Este estudo trata da relação entre tempo e trabalho em atividades de teletrabalho. Teletrabalho, na sua definição mais enxuta, seria trabalho realizado a distância com utilização de tecnologias informacionais. O objetivo do estudo é analisar a produção, gestão e experiência do tempo no teletrabalho, partindo de entrevistas semi-estruturadas com teletrabalhadores no Brasil e em Portugal, analisadas por meio da metodologia da “análise da fala”. Para a análise dos resultados divide-se o grupo de entrevistados em dois subgrupos conforme a relação maior ou menor de dependência no trabalho, o grupo dos teletrabalhadores por conta própria (empresários, autônomos e informais) e o grupo dos assalariados. Aborda-se o surgimento e definição do teletrabalho em um contexto de transformações sociotécnicas que são ao mesmo tempo sociais, organizacionais e tecnológicas, em especial a flexibilidade no e do trabalho e a expansão da utilização de tecnologias informacionais. Analisam-se as práticas e discursos contemporâneos sobre a flexibilidade e a individualização no trabalho e como se expressam no teletrabalho. Além disso, analisam-se as relações sociais em que estão envolvidos teletrabalhadores, com clientes ou chefias e familiares. Analisam-se também as experiências singulares do tempo no teletrabalho, que depende da situação socioprofissional atual e do percurso profissional de cada teletrabalhador. Como resultado deste estudo, mostra-se que a relação entre tempo e trabalho, no teletrabalho; pressupõe o engajamento subjetivo dos teletrabalhadores, que denominamos engajamento individualizante. Esse tipo de engajamento implicaria a associação entre uma gestão do tempo baseada no autocontrole (de si) e na autodisciplina (do tempo) e a produção do tempo como matéria elástica, que, conforme a necessidade, poderia ser “estendida”, revertendo-se em sobretrabalho ou disponibilidade integral para o trabalho, ou “encurtada”, no sentido da predominância da lógica do curto prazo. / This study is about the relation between time and work in teleworking activities. Teleworking, in its most concise definition, would be the work done from a distance utilizing informational technologies. The objective of the study is to analyze the production, management and experience of time in teleworking, starting with semi-structured interviews with teleworkers in Brazil and in Portugal, analyzed through the “conversation analysis” method. For result analysis, a group of interviewees is divided into two subgroups according to a greater or smaller relation to work dependency, the group of self-employed teleworkers (entrepreneurs, freelances and informal workers) and the group of wage-earners. The appearance and definition of teleworking are approached in a context of sociotechnical transformations, which are at the same time social, organizational and informational. The contemporary practices and discourses on work flexibility and individualization are analyzed, as well as how they express themselves in teleworking. In addition, the social relations in which teleworkers are involved with clients or bosses and family members are analyzed, as are the singular experiences concerning time in teleworking, which depend on each teleworker’s current socioprofessional situation and the professional course. As a result of this study, it is shown that the relation between time and work in teleworking assumes subjective engagement from teleworkers, which we call individualizing engagement. This sort of engagement would imply an association between time management based on self-control (of one’s self) and on selfdiscipline (of time) and the production of time as elastic matter, which according to its necessity, could be “extended”, reverting to overwork or full-time availability for work, or “shortened”, in the sense of the logical predominance of a short-term lifestyle.

