No description available.

Telework is widely predicted to increase and to bring a range of social advantages - spatiotemporal flexibility and autonomy, and disadvantages - labour exploitation and isolation. Benefits are generally expected to be gained by professional, predominantly male workers, not female clerks. It is ofteni mpliedt hath ealthw ill improvet hrought he eliminationo f office-relateds tressorsa nd stressfuinl terpersonarel lationshipsM. ore vaguelyt he homei s presenteda s healthp romotinga nd illnessp reventingO. ccupationahl ealthr esearchh ase xploredt he effectso f computerw ork, and the psychologicailm plicationso f isolation.Y et there hasb eenl ittle investigationo f the health experienceosf teleworkersa s perceivedb y themselves. Forty-four teleworkers were interviewed in depth and most completed five questionnaires over a period of six months. Analysis of data was presented for participant validation. The research, therefore, offers an account of the lived experience of telework and teleworker's own explanations of health. The findings were as follows. Regardless of occupational status or time worked at home, teleworkers worked in marginalised space at home to cause minimal disruption to family life. Telework encouraged very long hours and the recalculation of time. The negotiation of absence and presence was central to the development of an acceptable work identity. Teleworkers balanced these costs against the privilege of home-based work. Participants were found to have a high level of chronic illness, and to frequently report instances of illness. Yet most believed they felt better, although not healthier, since working at home. The results were interpreted using Alonzo's (1979) model of containment, suggesting that reported reductions in sickness absence cannot necessarily be interpreted as improvements in health. The research showed that teleworkers reporting illness took fewer days free of work than those reporting to be well, and that telework changed health beliefs and behaviours in ways not fully appreciated in the literature to date.

No description available.

Teleworking is one of many possibilities reflected in working process. In this work the author explains not only the term, advantages and disadvantages, but also adverts to psychological factor, which has dominant influence on each individual. The author looks on the problem of teleworking not only from the general point of view, but also from the point of chosen teleworking project in Czech Republic and tries to find out its importance for society including its impacts on reality. Psychological aspects lead the author by studying teleworking also into Cognitive Informatics represented by complex transdisciplinarity. During analysis of the teleworking supporting project the author finds many discrepancies in the project and asks the fundamental philosophical question about essence of these projects financed from public founds. Practical impact of this work's result is project coordinator's assurance to accept corrective actions.

1 Performance of work outside the employer's workplace Abstract The goal of this diploma thesis is to critically assess the current legislation regulating performance of work outside the employer's workplace contained in the paragraph 317 of the Labour code and to describe historical roots of this institute. Further this diploma thesis aims to describe eventual shortcomings of the current legislation and to propose some legislative changes. This diploma thesis is divided into 9 chapters including the introduction. In the first and second chapter there is an introduction of the problematics of the performance of work outside the employer's workplace and definition of the basic concepts, specifically homeworking and teleworking. In the third chapter there is a description of historical roots of the performance of work outside the employer's workplace in the era of the First republic, Protectorate of Bohemia and Moravia and socialism. The core of this diploma thesis is in the fourth, fifth and sixth chapter, where there is a description of conditions, under which it is possible to perform work outside the employer's workplace and different working conditions, which these employees have. In the sixth chapter there is a description of practical problems, which the performance of work outside the employer's...

