Organisations have implemented intensive home-based teleworking in response to global COVID-19 lockdowns and other pandemic-related restrictions. Financial pressures are driving organisations to continue intensive teleworking after the pandemic. Understanding employees’ teleworking inclinations post COVID-19, and how these inclinations are influenced by different factors, is important to ensure any future, more permanent changes to teleworking policies are sustainable for both employees and organisations. This study, therefore, investigated the relationships between the context of home-based teleworking during the pandemic, productivity perceptions during home-based (...) teleworking, and employees’ future teleworking inclinations beyond the pandemic. Specifically, the study examined whether pandemic-teleworking conditions related to the job, and the physical and social environments at home, influenced employees’ FTI, and if perceptions of improved or reduced productivity mediated these relationships. Data were collected during April and May 2020 with a cross-sectional online survey of teleworkers in Germany, Switzerland, the United Kingdom, and other countries during the first COVID-19 lockdowns. Reported FTI were mixed. Most participants reported wanting to telework more post-pandemic compared to before the pandemic; however, 18% wanted to telework less. Hierarchical multiple regression analysis revealed that some teleworking conditions were positively associated with FTI. Other teleworking conditions were not associated with FTI. Perceived changes in productivity mediated the relationship between work privacy fit and FTI. Findings highlight the role of work privacy fit and job demands in influencing pandemic productivity perceptions and teleworking inclinations post-pandemic. Results raise questions about the suitability and sustainability of home-based teleworking for all staff. As organisations plan to increase the proportion of teleworking post-pandemic, this study suggests there is a need to support employees who perceived their productivity to be poor while home-working during the pandemic. (shrink)

COVID-19 confronted many people with an abrupt shift from their usual working environment to telework. This study explores which job characteristics are perceived as most crucial in this exceptional situation and how they differ from people’s previous working conditions. Additionally, we focus on job crafting as a response to this situation and how it is related to employees’ well-being. We conducted an online survey with N = 599 participants, of which 321 reported that they were telework newcomers. First, (...) we asked participants to indicate the three most important advantages and disadvantages they see in telework. The subsequent questionnaire contained a comprehensive measure of working conditions before and during the pandemic, job crafting behaviors, and indicators of well-being. Based on the qualitative answers, we identified three major advantages and disadvantages. Quantitative results indicate perceived changes in all job characteristics for telework newcomers. Concerning working conditions and well-being, job crafting activities that aim to increase structural and social resources are important mediators. The findings underline the need to design appropriate telework conditions and encourage job crafting activities to foster occupational well-being. (shrink)

Business Ethics: A European Review, EarlyView.

The COVID-19 pandemic has already had an enormous impact on numerous aspects of human society such as health, education, economy, business, or work and created favorable conditions for the expansion of teleworking. The aim of the paper is to identify and analyze five teleworking impact factors that affect thewellbeing and productivity of employees. The data were gathered by a quantitative research method through a questionnaire applied to 327 Romanian employees who hold a Bachelor or Master degree. Firstly, they were analyzed (...) and interpreted through a factorial analysis focusing on the five teleworking impact factors. Secondly, the authors carried on cluster analysis, followed by multiple linear regression, using R statistical software. This study shows that there is a plethora of factors that influence the wellbeing and productivity of employees: individual and societal factors, organizational and work-related factors, technological factors, social factors at home, and social factors at work. Also, the cluster analysis brings to light significant differences between various Romanian employees such as: their gender, income, age, education, and city size. (shrink)

Suddenly, COVID-19 has changed the world and the way people work. Companies had to accelerate something they knew was imminent in the future, but not immediate and extremely humongous. This situation poses a huge challenge for companies to survive and thrive in this complex business environment and for employees, who must adapt to this new way of working. An effective e-leadership, which promotes companies’ adaptability, is needed. This study investigates the existing knowledge on teleworking and e-leadership; and analyzes the supposed (...) challenges. The literature review shows that companies with effective e-leadership can view teleworking as an opportunity. It is advantageous for not only companies’ productivity but also the environment and people who work remotely. However, a traditional or no leadership can result in some risks. Thriving in remote work environments implies that managers must adjust the companies’ structure, making them less hierarchical, and developing new abilities to establish a strong and trustworthy relationship with their employees to maintain their competitiveness, while retaining a genuine concern for their employees’ well-being. Similarly, successful e-leadership must be able to consolidate and lead effective virtual teams to accomplish organizational goals. This study contributes to the literature and leaders during the pandemic. (shrink)