Este estudo trata da relação entre tempo e trabalho em atividades de teletrabalho. Teletrabalho, na sua definição mais enxuta, seria trabalho realizado a distância com utilização de tecnologias informacionais. O objetivo do estudo é analisar a produção, gestão e experiência do tempo no teletrabalho, partindo de entrevistas semi-estruturadas com teletrabalhadores no Brasil e em Portugal, analisadas por meio da metodologia da “análise da fala”. Para a análise dos resultados divide-se o grupo de entrevistados em dois subgrupos conforme a relação maior ou menor de dependência no trabalho, o grupo dos teletrabalhadores por conta própria (empresários, autônomos e informais) e o grupo dos assalariados. Aborda-se o surgimento e definição do teletrabalho em um contexto de transformações sociotécnicas que são ao mesmo tempo sociais, organizacionais e tecnológicas, em especial a flexibilidade no e do trabalho e a expansão da utilização de tecnologias informacionais. Analisam-se as práticas e discursos contemporâneos sobre a flexibilidade e a individualização no trabalho e como se expressam no teletrabalho. Além disso, analisam-se as relações sociais em que estão envolvidos teletrabalhadores, com clientes ou chefias e familiares. Analisam-se também as experiências singulares do tempo no teletrabalho, que depende da situação socioprofissional atual e do percurso profissional de cada teletrabalhador. Como resultado deste estudo, mostra-se que a relação entre tempo e trabalho, no teletrabalho; pressupõe o engajamento subjetivo dos teletrabalhadores, que denominamos engajamento individualizante. Esse tipo de engajamento implicaria a associação entre uma gestão do tempo baseada no autocontrole (de si) e na autodisciplina (do tempo) e a produção do tempo como matéria elástica, que, conforme a necessidade, poderia ser “estendida”, revertendo-se em sobretrabalho ou disponibilidade integral para o trabalho, ou “encurtada”, no sentido da predominância da lógica do curto prazo. / This study is about the relation between time and work in teleworking activities. Teleworking, in its most concise definition, would be the work done from a distance utilizing informational technologies. The objective of the study is to analyze the production, management and experience of time in teleworking, starting with semi-structured interviews with teleworkers in Brazil and in Portugal, analyzed through the “conversation analysis” method. For result analysis, a group of interviewees is divided into two subgroups according to a greater or smaller relation to work dependency, the group of self-employed teleworkers (entrepreneurs, freelances and informal workers) and the group of wage-earners. The appearance and definition of teleworking are approached in a context of sociotechnical transformations, which are at the same time social, organizational and informational. The contemporary practices and discourses on work flexibility and individualization are analyzed, as well as how they express themselves in teleworking. In addition, the social relations in which teleworkers are involved with clients or bosses and family members are analyzed, as are the singular experiences concerning time in teleworking, which depend on each teleworker’s current socioprofessional situation and the professional course. As a result of this study, it is shown that the relation between time and work in teleworking assumes subjective engagement from teleworkers, which we call individualizing engagement. This sort of engagement would imply an association between time management based on self-control (of one’s self) and on selfdiscipline (of time) and the production of time as elastic matter, which according to its necessity, could be “extended”, reverting to overwork or full-time availability for work, or “shortened”, in the sense of the logical predominance of a short-term lifestyle.

The main aim of the study is to investigate the flows of information and the impact and added value of Information and Communication Technologies (ICTs) on the integration of information flows. This concept is related to the optimal design of organisational (and other) systems that allow the right decision to be made by the right person at the right time in an appropriate location. Clearly, information that is often distributed needs to come together in an efficient way to allow the best use of resources to maximize the information value. The virtual organisation (VO) is a new style of working that allows completion of tasks across time and location. The use of ICTs is viewed as a facilitator of these tasks and their application provides good examples to extend their use. The most common types of VOs are home offices, teleworking centres, mobile offices and `hotelling'. Teleworkers still face several problems, such as managing their work, lack of appropriate communications to complete their work efficiently, and isolation. This study applied an information-driven approach to investigate the current problems in the teleworking environment, and solutions are proposed to improve the flow of information in the VOs. The data required were collected by questionnaire survey, semi-structured interviews, and document analysis. Members of the Telework Association (TCA) in the UK were invited to take part in this survey, and 153 out of 800 respondents came from this source. From subsequent analysis of the data collected, there is indeed an issue with the use and integration of information flows in VOs. An in depth study of six individual cases revealed a lack of information sharing, poor understanding of information needs, and low rates of access to online information. Soft solutions can be achieved through understanding information needs, developing information policy, and training. Hard solutions can be achieved through using online information, using workflow software, upgrading the speed of Internet connection, using information sharing systems, and arranging more open access to information. Some indicators of future research can be mentioned, particularly in conducting the second generation of information audit in teleworking practice, to study knowledge management (KM) practices in teleworking, to develop information policies to enhance teleworking practices, to focus on the information needs of teleworkers, to evaluate the impact of software applications (such as workflow software), to implement information sharing systems, and to study the impact of training on information retrieval and use.

