Importance of the topic: Through limited communication possibilities, social support can be provided via structural distance only in a limited way. But exactly social support is a buffer to reduce work-related stress and diseases. The issue of workplace health promotion has so far received little attention in teleworking. The issue of workplace health promotion has so far received little attention in teleworking, which is incomprehensible, because healthy employees are the basis of an agile and competitive company. Aim of the study: The objective of this study is to identify and synthesize what is known about telecommuting, social-support and mental well-being of employees, and how these constructs are linked. Therefore the respective understandings of social-support and of healthy work behind the background of telework has to be elaborated, to develop the underlying interpretations of subjectivity, in order to propose a perspective for empirical investigations of health-oriented (tele-)working conditions. Methods: The study was carried out as a literature review, consisting information found in general and relevant science literature as well as scientific publications researched in common journal-databases. To gain a better understanding of how the constructs are linked, a conceptual model and testable hypotheses are provided. Findings: Proactive work-support, good workplace-relationships, but also support from non-work contexts are closely related to teleworkers' mental well-being. The question, as to why some employees in the field of telework are mentally stable and can cope with perceived, unfavorable working conditions or lower social support and others fail, can be answered by individual's Sense of Coherence (SoC), a health-related resource and their ability to use available General Resistance Ressources (GRR).

Organisations are facing new challenges due to the constantly changing world of work. In addition to technical developments and innovations in work and organisational processes, the human factor is increasingly becoming part of competitiveness. Businesses benefit greatly from their employees, their knowledge and skills during this fast-moving time. Healthy employees are a prerequisite for innovation, progress and growth, which must be protected as part of a sustainable corporate strategy. Thus, in scientific discussions, both, workplace health promotion and healthy leadership are considered to be successful components in dealing with volatile, dynamic and complex conditions. The conduct of executives has a significant influence on the well-being of the employees and thus a direct effect on the company's success. Managers can influence social relationships, as well as prevailing work situations -and finally the health status of employees. In occupational science studies, as well as in leadership research, the differences in leadership between men and women are analysed. There are very few studies on healthy leadership, which examine gender differences more closely. This article deals with the question of how gender differences affect leadership behaviour, leadership styles, and ultimately leading employees in a health oriented way.

This article discusses the concept of building customer relationship through the social networks (SN) to maintain loyalty and increase customer satisfaction in e-commerce in the Czech Republic. SN are a phenomenon at the beginning of the 21st century and it is a question of whether they can be used as a supportive tool in building relationships with customers. This research framework provides the basic theoretical knowledge necessary to create a conceptual framework of research. For this was used content analysis of literature. Includes individual research methods, both qualitative and quantitative. The qualitative part is supported by an interview and quantitative is supported by the Structural equation modelling (SEM). At the end of the article, the is suggested implications for theory and social practice are given.

The skill of supervisors to provide adequate social support is an indispensable prerequisite for the economic success of the organization. The two-way relationship (dyad) between the leader and the led, is in the focus of this investigation. For this research in the field of social support, the moderating effects of personality traits have been considered. The question arises, as to whether they can compensate or moderate inadequate social support from supervisors and its effects on burnout. The sample comprises of managers in middle management (N=338) from different German automotive suppliers. In the examination, the Survey of Perceived Supervisor Support (SPSS), the German version (MBI-D) of the Maslach Burnout Inventory and the 10-Item Big-Five Inventory (BFI-10) were used. It was postulated that “neuroticism”, “openness” & “conscientiousness” have no, but “extraversion”, “agreeableness” have a moderating effect between “perceived supervisor support” and the three burnout dimensions. After all, no moderating effect for all Big-5 traits was observed. Nonetheless, a negative significant correlation between the personality dimensions “openness” and the MBI dimensions “emotional exhaustion” (r=-.245, p<.05) and “depersonalization” (r=-.301, p<.01) was found. Furthermore, there is a significant connection between “neuroticism” with the MBI dimension of “reduced personal accomplishment” (r=.396, p<.01).

This article should contribute to corporate communication theory by considering the mechanisms of distance communication (telecommuting) between mobile teleworkers and their organisation, as well as the role of a functional communication on both; the factual and relationship level in enhancing employee motivation. Despite its importance for organisations and leaders, there is considerable confusion about effects on motivation, associated with distance communication in the context of mobile telework. This article aims to provide a degree of clarity by identifying, analysing and discussing the main linkages to employee motivation found in general and relevant science literature, as well as scientific publications in common databases, to stimulate and provide directions for future research. Corporate communication and motivation literature, as well as scientific papers in this field has not yet adequately considered this concept. This may be due to confusion regarding to the definition of motivation, and to concerns about overlaps with related constructs such as engagement, organisational commitment, organisational identification or affiliation. This article closes the gap with an appropriate model, mirroring the found main concepts and enhancers of employee motivation as well as the associated communication effort on different "integration levels". The article discusses linkages between motivation and distance communication, which suggest research potential in the field of HR-Management and Organisational Development (OD). The study just as well encourages communicators in telework-teams, to consider effects of communication strategies and tactics. The aim of this analysis is also to inspire responsible person and departments to show up the communication needs of employees in mobile telework. This conceptual article provides an overview of motivation and communication theory literature, aiming to identify the main aspects for motivated employees. It suggests motivation as a hierarchical psychological state on different levels, of how strong employees in mobile telework are linked to and integrated into their organisation, against the background of distance communication.