A new administrative scenario - the virtual office - emerged in organisations because of the influence of technological developments that drastically changed the traditional office scenario. The virtual office is a worksite that is situated outside of the traditional office, where people still do the work associated with a traditional office, whilst maintaining their status as full-time employees. Although telework has been practiced internationally for several decades, it is a new concept in South Africa with only a few large organisations embarking on telework. The purpose of this study was to determine the extent to which organisations in trade and industry are aware of and comply with the required policies, regulations and legislation in terms of ergonomics, technology and health in the e-environment. The preferred kind of telework and information and communication technologies for the South African context was determined. The study investigated the prevalence and extent of health and wellness aspects that teleworkers could be exposed to in the e-environment. The role that ergonomics could play in the prevention of work-related musculoskeletal disorders that could lead to compensation claims and other legal actions was investigated. The elements that could ensure the successful implementation of a telework programme were identified and were presented as a conceptual telework framework. Within the parameters of applied research, a descriptive quantitative research design has been followed. The mode of enquiry followed in this research was a quantitative, non-experimental, survey method. A baseline study has been conducted followed by an empirical study using two structured online questionnaires, one for managers of teleworkers and one for teleworking employees. The findings indicated that although the policies, regulations and legislation existed, organisations did not diligently comply with it. The lack of training for the managers and teleworkers on the applicable policies and legislation caused concern. The application of ergonomic specifications on the use of equipment, furniture and services at the preferred home office, is mainly done to avoid ergonomic risk factors that may lead to the development of work-related musculoskeletal disorders. Although teleworkers suffered from disorders, there was a lack of knowledge on ergonomic interventions and on the processes to claim compensation. The need for an instrument that will assist organisations to implement telework successfully has been identified. Therefore, a conceptual telework framework that provides a structure of the elements that need to be in place to implement a telework programme successfully has been proposed. / Business Management / D. Admin. (Business Management)

Working from a distance rather than at the office is getting easier with the rise of current digital technologies, making digital nomadism an alternative to local entrepreneurship. This study investigates 5 digital nomads in their current carrier as geographically unbound entrepreneurs with a qualitative interview method and analyses how they are using digital communications to their advantages, what downsides they might experience and the upsides of working this way which resulted in a framework. This study shows a lifestyle that opens up for an efficient workstyle with a potentially high life quality through use of outsourcing, digital communications and geographical freedom. The study also shows a paradox of using the internet to be free from traditional bounds by relying the business model on it and can be the only thing that binds the digital nomad.

A new administrative scenario - the virtual office - emerged in organisations because of the influence of technological developments that drastically changed the traditional office scenario. The virtual office is a worksite that is situated outside of the traditional office, where people still do the work associated with a traditional office, whilst maintaining their status as full-time employees. Although telework has been practiced internationally for several decades, it is a new concept in South Africa with only a few large organisations embarking on telework. The purpose of this study was to determine the extent to which organisations in trade and industry are aware of and comply with the required policies, regulations and legislation in terms of ergonomics, technology and health in the e-environment. The preferred kind of telework and information and communication technologies for the South African context was determined. The study investigated the prevalence and extent of health and wellness aspects that teleworkers could be exposed to in the e-environment. The role that ergonomics could play in the prevention of work-related musculoskeletal disorders that could lead to compensation claims and other legal actions was investigated. The elements that could ensure the successful implementation of a telework programme were identified and were presented as a conceptual telework framework. Within the parameters of applied research, a descriptive quantitative research design has been followed. The mode of enquiry followed in this research was a quantitative, non-experimental, survey method. A baseline study has been conducted followed by an empirical study using two structured online questionnaires, one for managers of teleworkers and one for teleworking employees. The findings indicated that although the policies, regulations and legislation existed, organisations did not diligently comply with it. The lack of training for the managers and teleworkers on the applicable policies and legislation caused concern. The application of ergonomic specifications on the use of equipment, furniture and services at the preferred home office, is mainly done to avoid ergonomic risk factors that may lead to the development of work-related musculoskeletal disorders. Although teleworkers suffered from disorders, there was a lack of knowledge on ergonomic interventions and on the processes to claim compensation. The need for an instrument that will assist organisations to implement telework successfully has been identified. Therefore, a conceptual telework framework that provides a structure of the elements that need to be in place to implement a telework programme successfully has been proposed. / Business Management / D. Admin. (Business Management)