This study was conducted in order to understand stressful situations and stress coping strategies among employees who were working from home during the covid-19 pandemic. In attempt to bridge this knowledge gap, a critical incident approach was employed. Twelve (12) participants who were working from home were obtained purposively to participate in this study. Semi-structured interviews were conducted through zoom to collect data. Critical Incident Technique was used during interviews and thematic analysis were used to analyse data. The study revealed stressors which are lack of enough resources, extra work, lack of autonomy, work future uncertainty, stress due to covid-19, lack of help when needed, difficulties to reach colleagues, job inefficient and presence of telework unsuitable jobs. Coping strategies revealed were positive mindset, seeking social support, physical exercises, self-efforts to find solution of telework challenges, working extra hours and not answering calls or emails on purpose. It was recommended that organizations should determine suitable jobs for telework, providing required resources, granting employees working autonomy, as well as establishing a channel which can be used as a means of communication among employees as well as to be used as an inspiration and encouragement channel through proving motivational adds to help employees to relive their stressful situations.

Sedan december 2019 sprids ett nytt virus i världen, sjukdomen som viruset orsakar har fått namnet Covid-19 och effekterna av viruset har varit dramatiska för organisationer och anställda över hela världen. I och med det nya viruset har många organisationer tvingas till förändring för att försöka förhindra ytterligare spridning, vilket har lett till att många idag arbetar hemifrån. Vi har därför valt att göra en kvalitativ studie i ett företag där de anställda tvingas arbeta på distans sedan våren 2020. I studien har vi undersökt hur de anställdas work-life balance upplevs i det tvingande distansarbetet, som uppstått på grund av Covid-19. Hittills är det oklart om distansarbete underlättar eller snarare komplicerar kombinationen av arbete och hem. Distansarbete kan bidra till positiva effekter som flexibilitet och självstyre men de kan även medföra negativa aspekter som stress och obalans i livet. Tillsammans med informationen från empirin som kommer från semistrukturerade intervjuer där sex personer medverkat samt tidigare forskning har vi analyserat och sett över hur det tvingade distansarbetet påverkar denna organisations work-life balance. Studiens resultat visar på att medarbetarna arbetar längre arbetsdagar, gränsen mellan arbetsliv och privatliv har suddats ut och den sociala kontakten med kollegor har minskat. Vår slutsats från studien är att de anställda upplever en sämre balans mellan privatliv och arbetsliv när de arbetar på distans. / Since December 2019, a new virus has spread around the world, the disease caused by the virus has been named Covid-19 and the effects of the virus have been dramatic for organizations and employees around the world. Due to the new virus, a lot of organizations have been forced to change to try to prevent further spread, which has led to compulsory teleworking. We have therefore chosen to conduct a qualitative study in a company where employees are forced to work at home since the spring of 2020. In the study, we examined how the employees' work-life balance is experienced in the mandatory telework, which has arisen due to Covid-19. So far, it is unclear whether teleworking facilitates or rather complicates the combination of work and home. Teleworking can contribute to positive effects such as flexibility and self-control, but they can also lead to negative aspects such as stress and imbalance in life. Together with the information from the empirical data that comes from semi-structured interviews in which six people participated and previous research, we have analyzed and reviewed how the forced telework affects this organization's work-life balance. The results of our study shows that employees work longer working days, the boundary between work and private life has been blurred and social contact with colleagues has decreased since they started working from home. Our conclusion from the study is that employees experience a poorer balance between private life and working life when they work remotely.

