgium. The author argues that the Belgian Council of State incorrectly applied Directive 1999/70/EC and the Framework agreement on fixed-term work in judgment no. 247.434 of April 21, 2020, while it was – in its capacity of supreme administrative court of Belgium – under the obligation of Article 267 TFEU to refer for a preliminary ruling to the CJEU. The refusal by the Belgian Council of State to refer questions for a preliminary ruling to the CJEU and a wrong interpretation of Union law could result i. a. in State liability for damage resulting from breach of its obligations under Community law whereas the CJEU could have helped the Belgian Council of State in a preliminary ruling to determine the concept of ‘successive’ employment relationships, preventive measures and measures to punish abuse of fixed term contracts in Flemish universities, rule whether the articles in the Flemish Higher Education Code on vacancies and employment of fixed-term academic staff violate the Council Directive 1999/70/EC and Framework agreement on fixed-term work, and whether national Belgian procedural law makes the application for fixed-term academic staff at a Flemish public university virtually impossible or excessively difficult and therefore incompatible with the principle of effectiveness of Union law.

ATTITUDES OF UNIVERSITY PROFESSORS TOWARDS HIGHER EDUCATION IN THE REPUBLIC OF NORTH MACEDONIA AND THEIR WORK SATISFACTION

ATTITUDES OF UNIVERSITY PROFESSORS TOWARDS HIGHER EDUCATION IN THE REPUBLIC OF NORTH MACEDONIA AND THEIR WORK SATISFACTION

Author(s): Agon Memeti,Ibrahim NEZIRI / Language(s): English / Issue: 13-14/2020

Keywords: Attitude; Higher education; Job satisfaction

The purpose of the study is to reveal the relationship between the attitude of university professors towards the environment in which higher education institutions are operating currently in the Republic of North Macedonia and their job satisfaction. This paper attempts to address the problem of applicability of the Law on Amending and Supplementing the Law on Higher Education, by relating above-mentioned variables measured by the degree of job satisfaction of the university professors. Quantitative correlation was used as a method of research in this study. Therefore, a group of 305 Albanian professors of higher education were randomly selected, both from private and public institutions, with an average age of 40 years and a working experience of 7 years surveyed by relevant measurement instruments. The correlational analysis between attitudes toward higher education in the country and the job satisfaction of the professors in the university has been shown to have an average positive statistically significant relationship, while ordinal regression showed that attitudes are important predictors of the job satisfaction variable. Of the relevant variables, only work experience resulted with poor adverse relationship in relation to attitudes towards the environment in which higher-education institutions are operating.

Relations between Work-life Conflict, Job Satisfaction and Life Satisfaction among Higher Education Lecturers

Relations between Work-life Conflict, Job Satisfaction and Life Satisfaction among Higher Education Lecturers

Author(s): Miha Marič,Ivan Todorović,Jasmina Žnidaršič / Language(s): English / Issue: 1/2021

Keywords: work-life conflict; life; job; satisfaction; organizational behaviour;HR;management;

Research Question: The central research objective of this study was the empirical examination of the relationships between the construct of work-life conflict in terms of life satisfaction and job satisfaction. Motivation: Modern business environment is highly competitive and frequently demands constant participation of employees in the business tasks despite their official working hours or formal job descriptions. This practice did not spare the employees in education (Devonport, Biscomb & Lane, 2008; Salami, 2011), although they are generally satisfied with their jobs (Jordan, Miglic, Todorovic, & Maric, 2017). A healthy work environment is that in which the individual feels comfortable and respected, both as an employee and as a person with a private life that is important for individual satisfaction. As lecturers and researchers employed in higher education institutions, we wanted to examine the work-life balance among our colleagues. Idea: Our main idea was to empirically test a structural model that connects three constructs: work-life conflict, life satisfaction and job satisfaction among the higher education lecturers from different European countries and to determine the relationships by measuring the variables related to respondents from our target group through known and validated questionnaires. Data: The quantitative data for our analysis were collected through a survey of 148 online participants. The participants in this study were higher education lecturers from Austria, Croatia, the Czech Republic, Germany, Serbia and Slovenia. Tools: Work-life conflict was measured by using The work-life conflict survey (Bohen & Viveros-Long, 1981), life satisfaction by using The satisfaction with life scale (Diener, Emmons, Larsen & Griffin, 1985), and job satisfaction by using The job satisfaction survey (Spector, 1997). Findings: The results show that work-life conflict is negatively and statistically significantly related to job satisfaction and work-life conflict is negatively and statistically significantly related to life satisfaction. Affirmative and positive experiences lead towards lower work-life conflict, which consecutively imply a work and life satisfaction among the higher education lecturers. Contribution: The results of our study can be used both for further research in this area and in human resource management (HRM) practice.