M. Tech. Business Administration / Working from home is a worldwide trend and effect companies in various ways. With advancement of the information technology and Internet the virtual organizations have become a trend with more and more professionals working from home. Several studies have focused mostly in developed nations with little or no research found in the South African context. This study focused on South African circumstances and examined the cost saving implications for Business Connexion and their employees if they would be able and allowed to work from home. Further, relationships between operational and professional factors, with virtual work were studied.

Teleworking has first been introduced in the U.S. after the oil crisis that has happened during the 1970s. The main purpose of teleworking in that time was to save fuel and energy regarding the high prices that were practiced on it. Nowadays, this untraditional way of working is back on stage as the improvements in technology have considerably contributed to its spreading and the rise of the e-commerce industry has increased the demand of teleworkers. Our study focuses on the teleworkers in the context of startups and analyze the effects of them on the entrepreneurial atmosphere that involves these small ventures. There is evidence that startups are likely to hire teleworkers because they usually have small offices. Moreover, besides keeping low costs in terms of structure and free up more space, they are motivated to employ them in order to become more productive. But besides this little insight, a very few has yet explored further on this research area, although it would have been interesting for employers to know more about it. Thus, our study questions how teleworkers that have been depicted as assets for startups foster entrepreneurship. Geographically speaking, our research focuses on the French territory and startups that are thus based in France. This study was conducted using a qualitative study and using interviews as a way to gather data. To answer our research question, we have interviewed five teleworkers from French startups and five employers/managers that are actually working with these telecommuters. We followed the principles of semi-structured interviews by using an interview guideline and following it in the main guidelines. We have structured our interviews in three main themes regarding our topic and the theoretical framework we have developed: teleworking, startup and innovation, entrepreneurship and innovation. Our results have demonstrated that the better work environment, and the flexibility provided by teleworking were characteristics that are helping to foster entrepreneurship in startups. These teleworkers are more likely to identify and discover opportunities, but also to exploit them, and increase the innovativeness that is key to entrepreneurship and startups.

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.

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.

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.

Telecommuting has recieved significant attention over the last few years, and organisations have considered having people work form home part of the time. This study focuses on how telecommuting have developed in three cases. The organisational impact when a group of people telecommuted was studied. The findings were that telecommuting had limited impact on the surrounding organisation, but was positive for the telecommuters. Impact on management and co-ordination was low, and communication patterns and media use remained largely unchanged. Work patterns for the telecommuters changed, but roles and tasks remained the same. The positive impact for the telecommuters related to a better control over their work situation and a percieved productivity increase. The development over time showed a decrease in telecommuting in the studied organisations. The found low sucess of telecommuting in combination with the percieved advantages and the low impact on the surrounding organisation may have several underlying factors. Communication media, and the need for rich communication, may play an important role in the slow development of telecommuting. Underlying mechanisms such as the strive for organisational coherence, symbolic aspects of telecommuting and institutional aspects are proposed to influence the adaption of telecommuting. / Diss. Stockholm : Handelshögskolan, 1999

Abstract Enabled by the development of information technologies, telecommuting and telework have been incorporated into organizations for around 30 years. However, there still exists resistance to this work arrangement, particularly from middle-level managers. Formal knowledge about how to manage telework is needed to keep the managers better informed. I conducted a qualitative exploratory study to investigate how managers exercise controls in the telework environment and examined the role of the use of information technologies in organizational controls in this work environment. Based on interview data with people from two work groups that participate in telework program, I found that the managers exercise a portfolio of controls that consist all four documented control forms (outcome, behavior, clan and self control), and controlling the employees’ adoption and use of information technologies is a new form of behavior control in the telework environment.