Teleworking is a fastly developing field, but the teacher profession has not been among thosein the forefront. Due to the Coronavirus pandemic several professions, including universityteachers, have been forced into telework in order to decrease infection rates of Covid-19. Thisstudy analyzes how forced telework affects the experience of a changed work situation. Theaim is to examine how, due to the pandemic, forced telework have affected universityteachers’ experience of their work situation and work/family balance. Six qualitativeinterviews are analyzed through themes of room for action, work load, workplace support andwork/family balance by using the Command -control(-support)model and Work/FamilyBorder Theory. Level of responsibility, authority and previous technical abilities and digitalexperience are shown to be important aspects in relation to dealing with the changed workingenvironment. The balance between work and family/private life is experienced differently butyoung children and availability are two aspects which makes boundary-making harder nowcompared to before the switch to teleworking. / Distansarbete blir allt mer förekommande men läraryrket har inte varit en av de framståendeyrkesgrupperna i utvecklingen. På grund av den rådande pandemin har flera yrkesgrupper,däribland universitetslärare, tvingats till distansarbete för att bidra till minskning avsmittspridningen av Covid-19. Detta självständiga arbete undersöker hur påtvingatdistansarbete påverkar upplevelsen av en förändrad arbetssituation. Syftet med föreliggandestudie är att undersöka hur påtvingat distansarbete, i samband med pandemin, har påverkatuniversitetslärares upplevelse av dels sin arbetssituation och dels balansen mellan arbetslivoch privatliv. Sex kvalitativa intervjuer analyseras utifrån handlingsutrymme,arbetsbelastning, stöttning på arbetsplatsen samt balans mellan arbetsliv och privatliv medstöd i Krav-kontroll(-stöd)modellen och Gränsteori. Grad av ansvar och befogenheter samttekniska färdigheter och digital vana är viktiga faktorer relaterat till hur situationen upplevsoch hanteras. Balansen mellan arbete och privatliv upplevs olika men små barn ochtillgänglighet är två faktorer som gör att gränsdragningen mellan arbetsliv och privatlivupplevs svårare nu jämfört med innan omställningen till distans.

Denna studies syfte är att bidra med kunskap om nyanställdas upplevelser av en onboarding som sker på distans. Detta görs genom forskningsfrågorna: “Vilka förväntningar har nyanställda på en onboarding på distans?”, “Hur upplever nyanställda sin möjlighet att anpassa sig till sin nya arbetsroll?” samt “Hur upplever nyanställda sin möjlighet till att skapa nya relationer till kollegor och företaget?”. Studien utgår från en kvalitativ ansats där datainsamlingsmetoden varit semistrukturerade intervjuer. För att samla in empirin har sex semistrukturerade intervjuer genomförts med informanter som inom de senaste sex till åtta månaderna har påbörjat ett nytt distansarbete till följd av Covid-19-pandemins restriktioner. Genom tematisk analys har empirin analyserats i relation till studiens teoretiska ramverk som tar utgångspunkt i Säljös (2014) sociokulturella perspektivet på lärande, med inriktning på Jarvis et al. (2003) sociala lärande, Bergers et al. (1979) socialisation samt Lauvås och Handals (2015) yrkessocialisation. Resultatet visar att en strukturerad och genomtänkt onboarding upplevs vara av stor vikt för att uppfylla nyanställdas förväntningar, inte minst när den sker på distans. Detta går även hand i hand med hur de nyanställda upplever sina möjligheter att anpassa sig till sin arbetsroll. En onboarding på distans resulterar vidare i svårigheter när det kommer till den nyanställdas upplevda möjligheter att skapa relationer till kollegor och att bli en del av företaget. Resultatet visar ytterligare att företagen gör aktiva försök till att skapa rum och utrymme för sociala sammanhang genom digitala forum. Samtidigt möts detta av ett visst motstånd från de nyanställda som tenderar att undvika deltagandet i dessa frivilliga digitala aktiviteter. / This study aims to contribute with knowledge about new employees’ experiences of an onboarding that takes place at a distance during digital working conditions. This is done through three research questions: “What are the expectations of new employees for an onboarding through distance?", "How do new employees experience their opportunity to adapt to their new work role?" and "How do new employees experience their opportunity to create new relationships with colleagues and the organization?". This study is based on a qualitative research strategy where the data has been collected through six semi-structured interviews conducted with informants who within the last six to eight months have started a new employment through distance, due to the consequences of Covid-19. The result has been analyzed through thematic analysis and in relation to the study’s theoretical framework. The theoretical framework is based on Säljös (2014) socio-cultural perspective on learning with a focus on Jarvis’ et al. (2003) social learning, Berger’s et al. (1979) socialization and Lauvås and Handals’ (2015) professional socialization. The result shows that a structured and organized onboarding is of great importance for meeting new employees’ expectations, when it takes place at a distance during digital working conditions. The structure of the onboarding is also essential for how the new employees adapt to their new professional role. Onboarding through distance results in difficulties when it comes to the new employees’ opportunities to create new relationships with colleagues and to become a part of the organization. The result further shows that organizations make active attempts to make space for social context through digital activities. At the same time, this is met by some resistance from the new employees who tend to avoid participating in these voluntary digital activities.

