Análisis de la inclinación por el teletrabajo y el bienestar laboral
The implementation of telecommuting into the society as New Forms of Work Organization (NFWO) has entailed a change in the current work model. Even though its used has occurred progressively since the 70s decade, its peak happened in 2020 in order to counteract the pandemic effects caused by Covid-1...
| Autor: | |
|---|---|
| Formato: | tesis de maestría |
| Fecha de publicación: | 2024 |
| País: | España |
| Recursos: | Universitat Oberta de Catalunya (UOC) |
| Repositorio: | O2, repositorio institucional de la UOC |
| OAI Identifier: | oai:openaccess.uoc.edu:10609/151219 |
| Acesso em linha: | http://hdl.handle.net/10609/151219 |
| Access Level: | acceso abierto |
| Palavra-chave: | teleworking conciliation flexibility teletrabajo equilibrio familiar-laboral flexibilidad Telecommuting -- FMDP Teletreball -- TFM |
| Resumo: | The implementation of telecommuting into the society as New Forms of Work Organization (NFWO) has entailed a change in the current work model. Even though its used has occurred progressively since the 70s decade, its peak happened in 2020 in order to counteract the pandemic effects caused by Covid-19 to avoid the standstill labour. When everything returned to normal, many associations decided to continue with this practice while others backtracked to face-to-face work. Disadvantages have been displayed by several authors regarding full time job and support hybrid model combining the best aspects from both modalities. The current purpose of this research is knowing the viability of long-term teleworking analysing the frequency and the impact generated by the flexibility, conciliation and willingness. In order to accomplished such goal, 323 surveys were completed by participants who telework, or did it during the pandemic, linked to the effects of telecommuting in their job and personal circle. The main results of this inquiry demonstrate that there are no significant differences between the hybrid or full-time method, provided the existing relation of trust between employee and supervision which replaces the scarcity of face-to-face working. The telecommuting is the tool that gives new meaning to the career coordinating household, familiar and personal life. Although it is required to make adjustments in order to remove the genre inequalities yet existing. The appropriate agreement person-environment, together with the new leadership manners, permits the durability of this practice in time. |
|---|