資訊科技是一種知識，也是一種新的文化，在引進新的科技之時，必然會與原有的傳統文化發生衝突，資訊科技的發展將對工作內容、工作方式與組織管理以及勞工關係造成影響。勞動型態將會產生距離策略的勞動彈性化，工作不再侷限於固定的時間、工作地點，勞工可以遠距離工作，在家工作，但也減少了人際關係的相處機會，工作更重視智力而非體力，且將對原本的勞資之間互動產生了新的影響，電傳勞動即是一種順勢而生的一種非典型工作型態。 電傳勞動是勞動市場彈性化運作之下，產生的新興工作型態，電傳勞動在歐美各國都實行已久，使用電傳勞動的企業與人口已經有一定的提升，現階段我國尚未就電傳勞動制訂專法加以規範，因此電傳勞動者在我國之法律地位仍須依照傳統勞動法原則規範之，勢必對我國勞動法規帶來相當大的挑戰，對電傳勞動者的保障更是不足。故本研究的主要目的是希望能夠透過個案研究的方式，從中發現全職受僱的電傳勞動者在我國現存的勞動關係體制之中所產生的問題。 研究結果發現，電傳勞動的工作方式有別於傳統的集中職場，勞務給付突破時間與空間的限制，在工作時間與工作地點呈現分散與多樣化之下，對我國勞動法規的確實帶來衝擊。電傳勞動者在工作時間、薪資結構與計算方式、教育訓練、員工調動以及其他企業內的福利，包括休假、職業災害認定與補償等，確實與一般傳統勞工有些許的差異存在，而我國的勞動法令都是依據傳統的工作方式所制定，因此有許多適用上的困難與模糊之處，而在缺少法令規範之下，對於從事電傳工作之勞工易造成權益上的損害。 在集體勞動權益方面，電傳勞動者的特性即工作場所分散，不易接收工會方面的訊息，且勞工之間缺乏互動與溝通，在勞動意識上本就不易凝聚，此外，電傳勞動者往往強調專業以及獨立性作業，對於工會的依賴性並不高。工作地點的分散，使其很難對組織產生認同感與歸屬感，造成流動率偏高，缺乏集體意識。另一方面，我國工會的功能不彰，缺少與雇主協商的能力，在保障會員的權益上有限，以致於電傳勞動者加入工會的意願上並不高。 綜合以上所言，電傳勞動的工作型態突破了固定工作時間與地點，對於電傳勞動者的勞動條件與權益的確會造成一定影響。雖然在台灣並無電傳勞動者的統計數據，但依照國外的發展情況，再加上我國通訊基礎設備日益完善，電傳勞動在台灣仍有很大的發展空間，應及早研擬因應之道，以維護並保障電傳勞動者的勞動權益。

O teletrabalho é uma nova forma de trabalho flexível, decorrente das evoluções tecnológicas observadas nos últimos tempos. Com o desenvolvimento da informática e a introdução das telecomunicações nas relações de trabalho, o teletrabalho ganha cada vez mais espaço, transformando as tradicionais relações laborais. Destarte, o teletrabalho pode ser conceituado como trabalho desenvolvido total ou parcialmente à distância, em lugar distinto da sede da empresa, com utilização prevalente das tecnologias de informática e telecomunicações. Em vez do trabalhador se deslocar até a empresa para realização do trabalho, é o trabalho quem se desloca até o trabalhador, onde quer que ele esteja. Esta moderna forma de trabalho, com o desenvolvimento das atividades à distância, fora da sede da empresa, exige uma flexibilização também nas definições de subordinação e identificação do poder diretivo, que passam a ter seus conceitos ampliados, gerando impacto também na esfera jurídica. Diante desta nova realidade cada vez mais presente no mundo laboral, importante se faz um estudo aprofundado sobre o conceito de teletrabalho, sua natureza jurídica, suas possíveis modalidades, vantagens e desvantagens e regulamentação, ainda precária, mas muito necessária. O estudo pretende mergulhar na doutrina existente sobre o tema, bem como nos ensinamentos que podemos extrair da experiência estrangeira. Não menos importante é o respeito ao diálogo social, promovido por representantes das empresas e empregados, com o objetivo de garantir os objetivos empresariais na modernização das relações laborais, mas sem esquecer da preservação e respeito aos direitos laborais garantidos e conquistados ao longo da história, em especial no que se refere à saúde e segurança do trabalhador. Somente através do estudo aprofundado sobre o tema e do respeito ao diálogo social conseguiremos ter sucesso no desenrolar de mais este capítulo dentro do direito do trabalho brasileiro. / Telework is a new flexible labor form, resulting from technological development newly observed. With technology information development and telecommunication introduction in labor relations, the telework is gaining more space, changing traditional labor relations. Telework may be conceptualized, in different premisses from corporate sites, as a distant wholly or parttly labor execution, using the information technology and telecomunications. Instead of going to the company the work goes to the worker, wherever he is. This modern working way, with distant activities development, outside the corporate offices, also requires flexibility in subordination definition and directive power identification, which now have expanded their concepts, causing impact also in legal field. In face of this new reality, increasingly present in world´s labor, it is important to study telework concept, its legal nature, its many different possibilities, advantages and disadvantages, and regulations, still sparingly, but very necessary. The study aims to dive into existing doctrine on the subject, as well as the lessons we can draw from foreign experience. Not less important is the social dialogue respect , settled between the companys representatives and the employees, in order to ensure business objectives related to labor relations modernization, but not forgetting labor rights preservation and respect, guaranteed and conquered throughout history, especially regarding worker´s health and safety. Only through a deep study of the subject and respect for social dialogue we may succeed in building up this chapter in Brazilian labor law.