The COVID-19 pandemic has driven organizations to implement various flexible work arrangements. Due to a lack of longitudinal studies, there is currently no consensus in specialized literature regarding the consequences of flexible work arrangements on employee mental health, as well any long term potential impacts. Using the Job Demand-Resource Model, this study documents consequences of the implementation of two types of flexible work arrangement: work schedule flexibility and teleworking on employee mental health over time, and the mediating role played by (...) work overload during the accelerated implementation of flexible work arrangements in the course of the COVID-19 pandemic. Using a longitudinal design and probabilistic sampling, 209 workers participated in this study, twice answering a flexible work arrangement and mental health questionnaire during the pandemic. Findings of this moderated-mediation suggest that work schedule flexibility generates positive effects on mental health over time due to decreased work overload, but only for employees not working from home. These results offer theoretical and practical implications applicable to organizations considering implementation of flexible work arrangements, particularly with regard to how these flexible practices could support a balance between demand and resources, their impact on work overload, and employee mental health over time. (shrink)

Feminist scholars have consistently argued for broadened definitions of work that include the invisible family and emotion work done predominantly by women. This article focuses on women's resistances to placing these various activities into the common category of work. Drawing from interviews with teleworkers, it examines how and why women narrowed the meaning of work and explores some of the costs that may accompany a more expansive definition of work.

“Why does the major emphasis appear to be on using telework as a cost-cutting mechanism, rather than as an approach which treats people as valued long-term assets?” This important study exploring the ethical ambiguities and challenges of teleworking was first presented at an Imperial College Management School Conference on Ethical Issues in Contemporary Human Resource Management in April last year, sponsored jointly by EBEN-UK, the British Chapter of the European Business Ethics Network, and BUIRA, the British Universities Industrial Relations (...) Association. Chris Moon is Senior Lecturer in Occupational Psychology and Human Resource Management at Anglia Business School, Anglia Polytechnic University, Danbury Park Conference Centre, Danbury, Chelmsford CM3 4AT, as well as teaching the MBA Business Ethics programmes at Imperial College Management School, University of London. Celia Stanworth is Senior Lecturer in Human Resource Management at the Business School, University of Greenwich, Riverside House, Woolwich, London SE18 6BU, and has published widely in the area of teleworking. (shrink)

“Why does the major emphasis appear to be on using telework as a cost‐cutting mechanism, rather than as an approach which treats people as valued long‐term assets?” This important study exploring the ethical ambiguities and challenges of teleworking was first presented at an Imperial College Management School Conference on Ethical Issues in Contemporary Human Resource Management in April last year, sponsored jointly by EBEN‐UK, the British Chapter of the European Business Ethics Network, and BUIRA, the British Universities Industrial Relations (...) Association. Chris Moon is Senior Lecturer in Occupational Psychology and Human Resource Management at Anglia Business School, Anglia Polytechnic University, Danbury Park Conference Centre, Danbury, Chelmsford CM3 4AT, as well as teaching the MBA Business Ethics programmes at Imperial College Management School, University of London. Celia Stanworth is Senior Lecturer in Human Resource Management at the Business School, University of Greenwich, Riverside House, Woolwich, London SE18 6BU, and has published widely in the area of teleworking. (shrink)

