Why Telecommuting Became Redundant During the COVID‐19 Pandemic?

Abstract

This paper reveals the facts that necessitated telecommuting in the 'new normal' virtual work environment. This is a cross-sectional study with a sample of executive-level employees working in the banking sector. Data were analyzed using the Pearson Product Moment Correlation Coefficient (PPMC). The findings reveal that the success of telecommuting during the COVID-19 pandemic depends on the nature of family responsibility, virtual work environment, virtual training, and self-management of the employees affected, while the work-life balance (WLB) is not significant. The decision-makers need to implement psychological training, skills-based training for managers, employees, and family members, and provide incentives to handle difficulties encountered in the pandemic situation. The present study proposes formulating a long-term policy that can successfully align with the new normal working conditions. This should encompass fundamental working rights under the virtual working environment, career development, and welfare of workers. To date, previous studies are based on the advantages of traditional telecommuting. However, this study considers employees’ perception of telecommuting in the COVID-19 pandemic; thus, the study fills the empirical gap in the research on telecommuting in the new normal working condition.

Redefining academic library work: Telecommuting potential in post-COVID Ghana

“…Additionally, even though the majority (30, 52.6%) had children aged 10 or younger, there were adequate mechanisms in place to prevent any form of intrusion by either their children or other external factors. These findings support Rajapakshe’s (2021) study, which states that for telecommuting to be successful, appropriate software and a technological infrastructure, such as a high-speed Internet connection, need to be available. Further, even with the presence of children, adequate measures had been put in place to forestall any form of disturbance, as highlighted by Khan and Hasan (2020).…”

“…The presence of family members (especially young children) is a significant factor in the success of telecommuting. Rajapakshe (2021) affirms that in situations where family members (especially children) are present, there is a likelihood for them to cause disturbances that will affect the overall output of employees. In a similar study by Khan and Hasan (2020), a poor Internet connection and having children at home served as a source of great distraction, which was not helpful for telecommuting.…”

“…The definitions of telecommuting indicate it to be a location other than the employer’s premises. One place that has been identified as being useful when telecommuting is the home (Diab-Bahman and Al-Enzi, 2020; Madsen, 2003; Pearce, 2008; Rajapakshe, 2021). Despite being a safe abode, the use of the home has its share of advantages and disadvantages.…”

“…However, Diab-Bahman and Al-Enzi (2020) note that telecommuting may help men to be more involved in family issues and remove the bias associated with women and families. To mitigate some of the challenges experienced, Rajapakshe (2021) suggests staff training on how best to manage family responsibilities, as well as the provision of incentives that can take care of the cost of data, for example, and serve as a source of motivation.…”

“…In December 2019, there were news reports of the rapid spread of the COVID-19 virus in China. Within a few months, the virus had spread to many more countries across the globe and much of the world’s population was forcibly quarantined in their homes in a bid to stop the spread (Ali and Gatiti, 2020; Chigwada, 2021; Rajapakshe, 2021). Additionally, offices, schools and day-care centres had to be shut down, increasing the need for parents to be at home and launching us into a more virtual world (Bontrager et al, 2021).…”