Submitted by Sara Ribeiro (sara.ribeiro@ucb.br) on 2018-04-24T12:54:08Z No. of bitstreams: 1 EduardoJosimardasNevesAlvesDissertacao2018.pdf: 2181094 bytes, checksum: c6884ecc4f44dbbc1ec99be9b7b72885 (MD5) / Approved for entry into archive by Sara Ribeiro (sara.ribeiro@ucb.br) on 2018-04-24T12:54:27Z (GMT) No. of bitstreams: 1 EduardoJosimardasNevesAlvesDissertacao2018.pdf: 2181094 bytes, checksum: c6884ecc4f44dbbc1ec99be9b7b72885 (MD5) / Made available in DSpace on 2018-04-24T12:54:27Z (GMT). No. of bitstreams: 1 EduardoJosimardasNevesAlvesDissertacao2018.pdf: 2181094 bytes, checksum: c6884ecc4f44dbbc1ec99be9b7b72885 (MD5) Previous issue date: 2018-02-22 / The present research aimed to analyze the perception of the federal public manager on the adoption of telework to identify the main factors that influence them in the decision making for its implementation, so as to contribute to the scientific literature and the elaboration of programs implementation of teleworking in the Brazilian Federal Public Administration. The research had as target audience the managers of an organ of the Federal Judiciary, since the telecommuting was regulated within the scope of this power. With a focus on the adoption of teleworking, the literature sought a body of knowledge regarding the main aspects of teleworking, its benefits and challenges, as well as characteristics related to the management and the perception of individuals, creating a reference base for the construction of the research. A semi-structured questionnaire was used as a research tool and data collection. The data collected were organized so as to allow the visualization and understanding of managers' perceptions regarding the benefits, challenges and factors that influence them in the decision making process for the adoption of teleworking. The research shows that, in the perception of the managers, the most critical challenge for the adoption of telework is the resistance of the managers for its implantation. / A presente pesquisa objetivou realizar uma an??lise da percep????o do gestor p??blico federal sobre a ado????o do teletrabalho para identificar os principais fatores que os influenciam na tomada de decis??o para a sua implanta????o, de forma a poder contribuir com a literatura cient??fica e com a elabora????o de programas de implanta????o de teletrabalho na Administra????o P??blica Federal Brasileira. A pesquisa teve como p??blico alvo os gestores de um ??rg??o do Poder Judici??rio Federal, uma vez que o teletrabalho foi regulamentado no ??mbito deste poder. Com foco na ado????o do teletrabalho, buscou-se na literatura um corpo de conhecimento referente aos principais aspectos sobre o teletrabalho, seus benef??cios e desafios, bem como caracter??sticas referentes ?? gest??o e ?? percep????o dos indiv??duos, criando-se uma base referencial para a constru????o da pesquisa. Utilizou-se question??rio semiestruturado como instrumento de pesquisa e coleta de dados. Os dados coletados foram organizados de modo a permitir visualizar e compreender a percep????o dos gestores quanto aos benef??cios, desafios e fatores que os influenciam na tomada de decis??o para a ado????o do teletrabalho. A pesquisa constata que, na percep????o dos gestores, o desafio mais cr??tico para a ado????o do teletrabalho ?? a resist??ncias dos gestores para sua implanta????o.

