The paper examines the psychological impact of teleworking compared to office-based work. Results suggest a negative emotional impact of teleworking, particularly in terms of such emotions as loneliness, irritability, worry and guilt, and that teleworkers experience significantly more mental health symptoms of stress than office-workers and slightly more physical health symptoms. OverviewThe aim of this paper is to examine the psychological impact of teleworking in terms of its effects on (1) the emotions and (2) the stress and health of the teleworker when compared to the office-based worker. Two studies are presented: Study 1, which is qualitative and interview-based, addresses the first aim by comparing the emotional impact of work patterns on teleworking and office-based journalists. Study 2 uses a quantitative questionnaire-based design to address the second aim by comparing the occupational stress and health symptoms of office-workers and teleworkers. Before the current research is presented, a brief overview of teleworking and its currently understood benefits and problems are discussed.

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Organizations face a progressively ageing workforce and jobs with direct customer contact are growing, creating challenging issues from a human resource management perspective. Drawing on socioemotional selectivity theory and lifespan development findings, this study focuses on the research gap in the service sector with regard to age, emotional labour, and associated positive and negative outcomes. Analyses using data from 444 service employees in Germany revealed age is negatively directly related to exhaustion and cynicism, and positively directly related to professional efficacy, as well as positively directly linked to engagement. Additionally, age predicts less burnout and more engagement indirectly through the use of the emotion regulation strategies surface acting and anticipative deep acting. This provides evidence against the general deficit hypothesis of age, which assumes a decline of employee skills and abilities with age. We find no evidence that older workers are worse than younger workers, with older workers using positive emotion regulation strategies, being more engaged and less burnt out.