The current study contributes to the already substantial scholarly literature on telecommuting by estimating a joint model of three dimensions- option, choice and frequency of telecommuting. In doing so, we focus on workers who are not self-employed workers and who have a primary work place that is outside their homes. The unique methodological features of this study include the use of a general and flexible generalized hurdle count model to analyze the precise count of telecommuting days per month, and the formulation and estimation of a model system that embeds the count model within a larger multivariate choice framework. The unique substantive aspects of this study include the consideration of the "option to telecommute" dimension and the consideration of a host of residential neighborhood built environment variables. The 2009 NHTS data is used for the analysis, and allows us to develop a current perspective of the process driving telecommuting decisions. This data set is supplemented with a built environment data base to capture the effects of demographic, work-related, and built environment measures on the telecommuting-related dimensions. In addition to providing important insights for policy analysis, the results in this study indicate that ignoring the "option" dimension of telecommuting can, and generally will, lead to incorrect conclusions regarding the behavioral processes governing telecommuting decisions. The empirical results have implications for transportation planning analysis as well as for the worker recruitment/retention and productivity literature. / text

M. Tech. Business Administration (MBA) / With the opening of the telecommunications market to any telecommunication entity with an Electronic Communications Network Service licence, the sustained profitability of well-established telecommunications operators such as Telkom SA and Neotel is under threat. As the telecoms market has reached saturation point due to a variety of economic growth factors, immature business practices and strategies have been opted for to reduce operating costs. However, it does seem that current market demands do not favour a focus on profitability only. The concept of teleworking has spread throughout the world in the effort to increase productivity while decreasing operating expenses. Teleworking implies that staff can "work from anywhere and at any time except in a fixed office". The objective of this study was to assess to what extent teleworking could increase productivity at Telkom SA.

Congestion is one of the most pressing urban issues Texans face today — it imposes steep social and economic costs on citizens and businesses and shows no sign of subsiding without substantial intervention. This thesis will argue that in the current environment of austerity and sharp political tension, it is of critical importance to implement low cost, politically amicable strategies to manage congestion. Flexible work arrangements like telework and flextime have been developed in the private sector as a cost-saving measure and as a reward for exceptional employees. When workers adopt a non-traditional schedule, the transportation network benefits as vehicles are removed or shifted from the peak period. Despite being widely available, non-traditional work arrangements are little used by employers and employees since both parties are uncertain if the new arrangement will benefit their career path and job security. Recently, public agencies and executives have launched programs and passed mandates that force or greatly incentivize employers to adopt flexible work arrangements. The case studies examined in this thesis show that modern programs can provide cheap, temporary congestion relief for urban areas while substantially benefitting the businesses and agencies who adopt them. / text

Thesis (M.Sc.)--Memorial University of Newfoundland, 2004. / Restricted until May 2005. Bibliography: leaves 76-92.

Thesis (M.A. (Journalism)) - Rhodes University, 2007 / "Thesis submitted in partial fulfilment of the requirement for the degree of Master of Arts" - T.p.

Thesis (M.A.)--Northern Kentucky University, 2006. / Made available through ProQuest. Publication number: AAT 1435898. ProQuest document ID: 1136094821. Includes bibliographical references (p. 38-39)

Public transit, an important mobility service for many, has incurred ridership decline in the U.S. for the past three years. In 2014, U.S. transit ridership was 10.74 billion unlinked passenger trips. In 2015, total ridership was 1.0 percent fewer, and the 2016 decrease was 2.2 percent from 2015. The consistent abandonment of transit in the U.S. does not seem to be ending. In 2017, ridership predicted from year-to-date data is 2.4 percent less than 2016. Furthermore, per capita ridership has decreased 17 percent since 1980. Both the short-term ridership trend and long-term per capita ridership trend is concerning given the increased spending and service provision during the same periods. In seeking to understand the many factors that influence transit ridership trends, it is important to analyze each so that policymakers and practitioners can respond and position transit accordingly. Numerous demographic and economic phenomena help explain this decline in transit use. This research focuses on five of these considerations – age, vehicle availability, telecommuting, fuel price, and geographical distribution of the population.