As empresas utilizam vários tipos de recursos tais como matérias primas, insumos, recursos humanos e recursos financeiros para gerar seu portfólio de produtos e/ou serviços. No último século os gestores das empresas desenvolveram práticas e ferramentas de gerenciamento para maximizar os resultados decorrentes da aplicação destes recursos. Nas últimas duas décadas o conhecimento passou a ser considerado mais um dos recursos a serem geridos e aplicados pelas empresas para alcançar diferenciais competitivos frente aos seus concorrentes. Por ser um recurso intangível com características diferentes dos demais recursos, várias práticas e ferramentas específicas foram desenvolvidas com o objetivo de explorar ao máximo os resultados do uso do conhecimento nas empresas. Esta tese teve como objetivo identificar e especificar as práticas de gestão do conhecimento e as ferramentas de tecnologia da informação e comunicação empregadas em empresas instaladas na indústria de software no Brasil, incluindo aquelas que são utilizadas por teletrabalhadores. Buscou ainda identificar e especificar se há diferença na utilização dessas práticas e ferramentas em ambientes de teletrabalho, além de verificar as influências da gestão do conhecimento na eficácia empresarial dessas mesmas empresas. Para tanto, como método de pesquisa foi realizado um estudo descritivo-quantitativo junto a 319 funcionários de 15 diferentes empresas de médio e grande portes integrantes da indústria de software do país. Os dados coletados foram tratados por meio de análises estatísticas descritivas e da modelagem de equações estruturais, mediante o emprego dos aplicativos SPSS (Statistical Package for the Social Sciences) e PLS-PM (Partial Least Squares Path Modeling). Os resultados encontrados permitem concluir que: a) as práticas de gestão do conhecimento mais utilizadas nas empresas pesquisadas são: reuniões e conferências virtuais, treinamentos virtuais, treinamentos presenciais, e-learning, call center/help desk/suporte online, portal corporativo, biblioteca corporativa, sistema de avaliação, centros de inovação, mapeamento de processos e gestão da inovação; b) as ferramentas de tecnologia da informação e comunicação voltadas à gestão do conhecimento mais empregadas nas empresas analisadas são: e-mail, telefone via internet, telefone celular/rádio, intranet; servidores web e navegadores, telefone fixo, mensagens instantâneas, portal corporativo e treinamento baseado em computador; c) as práticas e ferramentas de tecnologia da informação e comunicação empregadas na gestão do conhecimento são mais usadas em ambientes de teletrabalho do que em ambientes de trabalho presencial e, por fim; d) as práticas e ferramentas de tecnologia da informação e comunicação voltadas à gestão do conhecimento influenciam a eficácia empresarial das empresas examinadas, com prevalência das práticas sobre as ferramentas. A conclusão é que as práticas e ferramentas empregadas na gestão do conhecimento são mais utilizadas em ambientes de teletrabalho e que a gestão do conhecimento em si influencia a eficácia empresarial das empresas. / The companies use some types of resources such as raw material, human resources and financial resources to generate its set of products and/or services. In the last century the managers of the companies had developed management practices and tools to maximize the decurrent results of the application of these resources. In last the two decades the knowledge became to be considered another one of the resources to be managed and applied by companies in order to reach competitive differentials comparing to its competitors. As the knowledge is an intangible resource with different characteristics comparing to other resources, several specific practices and tools had been developed in order to better explore the results of the use of the knowledge in the companies. This thesis proposed to identify and specify the knowledge managements practices and information and communication technology tools used in companies of Brazils software industry. It also attempted to identify and specify if theres a difference in the use of these practices and tools in teleworking or face to face working environments, besides verifying the influences of knowledge management in these companies organizational effectiveness. Because of this, a quantitative-descriptive research was conducted with the application of a questionnaire with 319 employees of 15 different midsize and large companies that operate in the countrys software industry. The collected data were dealt by descriptive statistics analysis and structural equations shaping, by the use of SPSS application (Statistical Package for the Social Sciences) and PLS-PM (Partial Least Squares Path Modeling). The results show that it is possible to identify: a) the most used practices of knowledge management in the researched companies are: meetings and virtual conferences, virtual training, face to face training, e-learning, call center/help desk/online support, corporative gateway, corporative library, evaluation system, innovation centers, process mapping and innovation management; b) the most used information and communication technology tools turned to knowledge management in the analyzed companies are: email, web phone calling, cell phone/radio, intranet, browsers and web servers, landline phone, instant messaging, corporative gateway and computer based training; c) the practices and information and communication technology tools used in knowledge management are more used in teleworking environment than in face to face working environment, and finally; d) the practices and information and communication technology tools turned to knowledge management influence the organizational effectiveness of the surveyed companies, with more influence of the practices than the tools. The conclusion is that the practices and tools used in knowledge management are more used in telework environment and that knowledge management influences the companies organizational effectiveness.

