What's in a name? Definitions and conceptualisations of teleworking and homeworking

Sullivan, Cath

doi:10.1111/1468-005x.00118

Cited by 205 publications

(197 citation statements)

References 19 publications

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“…This more 'modern' form of telework, with ICT, has developed mainly from the 1990s on in many European countries and in North America (Bailey and Kurland, 2002;Hafer, 1992;Huws et al, 1990;Hill et al, 2003Hill et al, , 1998. Sullivan (2003) proposes that telework be defined according to the nature of the relevant work schemes as they are governed by transportation, ICTs, the work place, the extent or portion of distance work and the applicable terms and conditions. The home working category is a work programme generally associated with self-employed workers, piecework employees (e.g., seamstresses) or salespeople operating from their home (telemarketing).…”

Section: Definition and Scope Of Teleworkmentioning

confidence: 99%

Telework and mobile working: analysis of its benefits and drawbacks

Tremblay¹,

Thomsin²

2012

IJWI

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Telework and mobile work have been the object of much interest, but there has been little research on who practices it and what are the advantages. We evaluated the advantages and disadvantages for individuals in a large multinational in Belgium. In this organisation, telework is called 'mobile work', and includes not only telework at home but also work done at the client's office, in satellite offices, TeleCenters, etc. We observe that the technical possibility to do telework and gender are significantly related to the practice of mobile work, while age is not, contrarily to expectations. Also, while women are often associated with telework, it is men who are relatively more numerous in mobile work. They mention advantages such as less interference by colleagues, a gain in flexibility, personal and professional development, fewer trips and reduced time loss, better organisation of working hours and opportunities for a better allocation of time.

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Section: Definition and Scope Of Teleworkmentioning

confidence: 99%

Telework and mobile working: analysis of its benefits and drawbacks

Tremblay¹,

Thomsin²

2012

IJWI

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“…Despite this telework however is an elusive concept (Qvortrup, 1998;Sullivan, 2003) and there appears to be little definitional agreement on its meaning. Thus Schallabock, Utzman, Alakeson and Jorgensen (2003) cite several dozen definitions of the term in Germany alone.…”

Section: Introductionmentioning

confidence: 99%

Teleworking practice in small and medium-sized firms: management style and worker autonomy

Clear¹,

Dickson²

2005

New Tech Work Empl

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In an empirical study of teleworking practices amongst small and medium-sized enterprises (SMEs) in West London, organisational factors such as management attitudes, worker autonomy and employment flexibility were found to be more critical than technological provision in facilitating successful implementation. Consequently, we argue that telework in most SMEs appears as a marginal activity performed mainly by managers and specialist mobile workers.

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“…As a consequence many white collar workers take work home; the reasons for which vary from real-time telecommunications with business partners operating in other time zones, or simply to work unpaid overtime to complete the demands of the job that are in excess of the paid work week. "Overspill work" or "overtime" performed at home in addition to hours worked at the workplace is common among salaried professionals (Pyoria, 2003;Sullivan, 2003) who have a commitment to their work that exceeds their contracted work hours. Likewise, in times of economic prosperity, workers in trade, retail, hospitality and human service professions face increased productivity demands characterised by longer and more frequent shift schedules that may impact on family and home life.…”

Section: Trends Evident From Statistical Datamentioning

confidence: 99%

Work-related stress in Australia: The effects of legislative interventions and the cost of treatment

Guthrie¹,

Ciccarelli²,

Babic³

2010

International Journal of Law and Psychiatry

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The Australian Institute of Health and Welfare data published in 2002 shows a continued rise in health care costs to the Australian community due to the growing number of people diagnosed with mental health disorders. Those mental health disorders may originate from a number of sources, including work and non-work-related factors. So called work-related stress claims in all Australian jurisdictions are the most expensive form of workers compensation claim. In the most part this is due to the lengthy period of absence (duration) and complicated medical care which are characteristic of these claims. In Australia, in the last decade, attempts have been made to reduce the costs of compensable stress related claims by imposing special legislative thresholds on such claims. This "back end" approach to cost reduction has resulted in an array of legislative formula designed to exclude work related stress claims. This article surveys the various legislative provisions dealing with work-related stress claims in Australia and provides an analysis of their effectiveness. A range of options are presented as alternatives to the exclusion of particular forms of work related stress claims. The use of a corporate citizenship approach to the prevention and management of stress claims is also discussed as a proactive alternative to occupational safety and health legislative provisions and the workers compensation legislative exclusions.

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What's in a name? Definitions and conceptualisations of teleworking and homeworking

Cited by 205 publications

References 19 publications

Telework and mobile working: analysis of its benefits and drawbacks

Telework and mobile working: analysis of its benefits and drawbacks

Teleworking practice in small and medium-sized firms: management style and worker autonomy

Work-related stress in Australia: The effects of legislative interventions and the cost of treatment

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