O trabalho em casa é uma das opções do teletrabalho: o trabalho realizado regularmente fora das instalações do empregador utilizando-se tecnologias de informação (UK Trade Union Congress, 2002). Também chamado de home office, o trabalho em casa possui benefícios percebidos por empresas, trabalhadores e sociedade. Os valores pessoais são objetivos transacionais desejáveis, que variam em importância, e servem como princípios que guiam a vida (Schwartz, 1992) e podem influenciar as decisões e atitudes das pessoas (Rohan, 2000), podendo assim, influenciar na opção pelo trabalho em casa. Sabe-se que nem todas as ocupações são passíveis de trabalhar em casa por sua natureza, e que nem todos os trabalhadores estão aptos a trabalhar em casa. Identificar o perfil e valores pessoais predominantes nos teletrabalhadores brasileiros e quais os principais benefícios percebidos por eles quando trabalham em casa é o objetivo deste trabalho. Uma pesquisa quantitativa por meio de um survey eletrônico com 178 trabalhadores foi realizada. Os resultados apontam que a favorabilidade ao trabalho em casa já supera a favorabilidade do trabalho no escritório (comparando-se as médias e medianas) e que os brasileiros gostariam de trabalhar em média 3,15 dias em casa por semana. Análises descritivas, bi e multivariadas apontam que o perfil dos trabalhadores que optam pelo trabalho em casa pode ser delineado por seus valores pessoais, a condição de seu ambiente familiar para a realização do trabalho (permite, pode ser adaptado, ou não permite o trabalho em casa), sua experiência em home office (já trabalhou, trabalha ou nunca trabalhou em casa), e se trabalha em empresa pública ou privada. A quantidade de dias que o trabalhador prefere trabalhar em casa está relacionada com os valores pessoais, ambiente familiar, experiência em home office e sexo do trabalhador. Os resultados obtidos não sugerem relações entre distância da casa do trabalhador ao o escritório, faixa etária, grau de escolaridade ou localidade onde trabalha (capital, região metropolitana ou interior) como preditores da escolha do trabalhador pelo trabalho em casa. Modelos de regressão linear múltipla e regressão logística binária são apresentados para explicar a variância das declarações de favorabilidade ao trabalho em casa e da quantidade de dias da semana que se prefere trabalhar em casa. Estabeleceu-se uma hierarquia dos benefícios percebidos pelos trabalhadores com relação ao trabalho em casa, sendo os principais benefícios: (1) melhor utilização do tempo, pois o tempo de deslocamento ao trabalho não é mais necessário e pode ser poupado; (2) melhor balanço da vida pessoal e profissional, pelo aumento da flexibilidade de administrar o tempo e o horário disponível para o trabalho e para atividades pessoais; (3) melhor qualidade de vida, pela diminuição do stress causado pelas dificuldades de deslocamento. Os resultados apresentados são relevantes: para a comunidade científica, uma vez que expandem o conhecimento do teletrabalho e dos valores e atitudes no Brasil; para as empresas ao ajudar a identificar melhor o perfil do teletrabalhador e na compreensão dos benefícios identificados por eles ao trabalhar em casa; para trabalhadores possibilitando-os compreender os benefícios do home office e a melhor distribuição de dias de trabalho em casa e no escritório sugerida a partir dos dados observados. / Working from home is one category of telework: the regular work carried out away from the employer\'s premises on a regular basis and using information technology (UK Trade Union Congress, 2002). Also known as home office, working from home has benefits for companies, workers and the society. Personal values are desirable transactional goals that vary in importance and serve as guiding principles of life (Schwartz, 1992). Values can influence people\'s decisions and attitudes (Rohan, 2000), thus, they may influence the workers home office\'s choices. It is known that not all occupations by nature are likely to be performed from home, nor all workers are able to telework. This research aims to identify the profile and personal values of Brazilian teleworkers and the main benefits perceived by them when working at home. A quantitative research using an electronic survey was conducted with 178 workers. The results indicate that work at home\'s favorability exceeds work at office\'s one (comparing mean and median) and that Brazilians would like to work at home 3.15 days per week on average. Descriptive statistics, bivariate and multivariate analysis indicate that home office worker\'s profile can be delineated by their personal values, home environment (if its allows, can be adapted or disallows home office), home office experience (had worked, is working or had never worked at home) and company type (public or private). The number of days that the employee prefers to work at home is related to personal values, home environment, home office experience and work gender. The results suggest no relationship between home to office distance, age, education degree or work location (capital, metropolitan or inner region) as predictors of worker home office\'s choice. Multivariate linear regression and binary logistic regression models are presented to explain the variance statements of home office\'s favorability and the amount of weekdays workers prefer to work from home. The research establishes a home office perceived benefits\' hierarchy showing the following main benefits: (1) better time usage as the communing time is no longer needed and can be saved; (2) better personal and work balance, by increased flexibility to manage work and personal activities\' time and schedule; (3) better quality of life by decreasing telecommuting stress. The results presented are relevant for the scientific community, since it expands the Brazilian telework, values and attitudes\' knowledge; for companies by helping them to better identify teleworker\'s profile and understanding the benefits identified by workers while working at home; for workers, by enabling them to understand home office\'s benefits and the best distribution of working days at home and at office suggested by the observed data.

The interest in telecommuting stems from the potential benefits in alleviating traffic congestion, decreasing vehicle miles traveled (VMT), and improving air quality by reducing the necessity for travel between home and the workplace. Despite the potential economic, environmental, and social benefits, telecommuting has not been widely adopted, and there is little consensus on the actual impacts of telecommuting. One of the major hurdles is lack of a sound instrument to quantify the impacts of telecommuting on individuals’ travel behavior. As a result, the telecommuting phenomenon has not received proper attention in most transportation planning and investment decisions, if not completely ignored. This dissertation addresses the knowledge gap in telecommuting studies by examining several factors. First, it proposes a comprehensive outline to reveal and represent the complexity in telecommuting patterns. There are various types of telecommuting engagement, with different impacts on travel outcomes. It is necessary to identify and distinguish between those people for whom telecommuting involves a substitution of work travel and those for whom telecommuting is an ancillary activity. Secondly, it enhances the current modeling framework by supplementing the choice/frequency approach with daily telework dimensions, since the traditional approach fails to recognize the randomness of telecommuting engagement in a daily context. A multi-stage modeling structure is developed, which incorporates choice, frequency, engagement, and commute, as the fundamental dimensions of telecommuting activity. One pioneering perspective of this methodology is that it identifies non-regular telecommuters, who represent a significant share of daily telecommuters. Lastly, advanced statistical modeling techniques are employed to measure the actual impacts of each telecommuting arrangement on travelers’ daily activity-travel behavior, focusing on time-use analysis and work trip departure times. This research provides a systematic and sound instrument that advances the understanding of the benefits and potentials of telecommuting and impacts on travel outcomes. It is expected to facilitate policy and decision makers with higher accuracy and contribute to the better design and analysis of transportation investment decisions.

Cloud Computing has become a serious participant in ICT in past few years. Technical and economic attributes of Cloud Computing can change a forecast in an organization. These benefits are investigated and putted into large picture of teleworking. In critical moment there is flexibility, which is crucial either for the organization or for the individual. How much is flexibility important is illustrated on the example of organization, that is considering whether the cloud computing and teleworking is the right way for the their future.