Identificar como a tecnologia da informação e seu uso estratégico têm contribuído, ou não, com a promoção e com a gestão da qualidade de vida no trabalho. Foram analisadas questões macroeconômicas, como o ambiente globalizado e virtualizado, e a formação de uma nova sociedade baseada na informação e no conhecimento. Em função destes fatores-chaves da pesquisa, o objetivo central foi entender os impactos destas mudanças nas organizações e nas relações humanas com o trabalho, identificando como estas mudanças estão relacionadas à tecnologia da informação. A partir de extensa revisão bibliográfica, que gerou a fundamentação teórica, e da escolha pela metodologia de estudo de caso realizou-se um levantamento qualitativo e quantitativo, identificando em uma realidade organizacional os conceitos apresentados, procurando descrever quais os efeitos que as práticas em tecnologia da informação têm contribuído para o alcance de bem-estar e conforto para as pessoas na empresa. Os resultados obtidos demonstram que a tecnologia da informação provoca mudanças nas relações do trabalhador com o ambiente. Foram identificadas alterações em função da nova realidade proporcionada pela execução remota das atividades profissionais por meio do teletrabalho. Estas alterações foram percebidas nas dimensões biológicas, psicológicas e sociais do ser humano. E, conseqüentemente, a relação do trabalhador com a empresa muda para adaptar-se à nova dinâmica organizacional. E para minimizar os possíveis efeitos negativos destas alterações e dar o suporte necessário para a obtenção de melhores resultados, a Gestão de Qualidade de Vida no Trabalho seria uma alternativa interessante. Por meio da Gestão de Qualidade de Vida no Trabalho, os colaboradores (não só os teletrabalhadores) terão melhores condições de desempenhar suas tarefas, com conforto e bem-estar. E a empresa, com os prováveis e maiores comprometimento e satisfação dos trabalhadores, conseqüentemente, estará preparada para superar os desafios e alcançar as metas desejadas num ambiente mais complexo e competitivo. / To identify as the information technology and its strategic use have contributed, or not, with the promotion and the management of the quality of work life. Macroeconomic questions had been analyzed, as globalization and the virtual environment, and also the formation of a new society based on the information and the knowledge. In function of these factors keys of the research, the central objective was to understand the impacts of these changes in the organizations and the relation human beings with the work, identifying as these changes are related to the information technology. From extensive bibliographical revision, generating theoretical recital, and of the choice for the methodology of case study, a qualitative and quantitative survey was become fulfilled, identifying in a organizational reality the presented concepts, looking for to describe which the effect that the practices in information technology have contributed for the reach of well-being and comfort for the people in the company. The reached results demonstrate that the information technology provokes changes in the relations of the worker with the environment. Alterations had been identified in function of the new reality for the remote execution of the professional activities by means of telework. These alterations had been perceived in the biological, psychological and social dimensions of the human being. And, consequently, the relation of the worker with the company changes to adapt it the new organizational dynamics. And to minimize the possible negative effects of these alterations and to give the necessary support for the achievement of better profits, the Management of Quality of Work Life would be an interesting alternative. By means of the Management of Quality of Work Life, all collaborators (not only the teleworkers) will have better conditions to perform its tasks, with comfort and well-being. And the company, with probable and more commitment and satisfaction of the worker, consequently, will be prepared to surpass the challenges and to reach the goals desired in an environment more complex and competitive.

Technological advances and the desire for employees to improve work-life balance have contributed to the growth of telework. Finding and retaining effective leadership talent are critical needs of organizations. Recruitment and retention of leadership talent can be supported by access to perquisites such as the ability to telework. Although research on teleworking employees in general, and virtual team leaders, can inform the industry, few leadership models exist that specifically help understand what it takes to be a teleworking leader. The purpose of this phenomenological study of teleworking leaders filled this gap by examining the experiences of 12 teleworking leaders with an average of 21 years of management experience across a broad range of industries. Six themes emerged from the interviews: communication, employee relations, individual leadership experience, employee or work issues, monitoring, and trust. Although many experiences of the teleworking leaders were consistent with existing research on teleworking employees and virtual team leaders, within the 6 themes, other aspects of the experiences within each theme are unique to the teleworking leader such as the development of efficient practices for communicating with employees and the intentional use of remote work for the important leadership activity of strategic thinking. Recommendations for further study include research specifically on teleworking leaders and their best practices that can be adopted by in-office leaders, and research on experiences of employees whose leaders are remote. Implications for positive social change include increased organizational sustainability through improved work-life balance for teleworking leaders and by increasing the strategic leadership capacity of leaders through telework.

