Telework, human resource flexibility and firm performance

Sánchez, Angel Martı́nez; Pérez‐Pérez, Manuela; de‐Luis‐Carnicer, Pilar; Vela‐Jiménez, María José

doi:10.1111/j.1468-005x.2007.00195.x

Cited by 83 publications

(84 citation statements)

References 75 publications

(88 reference statements)

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“…In similar circumstances, a case study of British Telecom, well known for its provision of flexible working options (DTI 2005), reported that its use of FWAs resulted in productivity increases of up to 20% (Mahajan and Foggin 2006). Stavrou's (2005) large European study showed that remote working was related to perceptions of improved performance and, in a series of investigations in Spanish firms, Martinez-Sanchez et al (2007a, 2007b found that the use of both remote working and schedule flexibility were positively related to firm performance. In addition to confirming previous findings on remote working, Martinez-Sanchez et al (2008) found that performance was positively associated with intensity of adoption.…”

Section: The Direct Association With Organizational Performancementioning

confidence: 99%

Flexible Working and Performance: A Systematic Review of the Evidence for a Business Case

Menezes

Kelliher

2011

International Journal of Management Reviews

303

276

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This is the accepted version of the paper.This version of the publication may differ from the final published version. Permanent repository link ABSTRACTInterest in the outcomes of flexible working arrangements dates from the mid 1970s, when researchers attempted to assess the impact of flexitime on worker performance. This paper reviews the literature on the link between flexible working arrangements and performance related outcomes. Taken together, the evidence fails to demonstrate a business case for the use of flexible working arrangements. This paper attempts to explain the findings by analysing the theoretical and methodological perspectives adopted, as well as the measurements and designs used. In doing so, gaps in this vast and disparate literature are identified and a research agenda is developed.

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Section: The Direct Association With Organizational Performancementioning

confidence: 99%

Flexible Working and Performance: A Systematic Review of the Evidence for a Business Case

Menezes

Kelliher

2011

International Journal of Management Reviews

303

276

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“…A literatura sobre teletrabalho aponta a redução de custos dos escritórios como um dos primeiros objetivos das empresas ao adotarem esse tipo de solução (BENTLEY;YOONG, 2000;MARTÍNEZ-SÁNCHEZ et al, 2007;NILLES, 1996;PATRICKSON, 2002). Segundo Nilles (1996), essa pode ser uma vantagem também para o trabalhador, uma vez que há a tendência deste reduzir seus gastos com deslocamentos e alimentação.…”

Section: Vantagens E Desvantagens Do Teletrabalhounclassified

“…Autores como Martínez-Sánchez et al (2007) e Tremblay (2002) adotam definições mais genéricas para o teletrabalho, como a de que se trata de uma forma de trabalhar mediada pela TIC, em que, pelo menos, parte das atividades é desenvolvida fora do escritório da organização. Outros, como Costa (2004) e Wilks e Billsberry (2007), chamam a atenção para o quanto a simples diferenciação em função do distanciamento do escritório da empresa se mostra limitada para refletir toda a gama de situações que podem ser enquadradas no conceito de teletrabalho.…”

Section: Introductionunclassified

Percepções dos indivíduos sobre as consequências do teletrabalho na configuração home-office: estudo de caso na Shell Brasil

Barros

Silva

2010

Cad. EBAPE.BR

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ResumoCom o avanço da tecnologia da informação e da comunicação e as mudanças da sociedade, novas formas de flexibilização das relações de trabalho têm se disseminado, entre as quais o teletrabalho. Uma das modalidades de teletrabalho é aquela em que o indivíduo executa as tarefas de casa, mantendo, porém, o vínculo de emprego formal com uma organização. Este artigo focaliza, em especial, essa modalidade, levantando as percepções dos indivíduos que nela atuam sobre as consequências para a sua vida pessoal e profissional. Trata-se de estudo de caso na Shell Brasil, empresa que, desde 2000, promoveu a migração de alguns funcionários para o regime home-office. A metodologia de natureza qualitativa compreendeu entrevistas com profissionais desse grupo. Os resultados permitiram identificar um quadro conceitual que aponta elementos condicionantes e elementos que os indivíduos parecem utilizar como balizadores de suas avaliações sobre a condição de teletrabalhadores home-office. Entre os condicionantes, destacamse características da pessoa, da organização, dos recursos e procedimentos disponibilizados, do trabalho, da família, do espaço doméstico e da sociedade. Como elementos balizadores surgem: o desempenho na empresa e os efeitos para a carreira, a relação com o trabalho, a vida pessoal e as relações sociais e em família.Palavras-chave: teletrabalho; home-office; relações de trabalho; tempo e espaço; gestão de RH. AbstractWith the advance of the information and communication technology and the recent changes in society, new forms of work relations have become popular, including telework. An example of telework arrangement is that in which the individual performs tasks from home, maintaining, however, a formal employment with an organization. This article focuses on such modality, aiming to identify individuals' perceptions about the consequences of telework for their personal and professional lives. The article presents a qualitative case study conducted at Shell Brazil, a company that has transferred some employees to the home-office scheme since the year of 2000. The methodology is comprised of interviews with individuals in that group. Results helped to identify a conceptual framework pointing to constraint and reference aspects that they use to evaluate their situation as home-office employees. Among the constraints, some aspects concern to: the individual, the organization, the resources available, the work tasks, the family, the home space and the characteristics of society. As reference elements, we can observe: the impacts on performance and the effects on career; the individual's relation with work; the quality of personal life and the relations in family and in society.

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“…Felstead, Jewson, Phizacklea & Walters, 2002;Hill, Ferris & Märtinsson, 2003 ;Kurland & Cooper, 2002 ;Tremblay, 2002), en matière de gestion des connaissances et la performance organisationnelle (voir p.ex. Daniels, Lamond & Standen, 2001 ;Gajendran & Harrison, 2007;Illegems & Verbeke, 2004 ; Martinez-Sanchez, Perez-Perez, de Luis Carnier & Vela- Jimenez, 2007). Document téléchargé depuis www.cairn.info ---203.78.118.211 -02/02/2018 11h09.…”

Section: Frunclassified

Articuler la théorie de la régulation sociale et l’approche conventionnaliste en gestion pour comprendre l’échec d’un projet de changement organisationnel ?

Taskin¹,

Gomez²

2015

@Grh

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Telework, human resource flexibility and firm performance

Cited by 83 publications

References 75 publications

Flexible Working and Performance: A Systematic Review of the Evidence for a Business Case

Flexible Working and Performance: A Systematic Review of the Evidence for a Business Case

Percepções dos indivíduos sobre as consequências do teletrabalho na configuração home-office: estudo de caso na Shell Brasil

Articuler la théorie de la régulation sociale et l’approche conventionnaliste en gestion pour comprendre l’échec d’un projet de changement organisationnel ?

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