In this paper, we explore a popular flexible work arrangement, home-based telework, in the Indian IT industry. We show how IT managers used the dominant meanings of telework to portray telework as an employee benefit that outweighed the attendant cost—intensified work. While using their discretion to grant telework, the managers drew on this portrayal to orchestrate a negotiated exchange with their subordinates. Consequently, the employees consented to accomplish the intensified work at home in exchange of (...) class='Hi'>telework despite their opposition to the intensified work in the office. Thus, whereas the extant studies consider work intensification as an unanticipated outcome of using FWAs, we show how firms may use FWAs strategically to get office-based intensified work accomplished at home. While the dominant argument is that employees reciprocate the opportunity to telework with intensified work, we show a discursively orchestrated negotiation that favors management. A corrective policy measure is to frame telework as an employee right. (shrink)

In the context of change to the “new modernity” described in Beck’s work, companies develop management modes and methods that focus more and more on individuals. Constitutive of the individualization process, human resources practices have become ambivalent as the process itself. This contribution examines how a managerial and organizational innovation as telework contributes to the process of individualization, and the paradoxes it addresses to management. At the interface of the social and the technical, teleworking appears as a flexible arrangement, (...) meeting employees’ and employer’s demands – which is a characteristic of the process of individualization – by simultaneously fragmenting collectivity, exposing individuals to social risk, and producing exclusion. The authors focus on two consecutive paradoxes of such individualized managerial practices: the individual–collective dilemma and the autonomy–control paradox. Finally, the paper reveals HRM as a new institution of individualization in a world where regulation functions are more and more transferred to individuals themselves. (shrink)

The imposition of telework due to the COVID-19 pandemic brought with it the need for individuals to readjust their work-non-work boundaries. In this crisis situation, individuals’ needs to manage these boundaries may have been influenced by contextual factors, such as family-supportive supervisor behaviors and macro-structural aspects, such as the country to which the teleworkers belong. This study tests the mediating effect of boundary control on the relationship between FSSB and satisfaction with life and examines the moderating effect of the (...) country in the relationship between FSSB and boundary control. With a sample of 108 Portuguese and 118 Pakistani individuals, the results were analyzed using Process tool. FSSB was found to be important for teleworkers to control their boundaries and for their satisfaction with life and this control was also seen to contribute to higher levels of life satisfaction. Differences between the two countries were observed: boundary control mediates the relationship between FSSB and satisfaction with life for Pakistani teleworkers and these workers are more dependent on FSSB to exercise boundary control than Portuguese teleworkers. This study highlights the importance of considering contextual factors when implementing telework. Practical implications are discussed. (shrink)

The belongingness literature has largely examined the antecedents of non-teleworkers’ sense of belongingness, but little attention has been paid to what job-related factors could affect teleworkers’ sense of belongingness. Grounded in organizational support theory, our research focuses on why feedback quality from the direct leader brings sense of belongingness and considers how conscientiousness of teleworkers shapes this effect. Based on data from 329 participants obtained at three different time points from one technology service organization in China, our results indicated that (...) teleworkers’ perceived organizational support serves as an essential mediator of the positive relationship between feedback quality from the direct leader and sense of belongingness. Additionally, the teleworkers’ conscientiousness strengthened the positive direct effect of feedback quality on perceived organizational support and the indirect effect on sense of belongingness. The moderating role of conscientiousness in strengthening the link between feedback quality and perceived organizational support was significant for high levels of conscientiousness and not significant for low levels. Finally, we discussed theoretical and practical implications. (shrink)

Based on the review and research on the teleworking modality and the variables that impact it at the organizational level, such as quality of life, communication, organizational culture or productivity, a case study is proposed under the innovation and teleworking model of a company. Japanese automotive industry for the application of Multivariate Analysis techniques such as Principal Component Analysis and Linear Regression, in order to condense the information provided by multiple variables into principal components and validate the relationships and impact (...) that exist between them, thus determining the interdependence and correlation of the same with the telework variable, allowing to simplify the complexity of sample spaces with many dimensions. It was possible to identify the main components with the variables' own labels and the dependent and predictive variables of the case were statistically validated, through the use of the IBM SPSS. (shrink)

