The role of non-critical business and telework propensity in international stock markets during the COVID-19 pandemic

Silva, Thiago Christiano; Wilhelm, Paulo Victor Berri; Tabak, Benjamin Miranda

doi:10.1016/j.intfin.2022.101598

Cited by 6 publications

(2 citation statements)

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“…As information and communication technologies (ICTs) grew, telework turned into a flexible work arrangement directed towards improving employees' work-life balance, job satisfaction, and productivity [4]. Telework is gaining so much prominence that it is even having a positive effect on the stock prices of the companies that are applying it [5].…”

Section: Introductionmentioning

confidence: 99%

“…Specifically, in Europe, telework rose from 11% up to 50% [6]. However, this massive shift [7] has affected employees' psycho-social well-being (i.e., general quality of employees' experience and functioning at work) [8], which, in turn, has stimulated a great deal of research on telework and well-being [5,9,10]. The latter is a holistic concept; therefore, almost any dependent variable or outcome studied in Work and Organizational Psychology and Occupational Health could be analyzed as a well-being indicator [11], e.g., work-life balance, job satisfaction, productivity, or organizational commitment exerting a positive effect on them [12,13].…”

Section: Introductionmentioning

confidence: 99%

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Teleworkability, Preferences for Telework, and Well-Being: A Systematic Review

Uríen

2023

Sustainability

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Telework has grown exponentially due to COVID-19, and has revealed itself as a useful work condition with a largely positive impact on employees’ well-being. Since many variables are involved in determining the relationships between telework and well-being, this paper clarifies the role of teleworkability, employees’ preference for telework, and telework intensity; specifically, how the first two variables impact on well-being through telework intensity. A systematic review was carried out between 2012 and 2022 to analyze how these variables relate. Scarce literature connecting these subjects showed that teleworkability and the preference for telework influence the amount of time employees wish to telework. Teleworkability and preference for telework need to be studied from a multilevel perspective since country-, company-, and individual-level characteristics impact on them. The results also confirmed that telework intensity establishes direct relationships with well-being, and it is essential to predict it. Hybrid work emerged as a new concept which captures the best combination between on-site work and telework. Based on their employees’ preferences, companies can introduce “hybrid-work flexible programs” to maximize its positive effects on well-being as well as being able to re-design their jobs to better fit their employees’ levels of telework expectations.

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Section: Introductionmentioning

confidence: 99%