Παράγοντες που επιδρούν στην πρόθεση των εργαζομένων να εργαστούν με τηλεργασία


Δημοσιευμένα: Dec 30, 2022
Λέξεις-κλειδιά:
τηλεργασία Έλληνες εργαζόμενοι πρόθεση παράγοντες επίδρασης
Ανθούλα Μ. Κούλα
https://orcid.org/0000-0002-5238-3336
Λεωνίδας Α. Ζαμπετάκης
https://orcid.org/0000-0002-9568-6302
Περίληψη

Στην παρούσα έρευνα χρησιμοποιήθηκε μία παραλλαγή της μεθόδου της βινιέτας προκειμένου να διερευνηθεί η πρόθεση των Ελλήνων εργαζομένων να εργαστούν με τηλεργασία σε δύο συνθήκες, με μερική (η εργασία πραγματοποιείται με διάσπαση της ανάμεσα στον φυσικό εργασιακό χώρο του εργαζομένου και εκτός αυτού και σε εργασιακούς χρόνους της επιλογής του) και πλήρη απασχόληση (καθολική πραγματοποίηση της εργασίας εκτός του φυσικού εργασιακού χώρου του εργαζομένου και καθ’ όλη την διάρκεια του εργασιακού του ωραρίου). Συγκεριμένα εξετάστηκε η αντιλαμβανόμενη επίδραση πέντε παραγόντων, που έχουν συζητηθεί στη διεθνή βιβλιογραφία, αναφορικά με την πρόθεση των εργαζομένων να εργαστούν με τηλεργασία: α. πανδημία COVID-19, β. υποστηρικτικός προς την τηλεργασία προϊστάμενος/η, γ. υποστηρικτικός προς την τηλεργασία οργανισμός, δ. οικογενειακές υποχρεώσεις και ε. αλληλεξάρτηση των εργασιακών καθηκόντων με άλλες εργασίες του οργανισμού. Στη έρευνα συμμετείχαν 83 εργαζόμενοι του ελληνικού δημοσίου και ιδιωτικού τομέα (μέση ηλικία 36,7 έτη; 54,2% οι γυναίκες συμμετέχουσες). H συλλογή των δεδομένων πραγματοποιήθηκε κατά την έναρξη του δεύτερου κύματος της πανδημίας (Οκτώβριος-Δεκέμβριος 2020). Για την ανάλυση των δεδομένων, χρησιμοποιήθηκαν μοντέλα πολυεπίπεδης γραμμικής παλινδρόμησης. Τα αποτελέσματα των αναλύσεων ανέδειξαν την ύπαρξη της πανδημίας COVID-19 ως το σημαντικότερο προβλεπτικό παράγοντα για την πρόθεση τηλεργασίας και μερικής και πλήρους απασχόλησης, ενώ ακολούθησαν με φθίνουσα σειρά αντιλαμβανόμενης σημασίας, ο υποστηρικτικός προς την τηλεργασία προϊστάμενος/η, ο  υποστηρικτικός προς την τηλεργασία οργανισμός, οι οικογενειακές υποχρεώσεις και τέλος η αλληλεξάρτηση των εργασιακών καθηκόντων. Τα ευρύματα της έρευνας, συμβάλουν στη συζήτηση σχετικά με τη σημασία των ατομικών και οργανωσιακών παραγόντων που επιδρούν στην πρόθεση των εργαζομένων για τηλεργασία.

Λεπτομέρειες άρθρου
  • Ενότητα
  • ΕΜΠΕΙΡΙΚΕΣ ΕΡΓΑΣΙΕΣ
Λήψεις
Τα δεδομένα λήψης δεν είναι ακόμη διαθέσιμα.