Managers' ability to engage virtual employees (those in different geographic locations) is a determining factor of employee productivity and commitment to an organization. Since 2005, the number of U.S.-based virtual employees increased; however, research regarding virtual communication and employee engagement is limited. The purpose of this quantitative study was to examine if a significant correlation exists between employee engagement (the dependent variable) and the quantity and perceived quality of virtual management communication (the independent variables). The research question assessed the correlation among the quantity of time managers spend communicating with virtual employees, quality of virtual communication, and employee engagement. Homans's social exchange theory served as the theoretical framework. Data collection involved an online survey from 71 U.S.-based virtual employees, working primarily from home. The results of the regression analysis were statistically significant, F(2, 67) = 7.14, p = .002, R2 = .18, indicating that quantity of time a manager a spent communicating with virtual employees and the virtual employees' perceived quality of communication positively affected employee engagement. Findings indicated that managers who communicate more frequently and have a higher perceived quality of communication are more likely to have engaged employees. Business leaders can use this study to inform managers of the need for frequent, high-quality communication with their virtual employees. The findings will contribute to social change by providing organizational leaders with useful strategic information to increase the employee engagement of home-based virtual employees.

Some managers tend to resist virtual work and find it challenging to manage the productivity of subordinates working virtually. This phenomenological study examined managers' perceptions of subordinate productivity in virtual work arrangements. Adaptive structuration theory and McGregor's X and Y theory guided this study. The primary research questions focused on the managers' perceptions of worker productivity in virtual work arrangements and the related challenges. Data collection included semistructured interviews with 40 business managers responsible for overseeing the productivity of virtual workers. The study was conducted in the Atlanta, Georgia metropolitan area. Utilizing the Stevick'Colaizzi'Keen method of data analysis, 3 primary themes emerged: (a) subordinate productivity was not negatively affected by the use of virtual work arrangements, (b) virtual work arrangements posed challenges for managers responsible for overseeing virtual worker productivity with the lack of face'to'face interaction identified as the most significant, and (c) there was managerial support for the use of virtual work arrangements. Social change implications, given the findings, include an increased awareness of worker productivity in virtual work arrangements, which could lead to increased opportunities for individuals to work in a virtual setting. The increase in virtual work arrangements benefits society by reducing fuel consumption, road congestion, and related pollutants. Organizational leaders can use the findings from the study to develop business strategies to sustain virtual worker productivity and address the related challenges to improve the quality of life for managers of virtual workers.

Many organizational leaders manage virtual employees without the specific training and experience required for leading a virtual organization, which can lead to billions of dollars in lost productivity. The purpose of this multiple case study was to explore strategies managers used to manage a virtual office. The target population consisted of 4 managers located in the mid-Atlantic region of the United States who had a minimum of 2 years of experience managing virtual offices. The conceptual framework for this study was social exchange theory. Data were collected using semistructured interviews and a review of company documents. Data were analyzed using manual coding and a qualitative data analysis software; member checking and triangulation were used to enhance validity. Key themes emerged from data analysis related to management strategies: communication, leadership, and developing relationships. The results of this study might contribute to social change by supporting managers of virtual offices in reducing organizational travel costs and energy use, and supporting work-life balance through virtual business practices.

Employing a virtual workforce has become a common practice among technically advanced and globally competitive organizations. Yet there is limited information regarding factors that affect job satisfaction and work outcomes of virtual workers. The purpose of this phenomenological study was to address the problem by exploring the lived experiences of virtual workers. Principles of Bandura's self-efficacy theory and Maslow's needs theory formed the conceptual framework. Babbie's sampling strategy and social media were used to obtain 26 participants among the target population of virtual workers. By distributing an online questionnaire, data were collected and analyzed through open coding techniques. As the data were analyzed, common themes emerged. The themes affecting job satisfaction of virtual workers included work and life balance, isolation and belonging, flexibility, resource efficiency, and trust and respect. The themes affecting work outcomes of virtual workers included training and technical support, communication, and workplace distractions. Findings indicated that job satisfaction and work outcomes might vary according to the self-efficacy level, needs, and virtual competencies of the individual virtual worker. Findings may contribute to positive social change by educating individuals on the benefits and challenges of the virtual workplace. Managers may reference the study outcomes when seeking to improve hiring processes, enhance training and technological support, and assess relevant virtual competencies. Employees may consider the study outcomes when determining whether virtual work arrangements align with their professional and personal goals.