COVID-19 made evident the need for workplace digital transformation due to a rapid transition from office to remote work. Therefore, employers must make telework suitable for office workers who suddenly became permanent teleworkers. By using partial least squares path modeling, this article suggests the defining of telework tasks suitability and of telework workplace suitability by performing an empirical study with 691 employees who had experienced a rapid transition from office work to remote work during the pandemic. Both (...) telework tasks suitability and telework workplace suitability are found to have a positive relationship with collaboration and work performance. Employers should therefore especially focus on communication technology when expecting employees work from home to improve work performance and enable collaboration to prevent them from feeling isolated. This study is the first to define telework tasks suitability and workplace suitability for enabling collaboration and improving work performance of teleworkers after an enforced transition from office working to teleworking. (shrink)

This paper looks at various ways teleworking can be linked to surveillance in employment, making recommendations about how telework can be made more acceptable. Technological methods can allow managers to monitor the actions of teleworkers as closely as they could monitor "on site" workers, and in more detail than the same managers could traditionally. Such technological methods of surveillance or monitoring have been associated with low employee morale. For an employer to ensure health and safety may require inspections of (...) the teleworkplace. When the teleworkplace is in the home, there may be an invasion of privacy associated with such inspections, that could be perceived and resented as surveillance. A problem of telework is that teleworkers may feel isolated. Methods to counter this could be associated with further forms of surveillance, and fear of such surveillance may inhibit them from reaching their potential as methods to counter isolation. The idea that teleworking may also allow communications to be intercepted by third parties is also looked at. Some, but not all, of the issues considered are applicable, to some extent, in non-teleworked employment situations. The overall conclusion of the paper is that the potential exists for surveillance to be associated with telework. Fears of such surveillance may turn actors against telework. However, much can be done to reduce such fears. (shrink)

The paper is an attempt to analyse the benefits that remote work could bring in the development of the country. It is organized in three parts. In the first part it engages with the concept of public policy, how it is shaped and should be done to make visible problems that need to be addressed. The second part analysis the benefits of teleworking and potential models for city organization and population distribution to support country development. The last part analyses the (...) case of Albania to discover that remote work, demography, and country development are concepts not yet analyzed in connection for exploring the benefits they could bring. The paper concludes that government should invest in developing human resources in the field of digitalization, so that the number of employees who could telework and companies that could use that expertise is increased. In this way, companies and staff do not necessarily need to locate in the capital or big cities but could locate in medium size cities and periphery. This would contribute to the development of currently neglected areas and decrease living expenses in big cities, making thus more affordable the life for the low-income workers. In doing so, not only the living conditions will improve but the gap between centre and periphery will narrow down and lead to a better distribution of economic benefits across country. (shrink)

With the COVID-19 pandemic, governments implemented successive lockdowns that forced employees to work from home to contain the spread of the coronavirus. This crisis raises the question of the effects of mandatory work from home on employees’ well-being and performance, and whether these effects are the same for all employees. In the present study, we examined whether working at home may be related to intensity, familiarity with WFH, employees’ well-being and creativity. We also examined whether the psychological profile of employees, (...) combining preference for solitude and associated personality variables from the Big Five, may influence the effects of WFH. The data were collected via an online survey from November 13th to December 15th 2020 among 946 employees from various organizations during the second lockdown in France. In addition to identifying two distinctive psychological profiles for employees having to WFH, results revealed that those with a “Solitary” profile reported higher loneliness at work, higher levels of stress, and lower levels of job satisfaction and work engagement than those with an “Affiliative” profile. It was also found that employees with a “Solitary” profile perceived themselves as less creative and produced objectively fewer ideas than individuals with an “Affiliative” profile. The present study suggests the necessity to distinguish the profiles of teleworkers and to offer a stronger support for the less affiliative employees when working from home. (shrink)