Βιογραφικά Συγγραφέων
Ανθούλα Μ. Κούλα, Πανεπιστήμιο Κρήτης

Τμήμα Ψυχολογίας

Λεωνίδας Α. Ζαμπετάκης, Πανεπιστήμιο Κρήτης

Τμήμα Ψυχολογίας

Αναφορές
Abendroth, A. K. & Reimann, M. (2018). The work-family interface: spillover, complications, and challenges. Contemporary Perspectives in Family Research, 13, 323–348. https://doi.org/10.1108/S1530-353520180000013017
Aguinis, H., & Bradley, K. J. (2014). Best Practice Recommendations for Designing and Implementing Experimental Vignette Methodology Studies. Organizational Research Methods, 17(4), 351–371. https://doi.org/10.1177/1094428114547952
Ajzen, I. (1991). The theory of planned behavior. Organizational Behavior and Human Decision Processes, 50(2), 179–211. https://doi.org/10.1016/0749-5978(91)90020-T
Alexander, S. C., & Becker, H. J. (1978). The Use of Vignettes in Survey Research. Public Opinion Quarterly, 42(1), 93–104. https://doi.org/10.1086/268432
Allen, D. G., Shore, M. L., & Griffeth, R. W. (2003). The role of perceived organizational support and supportive human resource practices in the turnover process. Journal of Management, 29(1), 99–118. https://doi.org/10.1177/014920630302900107
Antoni, C. H. (2004). Research note: a motivational perspective on change processes and outcomes. European Journal of Work and Organizational Psychology, 13(2), 197-216. https://doi.org/10.1080/13594320444000065
Ayyagari, R., Varun, G., & Russell, P. (2011). Technostress: Technological Antecedents and Implications. MIS Quarterly 35(4), 831–858. https://doi.org/10.2307/41409963
Babbie, E. (2011). Εισαγωγή στην κοινωνική έρευνα. Κριτική.
Bakker, A.B., & Demerouti, E. (2007). The Job Demands-Resources model: State of the art. Journal of Managerial Psychology, 22(3), 309–328. https://doi.org/10.1108/02683940710733115
Bakker, A. B., Demerouti, E., De Boer, E., & Shaufeli, W. B. (2003). Job demands and job resources as predictors of absence duration and frequency. Journal of Vocational Behavior, 62(2), 341-356. https://doi.org/10.1016/S00018791(02)00030-1
Beham, B., Baierl, A., & Poelmans, S. (2015). Managerial telework allowance decisions – a vignette study among German managers. The International Journal of Human Resource Management, 26(11), 1385–1406. https://doi.org/10.1080/09585192.2014.934894
Bentley, T. A., Teo, S. T. T., McLeod, L., Tan, F., Bosua, R., & Gloet, M. (2016). The role of organisational support in teleworker wellbeing: A socio-technical systems approach. Applied Ergonomics, 52, 207–215. https://doi.org/10.1016/j.apergo.2015.07.019
Bosua, R., Gloet, M., Kurnia, S., Mendoza, A., & Yong, J. (2013). Telework, productivity and wellbeing: an Australian perspective. Telecommunications Journal of Australia, 63(1), 1-22. http://doi.org/10.18080/tja.v63n1.390
Buomprisco, G., Ricci, S., Perri, R., & De Sio, S. (2021). Health and telework: New Challenges after COVID-19 pandemic. European Journal of Environment and Public Health, 5(2), 1-5. https://doi.org/10.21601/ejeph/9705
Carillo, K., Cachat-Rosset, G., Marsan, J., Saba, T., & Klarsfeld, A. (2020). Adjusting to epidemic-induced telework: empirical insights from teleworkers in France. European Journal of Information Systems, 30(1), 69-88. https://doi.org/10.1080/0960085X.2020.1829512
Caplan, R. D. (1987). Person-environment fit theory and organizations: Commensurate dimensions, time perspectives, and mechanisms. Journal of Vocational behavior, 31(3), 248–267. https://doi.org/10.1016/0001-8791(87)90042-X
Cegarra-Leiva, D., Sánchez-Vidal, M. E., & Cegarra-Navarro, J. G. (2012). Work life balance and the retention of managers in Spanish SMEs. The International Journal of Human Resource Management, 23(1), 91–108. https://doi.org/10.1080/09585192.2011.610955
Chong, S., Huang, Y., & Chang, C.-H. (D.). (2020). Supporting interdependent telework employees: A moderated-mediation model linking daily COVID-19 task setbacks to next-day work withdrawal. Journal of Applied Psychology, 105(12), 1408–1422. https://doi.org/10.1037/apl0000843
Collett, J. L., & Childs, E. (2011). Minding the gap: Meaning, affect, and the potential shortcomings of vignettes. Social Science Research, 40(2), 513–522. https://doi.org/10.1016/j.ssresearch.2010.08.008
Demerouti, E., Bakker, A. B., Nachreiner, F., & Schaufeli, W. B. (2001). The job demands-resources model of burnout. Journal of Applied Psychology, 86(3), 499–512. https://doi.org/10.1037/0021-9010.86.3.499
Dupré, K. E., & Day, A. L. (2007). The effects of supportive management and job quality on the turnover intentions and health of military personnel. Human Resource Management, 46(2), 185 201. https://doi.org/10.1002/hrm.20156
Edwards, J. R., Caplan, R. D., & Harrison, R. V. (1998). Person-environment fit theory: Conceptual foundations, empirical evidence, and directions for future research. In C. L. Cooper (Ed.), Theories of organizational stress. (pp. 28-67). Oxford University Press.