Faculty of Engineering and Built Enviroment School of Electrical and Information Engineering 0314356t morayus@engineer.com / A teleworking service allows people to work effectively together from home or other approved locations away from the regular work site, on an established work schedule. This is made possible via the use of Information and Communications Technology (ICT). Presently, there are isolated applications that can assist teleworkers, such as e-mail and video conferencing, which were developed for use over the Internet. But the Internet is a best-effort network with no guarantee of Quality of service (QoS), low security and no standard billing system. The design of this teleworking service involves the integration of many existing services like e-mail, messaging, video conferencing, shared whiteboard and database access. Other requirements are for service providers interworking for service and resource usage, security, and QoS specification. Hence, we explore the emerging open service concept to create this integrated teleworking service that can be made available for subscription by corporate bodies and individuals. Service federation is the interaction between teleworkers across service provider domains. It is achieved via the interworking of providers’ services, and is an essential aspect of teleworking. We have realised a service federation in a secure and seamless manner in the OSA / Parlay environment via the use of the OSA / Parlay framework. We looked at the use of a framework federation for the actual implementation of service federation. This framework federation is an interworking of frameworks based on an agreed-upon federation contract between them. New framework interfaces were introduced to facilitate this proposed solution, as the OSA / Parlay specifications do not yet support this approach. Service composition is the creation of a new service instance by composing one or more other services. We implemented this via the use of framework and trader federation. The trader federation was used to locate services or users in different ASP domains. A high level design of the teleworking service was done with federation explored for actual implementation. The Common Object Request Broker Architecture (CORBA) trading service was used to prove the concept. The RM-ODP methodology is followed in this teleworking service design. The OSA / Parlay terminal capability, generic call control, multiparty and location and Service Capability Features (SCF) were used for implementing in the CORBA Distributed Processing Environment (DPE).

Abstract The research described in this article can be described as an explorative study that focused on obtaining and analysing perceptions and attitudes of public sector officials in Pretoria regarding the possible introduction of teleworking in their working environment. The term teleworking was understood in the sense of using computers to work from home or working at a distance away from the office. The research question that was posed was: What perceptions and attitudes exist among public sector officials in Pretoria that could contribute to, or impede, the acceptance of teleworking in South African government departments? Specific attention was given to perceptions of possible benefits or other impacts of teleworking, indications of public sector officials' ability to use computers for teleworking purposes, attitudes toward computers and teleworking, and the behavioural intention to use teleworking in future. The questionnaire and results were structured along the lines of the Technology Acceptance Model (TAM) of Davis. It was found that there was firm support among the officials for public sector teieworking - especially in terms of those views and perceptions that served as indicators for relevant TAM constructs such as 'perceived ease of use regarding teleworking', 'perceived usefulness of teleworking', 'attitude toward teleworking' and 'intention to use teleworking'.

No description available.

In the rapid improvement of network communication, some phenomena are been changing and multi working style is one of them. This study focus on ¡uTeleworkig¡vthat is one of the new working style. The concept of global village has been made under the process of globalization. Furthermore, the relationship between Taiwan and China becomes closer and how to manage the employees more flexible, using telework for Taiwanese corporations might be a good time now. How to select the suitable person as teleworker is what this study wants to discuss. The samples were from the social networking of author of this study via internet to collect the questionnaire. These samples did not limit in industry¡Bbusiness style or position and there were 105 valid questionnaires collected. Via the data of collected questionnaires to analysis what kind of industry¡Bbusiness style and position are suitable for teleworking and try to find the relationship between teleworking and job performance. The discussion of this study is how to select the suitable person as teleworker and also has good job performance then to discuss the possibility of promoting the teleworking. This study used three relative constructs of personality such as job autonomy¡Bgeneral cognitive ability and job motivation to discuss the influence with teleworking and job performance. This study was discovered job autonomy and job motivation are positive influence to job performance, but not general cognitive ability. Meanwhile, there was no obvious relationship between teleworking and job performance. For corporations, people who have higher job autonomy and job motivation are the basic requirement to recruit the employees. It would succeed to run teleworking easily if the employees have these two personalities.

The ongoing pandemic of Covid-19 changed the everyday lives of many, both in the personal life and also workwise. As many organizations proceed to adapt into teleworking in a rapid change and therefore we were interested in the fact how managers in a more service minded sector had to adapt in their way of working. Going from meeting their colleagues everyday to only meet over media channels. As this leads us to our purpose to gain understanding how leaders make sense of how leadership differs from face-to-face. The main aspect of theories will lay the essays foundation in leadership, sensemaking and teleworking. Furthermore relations and communication plays a big part in the sensemaking process and our analysis. We found that the central change was found in the course of actions, while the fundamental reasoning remained.