This essay considers the impact of digital networks in organizations on worker autonomy. Worker autonomy, the control that workers have over their own work situation, is claimed in this essay to be a key determinant for the quality of work, as well as an important moral goal. Digital networks pose significant threats to worker autonomy as well as opportunities for its enhancement. In this essay, the notion of worker autonomy is analyzed and evaluated for its importance and moral relevance. It (...) is then considered how digital networks both threaten worker autonomy and offer opportunities for its enhancement. Three major opportunities (enhanced communicative powers, increased informedness, teleworking) and threats (electronic monitoring, task prestructuring, and dependency creation) are discussed and analyzed. Finally, the dynamics that determine the impact on worker autonomy of the introduction of a digital network in organizations are investigated. A particular model for analyzing these dynamics and their impacts, Bryan Pfaffenberger's model of a technological drama. It will be illustrated how this model illuminates these dynamics by analyzing them as a dialectic of strategies of technological regularization by design constituencies and technological adjustment by impact constituencies. It will also be assessed what role network design has in this process. (shrink)

In the digital age, the global software development sector has been a forerunner in implementing new ways and configurations for remote teamwork using information and communication technologies on a widespread basis. Crises and technological advances have influenced each other to bring about changes in the ways of working. In the 70’s of the last century, in the middle of the so-called oil crisis, the concept of teleworking was defined using remote computer equipment to access office equipment and thus avoid moving (...) around using traditional vehicles. Then from the 90s, with the advent of communications and the widespread use of the Internet, the first virtual work teams were implemented in software development companies that already had some of the important characteristics needed to work in this way, such as, cultural diversity, characterized tasks, geographical distribution of members, communication, interdependence of tasks, leadership, cohesion, empowerment, confidence, virtuality. This manuscript groups the main factors into different models proposed by the literature and also analyzes the results of a study conducted in the midst of the Covid-19 crisis on 317 software development teams that had to work in virtual teams. The results of the quantitative methodology with structural equation modeling based on variance using the partial least squares route method are analyzed. The results of the research focus on some determinants that can directly affect the performance of the virtual team. A first determinant is communication in relation to the tasks. The second is trust in relation to leadership, empowerment and cohesion. The results of virtual teams provide information that can serve as a basis for future research lines for the implementation of virtual work strategies in post-pandemic work. (shrink)

This research aims to monitor the current situation of confinement in Spanish society motivated by COVID-19 crisis. For this, a study of its socio-family, psychological and educational impact is conducted. The sample (N= 165 families, 89.1% nuclear families with children living in the same household and 20.5% with a relative in a risk group) comes from the Aragonese region (Spain). The instruments used are: Beck-II Depression Inventory (BDI-II); Baron-Cohen and Wheelwright’s Empathy Quotient (EQ) with its cognitive empathy subscale, as well (...) as an ad-hoc questionnaire, reviewed by a panel of experts, to learn about socio-personal, family and housing conditions, use of technology, involvement in school tasks and household, and working condition. The multiple regression analysis results show that the anxiety derived from the current situation is explained in 23.1% (p< 0.001) by the variables: gender (t = -2.31,p= 0.022), level of Internet consumption (t = 2.139,p= 0.034), increase of family conflicts (t = 2.980,p= 0.003) and help with school tasks (t = 2.980,p= 0.040). On the other hand, cognitive empathy is explained in 24.6% (p< 0.001) by the variables: gender (t = -4.690,p< 0.001) and mother’s hours of teleworking (t = 2.101,p= 0.037). All this leads us to conclusions related to preventive systems of social, psychological, and educational aspects to better serve families. These conclusions can be also be transferred to the future with an inclusive care to family settings from those three parameters. (shrink)

New concerns have emerged during the COVID-19 pandemic that greatly impact employees and many other aspects in organizations. We have highlighted the major organizational issues during COVID-19 and classified the relevant research findings based on 45 recent articles. Main themes identified include work setting, perceptions of COVID-19, employee wellbeing, organizational strategies, and influences on career behaviors. Employees have faced challenges due to work conditions that have shifted from traditional commuting to telework. Employees have also become aware of the negative (...) current situation, so their overall wellbeing has been threatened. In response, organizations have strived to promote positive psychological capital for employees as they attempt to cope with this crisis. Organizations have tried to maintain and manage both their employees and their business. People tended to adjust their career-related behaviors based on how they perceived their own wellbeing and organizational strategies. (shrink)