THE MISSMATCH BETWEEN PREFERED AND APPLIED FORMS OF MOTIVATION AND ITS INFLUENCE ON SOME WORK OUTCOMES

THE MISSMATCH BETWEEN PREFERED AND APPLIED FORMS OF MOTIVATION AND ITS INFLUENCE ON SOME WORK OUTCOMES

Author(s): Philip Ivanov / Language(s): Bulgarian / Issue: 2/2021

Keywords: motivation; work outcomes; effectiveness of motivation

In the current research, we aim to prove a significant influence of motivation on work outcomes. For doing so, we formulated various kinds of question, with the goal to examine employee motivation. We divided the motivational elements in to six modules for better understanding of the wholly process of motivating the staff. For examining the overall effectives of the motivation in the company at hand, we formulated a so-called match factor, which described the difference between the preferred and applied types of motivation and calculated it for each module separately. We examine its influence on propensity of staying in the company; psychological tension; pride from working in the company; engagement; satisfaction and initiative. The study was held in the form of a survey among N=423 administrative employees in a railway company in Bulgaria. Our results proved a significant influence by the match factor of the motivational modules on the work related outcomes. Hence, proving the influence of motivation on work outcomes.

Concept of “Provisions which Cannot be Excluded by a Contract” in the Case of an Individual Employment Contract within the Meaning of the Rome I Regulation

Pojęcie „przepisy, których nie można wyłączyć w drodze umowy” w przypadku indywidualnej umowy o pracę, w rozumieniu rozporządzenia Rzym I

Author(s): Monika Tomaszewska / Language(s): Polish / Issue: 53/2022

Keywords: law applicable to an individual employment contract; provisions that cannot be excluded by a contract; norms that enforce their application; minimum wage; restrictions on the choice of applicable law

The paper deals with the interpretation of the concept of “provisions that cannot be contractually excluded” provided for in Regulation 593/2008 on the law applicable to contractual obligations, which has a significant impact on the legal regime applicable to an individual employment contract in a situation where employees perform work in several EU Member States. It is crucial to distinguish posted workers from those who, without this feature, usually work in a country other than the employer’s seat and the place of concluding the contract. The mechanism of protection of posted workers’ rights is based on standards that enforce their application regardless of the choice of the legal system. In labour law, provisions that cannot be excluded by a contract and those that enforce their application may apply to the same legal norms. This category includes provisions that regulate both the components and the minimum wage rate.

Telecommuting and Remote Work Revolution: Are Workers More Effective and Productive Working from Home? (A Multi-Perspective Analysis)

Telecommuting and Remote Work Revolution: Are Workers More Effective and Productive Working from Home? (A Multi-Perspective Analysis)

Author(s): Michael Sunday Agba,Grace Eleojo Michael Agba,Godwin Ettah,Victoria Ahonya Obera / Language(s): English / Issue: 2/2022

Keywords: Telecommuting; Remote Work Revolution; Remote Workers; Productivity;

Working from Home (WFH) has become a profound workplace culture in developed and developing countries with a concern whether it should be continued or discontinued. Therefore, the purpose of this paper was to examine the subject of telecommuting and remote work revolution against whether workers are more effective and productive working from home? To accomplish this, a descriptive research design that is multi-perspective in nature and utilizes the content analysis approach was adopted. The paper presented a brief history of teleworking, different remote working platforms, performance of teleworkers, factors affecting performance of remote workers and concluding remarks which embodies recommendations.