Tidigare forskning framställer ofta distansarbete som en produktivare metod än att arbeta på arbetsplatsen. Syftet med denna studie är att undersöka åsikter om distansarbete hemifrån samt hur de individer som arbetar som tjänstemän upplever att deras produktivitet och effektivitet påverkas i samband med detta. Undersökningen syftar också till att utveckla kunskaper om effekterna av distansarbete, vilka faktorer som är viktiga samt hur produktivitet och effektivitet påverkas av dessa. Studien ska slutligen generera vägledning för hur arbetsmetoden kan användas på bästa sätt. Distansarbete är ett arbetssätt som under senare tid anpassats och utvecklats i takt med datorteknologin och blivit ett mer aktuellt arbetssätt för organisationer och tjänstemän. Empiriska data samlades in genom tolv semistrukturerade intervjuer med respondenter ifrån fyra olika organisationer. Intervjuerna utfördes enligt en intervjuguide som formats utifrån en framtagen teoretisk referensram. Studien genererar kunskaper om faktorer och effekter kring distansarbete hemifrån utifrån åsikter och upplevelser. Vad som återkommer frekvent både i tidigare forskning och i empiriska data kring distansarbetets faktorer och effekter är att social isolering är ett stort problem, men att störningsmoment kan minimeras och generera bättre resultat genom att en högre koncentrationsnivå kan uppnås. Arbetsuppgiftens karaktär bestämmer om distansarbete är fördelaktigt eller inte, varför en kombination lyfts som den bästa metoden. Det är dock viktigt att individen är lämpad för att utföra distansarbete hemifrån och att inte arbetstiden som spenderas på distans är för omfattande om önskad produktivitet och effektivitet ska uppnås. / Previous research presents teleworking as a more productive method than working in the workplace. The purpose of this study is to investigate opinions about teleworking at home as well as how the individuals working as office workers feel about how their productivity and effectiveness are affected. The study also aims to develop knowledge about the effects of telework, which the important factors are, and how productivity and effectiveness are affected by these. This should generate guidance on how to best use the working method. Telework is a working method that has been adapted and developed in line with the computer technology and has become a more current way of working for organizations and office workers. Empirical data was collected through twelve semi-structured interviews with respondents from four different organizations. The interviews were conducted according to an interview guide formed based on a developed theoretical reference frame. The study generates knowledge about the factors and effects of teleworking from home through opinions and experiences. What is recurring frequently in both previous research and the empirical data regarding the factors and effects of teleworking is that social isolation is a major problem, but disruptive moments can be minimized and generate better results by achieving higher concentration. The task decides if teleworking is advantageous or not, that is why a combination of both teleworking and working in the workplace highlights as the best combination. However, the individual must be suitable for doing the telework from home and the working time spent at distance can not be too extensive if the desired productivity and effectiveness should be achieved.