Eurofound (2020). Living, working and COVID-19, COVID-19 series. Publications Office of the European Union. http://eurofound.link/ef20059
Eurofound (2020). Τelework and ICT-Based Mobile Work: Flexible Working in the Digital Age. Publications Office of the European Union.
European Commission (2020). Telework in the EU before and after the COVID-19: where we were, where we head to. Science for Policy Briefs. https://ec.europa.eu/jrc/sites/jrcsh/files/jrc120945_policy_brief_-_covid_and_telework_final.pdf
Golden, T. D. (2011). Altering the effects of work and family conflict on exhaustion: Telework during traditional and nontraditional work hours. Journal of Bussiness and Psychology, 27, 255–269. https://doi.org/10.1007/s10869-011-9247-0
Golden, T. D., & Gajendran, R. S. (2019). Unpacking the role of a telecommuter’s job in their performance: Examining job complexity, problem solving, interdependence, and social support. Journal of Business and Psychology, 34(1), 55–69. https://doi.org/10.1007/s10869-018-9530-4
Golden, T. D., & Raghuram, S. (2010). Teleworker knowledge sharing and the role of altered relational and technological interactions. Journal of Organizational Behavior, 31(8), 1061–1085. https://doi.org/10.1002/job.652
Harrington, B., & Ladge, J. J. (2009). Present dynamics and future directions for organizations. Organizational Dynamics, 38(2), 148–157. https://doi.org/10.1016/j.orgdyn.2009.02.003
Hobfoll, S. E. (1989). Conservation of resources: A new attempt at con-ceptualizing stress. American Psychologist, 44, 513–524. https://doi.org/10.1037/0003-066X.44.3.513
Hoffman, A. J., & Ocasio, W. (2001). Not all events are attended equally: Toward a middle-range theory of industry attention to external events. Organization Science, 12(4), 414-434. https://doi.org/10.1287/orsc.12.4.414.10639
Jackson, P. J., & van der Wielen, J. M. (1998). Teleworking: international perspectives: from telecommuting to the virtual organization. Routledge.
