Reduced communication with co-workers, supervisor’s trust and support, suitability of the working place at home were found to be the most important telework factors impacting different telework outcomes. The bundle of theoretically selected variables explained a significant part of the variance of telework outcomes. The purpose of this paper is to investigate the relationships between theoretically grounded telework factors and various individual and organizational outcomes of telework (overall satisfaction with telework, perceived advantages of telework, career opportunities and self-reported productivity).īased on a literature review, ten telework factors that may affect individual and organizational telework outcomes were identified and empirically tested using the survey data of 128 teleworkers exercising different telework intensity and representing various sectors of the economy. Human-centered computing → Ubiquitous and mobile computing Empirical studies in ubiquitous and mobile computing.The theoretical contribution of the study is a validated model of factors influencing the adoption of telework. The question thus asked in this study was "Which factors enable or prevent the adoption of telework within South African organisations?" A survey with 104 valid responses was analysed using Statistica. These factors in prior studies were found to enable or prevent an organisation from adopting telework. This study is an empirical investigation of telework adoption, using a set of factors identified in the literature in organisations in a South African context. While telework studies have examined multiple aspects, few studies have examined organisational factors which affect telework adoption. While telework provides many indisputable benefits to organisations, society and individuals, it has not achieved the anticipated widespread adoption. Telework is a well-researched topic which dates as far back as five decades ago. The COVID-19 pandemic of 2020 saw governments across the world mandating telework for entire populations thereby bringing the topic of telework into sharp focus. Yet teleworking is not without its challenges which this study highlights. The results of the study found that when managers had experienced telework for four months, they were more in favour of supporting this working arrangement in the organization.
A survey was sent to managers twice within a four-month period in a single case organization in South Africa that was forced to allow the entire workforce to telework. This study investigates whether managers that experienced telework in their teams over the mandated lockdown period changed their perceptions of telework and willingness to allow their staff to work remotely and describes their perceptions. Research has demonstrated that managers are the gatekeepers of adoption and diffusion decisions in organizations. In response to the Covid-19 lockdown, companies were forced to adopt teleworking arrangements for their entire workforce. Although cross-covering was stressful, AHD positively contributed to resident well-being.Improvements in technology over the past two decades have increased the ability of employees to work remotely however there has been a hesitation on the part of organizations and managers to allow this practice. Residents valued protected educational time without clinical responsibilities and thought that small-group discussions at AHD facilitated learning. Compared to NC, residents noted better topic selection but fewer covered topics. Residents felt aided attending AHD when clinical supervisors supported their educational time. Analysis yielded 5 themes: aids and barriers to AHD attendance teaching curricular content learning and engagement and resident well-being. Thirty-two residents participated in focus groups and interviews. Positive responses regarding perceived protected educational time improved from 50% to 95% (2015 class) and from 19% to 50% (2016 class) ( P < .001). After AHD implementation, resident attendance increased from 55% (of residents expected at NC) to 94% (of residents scheduled for AHD) ( P < .001) interruptions decreased from 0.25 to 0.01 per resident per hour ( P < .001).
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