Prior to COVID-19, telework was a key action adopted by companies to foster employee wellbeing, but the evidence of its effects was equivocal. This study aims to 1) develop and validate a questionnaire measuring the quality of telework (QoT-q) and 2) assess the impact of telework on employee work engagement and work-family balance in the case of high-quality telework (HqT), low-quality telework (LqT), and no telework (NoT). The sample consists of 260 workers from three Italian organizations. Through principal component analysis and Cronbach’s alpha values, the final QoT-q comprised three areas: 1) agile workplaces, 2) flexible worker, and 3) virtual leadership. ANOVAs showed that job resources, work engagement, and work-family balance are significantly higher among HqT, while job demands do not differ or were lower. The Job Demands-Resources model was useful to explain the effects of telework. Implications for future research and practice are presented.

Miglioretti, M., Gragnano, A., Margheritti, S., Picco, E. (2021). Not All Telework is Valuable [No todo teletrabajo es valioso]. REVISTA DE PSICOLOGÍA DEL TRABAJO Y DE LAS ORGANIZACIONES, 37(1 (April 2021)), 11-19 [10.5093/jwop2021a6].

Not All Telework is Valuable [No todo teletrabajo es valioso]

Miglioretti, Massimo
Primo
;
Gragnano, Andrea
Secondo
;
Margheritti, Simona
Penultimo
;
Picco, Eleonora
Ultimo
2021

Abstract

Prior to COVID-19, telework was a key action adopted by companies to foster employee wellbeing, but the evidence of its effects was equivocal. This study aims to 1) develop and validate a questionnaire measuring the quality of telework (QoT-q) and 2) assess the impact of telework on employee work engagement and work-family balance in the case of high-quality telework (HqT), low-quality telework (LqT), and no telework (NoT). The sample consists of 260 workers from three Italian organizations. Through principal component analysis and Cronbach’s alpha values, the final QoT-q comprised three areas: 1) agile workplaces, 2) flexible worker, and 3) virtual leadership. ANOVAs showed that job resources, work engagement, and work-family balance are significantly higher among HqT, while job demands do not differ or were lower. The Job Demands-Resources model was useful to explain the effects of telework. Implications for future research and practice are presented.
Articolo in rivista - Articolo scientifico
Employees; JD-R model; Questionnaire; Telework; Wellbeing;
English
2021
37
1 (April 2021)
11
19
open
Miglioretti, M., Gragnano, A., Margheritti, S., Picco, E. (2021). Not All Telework is Valuable [No todo teletrabajo es valioso]. REVISTA DE PSICOLOGÍA DEL TRABAJO Y DE LAS ORGANIZACIONES, 37(1 (April 2021)), 11-19 [10.5093/jwop2021a6].
File in questo prodotto:
File Dimensione Formato  
1576_5962_rpto_37_1_0011.pdf

accesso aperto

Tipologia di allegato: Author’s Accepted Manuscript, AAM (Post-print)
Dimensione 270.3 kB
Formato Adobe PDF
270.3 kB Adobe PDF Visualizza/Apri

I documenti in IRIS sono protetti da copyright e tutti i diritti sono riservati, salvo diversa indicazione.

Utilizza questo identificativo per citare o creare un link a questo documento: https://hdl.handle.net/10281/305700
Citazioni
  • Scopus 32
  • ???jsp.display-item.citation.isi??? 31
Social impact