Kord, H., Noushiravani, Y., Bahadori, M. D., & Jahantigh, M. (2017). Review and Analysis of Telework Perspective in the Administrative Systems. Dutch Journal of Finance and Management, 1(2), 44. https://doi.org/10.29333/djfm/5820
Καθημερινή (2020, Δεκέμβριος 26,). Πόσοι πραγματικά είναι σε τηλεργασία στην Ελλάδα; https://www.kathimerini.gr/economy/561208138/posoi-pragmatika-einai-se-tilergasia-stin-ellada/
Lebopo, M. C., Seymour, F. L., & Knoesen. H. (2020). Explaining factors affecting telework adoption in South African organisations preCOVID-19. In P. Machanick (Ed.), South African Institute of Computer Scientists and Information Technologists 2020 (pp. 94-101). SAICSIT ’20. https://doi.org/10.1145/3410886.3410906
Luthans, F., Norman, S. M., Avolio, B. J., & Avey, J. B. (2008). The mediating role of psychological capital in the supportive organizational climate—employee performance relationship. Journal of Organizational Psychology, 29(2), 219–238. https://doi.org/10.1002/job.507
Lyytinen, K., & Yoo, Y. (2002). Research commentary: The next wave of nomadic computing. Information Systems Research, 13(4), 377–388. https://doi.org/10.1287/isre.13.4.377.75
Madsen, S. R. (2006). Work and family conflict: can home-based teleworking make a difference?. International Journal of Organization Theory & Behavior, 9(3), 307–350. https://doi.org/10.1108/IJOTB-09-03-2006-B002
Manokha, I. (2020). Covid-19: Teleworking, Surveillance and 24/7 Work. Some Reflexions on the Expected Growth of Remote Work After the Pandemic. Political Anthropological Research on International Social Sciences (PARISS), 1(2), 273-287. https://doi.org/10.1163/25903276-BJA10009
Martínez-Sánchez, A., Pérez-Pérez, M., De-Luis-Carnicer, P., & Vela-Jiménez, M. J. (2007). Telework, human resource flexibility and firm performance. New Technology, Work and Employment, 22, 208–223. https://doi.org/10.1111/j.1468-005X.2007.00195.x
Messenger, J. C. (2019). Telework in the 21st Century: An Evolutionary Perspective. Edward Elgar Publishing, Inc. https://doi.org/10.4337/9781789903751
Meyer, A. D. (1982). Adapting to environmental jolts. Administrative Science Quarterly, 27(4), 515-537. https://doi.org/10.2307/2392528
Morgeson, F. P., Mitchell, T. R., & Liu, D. (2015). Event system theory: An event-oriented approach to the organizational sciences. Academy of Management Review, 40(4). https://doi.org/10.5465/amr.2012.0099.
Morgeson, F. P. (2005). The external leadership of self-managing teams: Intervening in the context of novel and disruptive events. Journal of Applied Psychology, 90(3), 497-508. https://doi.org/10.1037/0021-9010.90.3.497
Morgeson, F. P., & DeRue, D. S. (2006). Event criticality, urgency, and duration: Understanding how events disrupt teams and influence team leader intervention. Leadership Quarterly, 17(3), 271-287. https://doi.org/10.1016/j.leaqua.2006.02.006
Morgeson, F. P., Mitchell, T. R., & Liu, D. (2015). Event system theory: An event-oriented approach to the organizational sciences. The Academy of Management Review, 40(4), 515–537. https://doi.org/10.5465/amr.2012.0099
Morrison, J., Chigona, W., & Malanga, D. F. (2019). Factors that influence information technology workers intention to telework: A South African perspective. SAICSIT '19: Proceedings of the South African Institute of Computer Scientists and Information Technologists 2019 , 32(1), 1–10. https://doi.org/10.1145/3351108.3351141
Nakrošienė, A., Bučiūnienė, I., & Goštautaitė, B. (2019). Working from home: characteristics and outcomes of telework. International Journal of Manpower, 40(1), 87-101. https://doi.org/10.1108/IJM-07-2017-0172
Peters, P., & den Dulk, L. (2003). Cross cultural differences in managers support for home-based telework: a theoretical elaboration. International Journal of Cross Cultural Management, 3(3), 329–346. https://doi.org/10.1177/1470595803003003005
Purificación, L. I., & Modroño, P. R. (2020). Who is Teleworking and Where from? Exploring the Main Determinants of Telework in Europe. Sustainability, 12(21), 8797–8812. https://doi.org/10.3390/su12218797
Raghuram, S., Garud, R., Wiesenfeld, B., & Gupta, V. (2001). Factors contributing to virtual work adjustment. Journal of Management, 27(3), 383–405. https://doi.org/10.1016/S0149-2063(01)00097-6
Salam, M. A. (2017). Effects of psychological capital on job satisfaction and turnover intention: thai higher education perspective. Journal of Asia Pacific Studies, 4(3), 203–218.
Sardeshmukh, S. R., Sharma, D., & Golden, T. D. (2012). Impact of telework on exhaustion and job engagement: a job demands and job resources model. New Technology, Work and Employment, 27(3), 193–207.