More public and private organisations offer working from home as an alternative way of working for their employees. Working from home (WFH) has both benefits and drawbacks for the employees when it is compared to the office working. While some of the researchers, such as Shafizadeh et al. (2000) claim that working from home increases the productivity of the employees, other researchers, such as Monteiro et al. (2019) claim the opposite. This study analysed five research articles published in year 2000 and five research articles published in years 2019 and 2020 to discover the factors having an influence on the productivity of the employees who work from home, whether the influence of these factors have on the productivity is positive or negative and whether the factors have changed from year 2000 to the recent years (2019 and 2020). The study results indicate that working from home has an influence on productivity of the employees. While influences of some of the factors are either positive or negative, the influence of some of the factors depend on the characteristics and attitude of the employees and the circumstances.

Purpose - This study aims to identify how remote work may negatively influence the innovative climate, and how organizations can overcome the identified challenges. In doing so, we present challenges of remote work and solutions of how organizations, leaders, and employees can manage the challenges.  Method – The analysis was based on 18 interviews with industry experts and employees at the case study company, as well as secondary data regarding best practices. We combined and analyzed all data by thematic analysis. Findings - We identified 12 challenges with remote work that negatively influences the innovative climate within four areas: communication, collaboration, resources, and leadership. We have also mapped out 14 solutions to overcome those identified challenges.  Theoretical contribution - Remote work has been investigated several times but the connection to the innovative climate has not earlier been established. Thus, in this study, we bridge the gap between the challenges of remote work and the innovative climate at organizations. Additionally, independent of the COVID-19 pandemic, we contribute with findings on how remote work may negatively influence the innovative climate in organizations, how organizations can overcome these challenges, and how an innovative climate can be fostered remotely. Practical implications - We show how remote work negatively influences the innovative climate at organizations and what leaders, employees, and organizations could do to overcome these challenges and foster innovation despite working remotely. See appendix 4, 5, 7, and 8 for practical guidelines that describe what four different stakeholders (leaders, employees, organizations, and meeting moderators) can do, and appendix 6 for a suggested etiquette for remote meetings. Limitations of the study - We collected most of the data through one company in the high technology industry focused on gathering qualitative findings. Thus, our findings might be limited in terms of generalizability. Therefore, validation of our findings in other industries would be interesting for future research. / Syfte - Studiens syfte var att identifiera hur distansarbete negativt kan påverka det innovativa klimatet hos organisationer och hur dessa utmaningar kan övervinnas. För att uppnå det presenterade vi utmaningar med distansarbete samt lösningar på hur organisationer, ledare, mötesmoderatorer och anställda kan hantera utmaningarna. Metod – Analysen baserades på 18 intervjuer med branschexperter och anställda vid fallstudieföretaget, samt sekundära data om bästa praxis. All data analyserades med hjälp av tematisk analys. Resultat - Vi identifierade 12 utmaningar med distansarbete som negativt påverkar det innovativa klimatet inom fyra områden: kommunikation, samarbete, resurser och ledarskap. Vidare har vi kartlagt 14 lösningar för att övervinna de identifierade utmaningarna. Teoretiskt bidrag - Distansarbete har undersökts flera gånger men kopplingen till det innovativa klimatet har inte fastställts tidigare. I denna studie överbryggar vi klyftan mellan utmaningarna med distansarbete och det innovativa klimatet i organisationer. Dessutom, oberoende av COVID-19-pandemin, bidrar vi med kunskap om hur distansarbete kan påverka det innovativa klimatet hos organisationer negativt, hur organisationer kan övervinna dessa utmaningar och hur ett innovativt klimat kan främjas på distans. Praktiska implikationer - Vi visar hur distansarbete negativt påverkar det innovativa klimatet i organisationer och vad ledare, anställda och organisationer kan göra för att övervinna dessa utmaningar och främja innovation trots att de arbetar på distans. Se bilaga 4, 5, 7 och 8 för praktiska riktlinjer som beskriver vad fyra olika roller (ledare, anställda, organisationer och mötesmoderatorer) kan göra, och bilaga 6 för ett förslag på en etikett för distansmöten. Studiens begränsningar - Majoriteten av studiens kvalitativa data samlades in från ett företag och därför kan våra resultat vara begränsade avseende generaliserbarhet. Validering av våra resultat i andra branscher skulle därför vara aktuellt för framtida studier.