Sauer, C., Auspurg, K., & Hinz, T. (2020). Designing multi-factorial survey experiments: Effects of presentation style (text or table), answering scales, and vignette order. Methods, Data, Analyses: mda, 14(2), 195-214. https://doi.org/10.12758/mda.2020.06
Σιδερίδης, Γ. & Καφέτσιος, Κ. (υπό δηµοσίευση, 2010). Μοντέλα Πολυεπίπεδης Ανάλυσης Στοιχείων: Εφαρµογές στην Εκπαιδευτική και Κοινωνική Ψυχολογία. Επιστηµονική Επετηρίδα της Ψυχολογικής Εταιρείας Βορείου Ελλάδας.
Simpson, L., Daws, L., Pini, B., & Wood, L. (2001). Beyond the City Limits: An Australian Rural Perspective on Telework" (2001). AMCIS 2001 Proceedings. 366. http://aisel.aisnet.org/amcis2001/366
Smollan, R. K. (2017). Supporting staff through stressful organizational change. Human Resource Development International, 20(4), 1–23. https://doi.org/10.1080/13678868.2017.1288028
Solis, S. M. (2016). Telework: conditions that have a positive and negative impact on the work-family conflict. Academia Revista Latinoamericana de Administración, 29(4), 435-449. https://doi.org/10.1108/ARLA-10-2015-0289
Stobierski, T. (2021, January 20). Organizational Change Management: What it is & why it’s important. Harvard Business School. https://online.hbs.edu/blog/post/organizational-change-management
Storm, C. L. (2002). Teaching therapists to become supervisors. In T. C. Todd & C. L. Storm (Eds.). The complete systemic supervisor: Context, philosophy, and pragmatics (pp. 363–372). Authors Choice Press.
Tavares, F., Santos, E., Diogo, A., & Ratten, V. (2020). Teleworking in Portuguese communities during the COVID-19 pandemic. Journal of Enterprising Communities: People and Places in the Global Economy. https://doi.org/10.1108/JEC-06-2020-0113
Tremblay, D. G. (2002). Balancing work and family with telework? Organizational issues and challenges for women and managers. Women in Management Review, 17(3/4), 157–170. https://doi.org/10.1108/09649420210425309
Tremblay, D. G., Paquet, R., & Najem, E. (2006). Telework: A way to balance work and family or an increase in work-family conflict?. Canadian Journal of Communication, 31(3). 715-731. https://doi.org/10.22230/cjc.2006v31n3a1721
Troup, C., & Rose, J. (2012). Working from home: do formal or informal telework arrangements provide better work–family outcomes?. Community, Work & Family, 15(4), 471–486.
van Emmerik, H. I., Bakker, B. A., Euwema M. (2009). Explaining employees' evaluations of organizational change with the job-demands resources model. Career Development International, 14(6), 594-613. https://doi.org/10.1108/13620430910997312
Watad, M. M., & Will, P. C. (2003). Telecommuting and organizational change: a middle‐managers’ perspective. Business Process Management Journal, 9(4), 459–472. https://doi.org/10.1108/14637150310484517
Weinert, C., Maier, C., & Laumer, S. (2015). Why are teleworkers stressed? An empirical analysis of the causes of telework-enabled stress. Wirtschaftsinformatik.
Weinert, C., Maier, C., Laumer, S., & Weitzel, T. (2014). Does teleworking negatively influence IT professionals? Proceedings of the 52nd ACM Conference on Computers and People Research - SIGSIM-CPR ’14. https://doi.org/10.1145/2599990.2600011
Windeler, J. B., Chudoba, K. M., & Sundrup, R. Z. (2017). Getting away from them all: Managing exhaustion from social interaction with telework. Journal of Organizational Behavior, 38(7), 977–995. https://doi.org/10.1002/job.2176
Xiao, S., Moudon, A. V., Lee, B. H. Y., Qing, S., & Xuegang, B. (2020). Factors Influencing Teleworking Productivity – a Natural Experiment during the COVID-19 pandemic. Findings, December. https://doi.org/10.32866/001c.18195
Zhang, S., Moeckel, R., Moreno, A. T., Shuai, B., & Gao, J. (2020). A work-life conflict perspective on telework. Transportation Research Part A: Policy and Practice, 141, 51–68. https://doi.org/10.1016/j.tra.2020.09.007