Meta-analytical research has demonstrated the benefits brought by telecommuting to wellbeing. However, we argue that such a setup in the course of the coronavirus disease pandemic exerts negative effects. On the basis of conservation of resources theory, this study determined how telecommuting depletes wellbeing through obstructing psychological detachment from work. Moreover, we incorporated family interfering with work and family–work enrichment as moderators that can buffer the negative effect of telecommuting on psychological detachment from work. Time-lagged field research was conducted with (...) 350 Chinese employees, and findings largely supported our theoretical hypotheses. The elevated level of telecommuting results in minimal psychological detachment from work, which then leads to low wellbeing. Meanwhile, the negative effect of the extent of telecommuting on psychological detachment from work is reduced by family interfering with work. These findings extend the literature on telecommuting and psychological detachment from work through revealing why teleworkers present negative feelings during the pandemic. (shrink)

The author considers the field of the Media, analyzing some of its structural aspects; especially the socioeconomics. He begins with the democratic horizon and concludes his analysis of the «telework», showing clearly its evolution and the liberation of the new technologies market. He also shows the positive influences of the Mass Media and the risks to which it is exposed.

Elite U.S.-based global law firms concentrate in the costliest districts of superstar cities, especially two neighborhoods in Manhattan. This pattern has persisted despite both the dispersal of Biglaw clients across less-dense, lower-cost U.S. geographies and the development of telework capacity. It suggests a puzzle: law is among the occupations most conducive to remote work, yet Biglaw prior to the coronavirus pandemic required in-person work in the priciest places—meaning it paid a premium on both of its biggest expenses, wages and (...) real estate. How might this equilibrium be explained, and what might lead it to change? This Article contends that Biglaw clustering reflects a management preference for the exploitation of proven strategies over the exploration of novel and uncertain ones—but that the pandemic telework experience is eroding this dichotomy. This analysis has direct implications for private international law practice, where large-scale transactions and disputes are handled by Biglaw firms and involve significant international travel. This Article contributes to a growing literature on telework’s impacts on cities, labor markets, and industries, and is the first to extend that focus to Biglaw and PIL. A post-pandemic Biglaw embrace of dispersal via telework would destabilize standard accounts of collaboration in agglomeration economies. While the Article expresses skepticism about that outcome, it identifies a mechanism by which it might plausibly come about. Crucially, this mechanism—the replacement of an exploit vs. explore choice with two different exploit options—posits as the key driver not technology but management learning and innovation that quickened during the pandemic. (shrink)

Due to the confinement imposed by the COVID-19 pandemic situation, companies adopted remote work more than ever. The rapid rise of remote work also affected local life and many employers introduced or extended their telework activities because of the associated advantages. However, despite the evident positive benefits, some employees were pressured to work remotely while ill. This evidence brought new challenges to the presenteeism literature. This article investigates how individual, economic/societal, and organizational/sectorial/supervisory-related variables can moderate the role of a (...) contagious disease, such as the COVID-19, in explaining presenteeism behavior. Moreover, the current research presents a multi-level conceptual model to describe how a new construct of remote-work presenteeism behavior mediates the relationship between different post pandemic health conditions and future cumulative negative consequences. The authors suggested that the widespread pervasive adoption of remote work because of COVID-19 has important implications for the presenteeism literature and opens avenues for further research. (shrink)

Due to digital transformation, technology advancements, telework, we can no longer pretend that traditional work offers high incentives and efficiency, but on the contrary, traditional work falls behind each year, deeming organizations and individuals to adopt the agile work. Rapid technological developments have altered the way businesses operate, with the goal of producing viable solutions in an environment fraught with unpredictability. This paper is a theoretical narrative review on the general topic of agile work. The present paper addresses the (...) issue of determining the best international practices for implementing agile methodology at work, carrying out a theoretical narrative review. Basing on literature on present-day theory the authors make an attempt to explain the implications of implementing agile methodologies into organizational culture, summarize existing approaches to classifying the main effects on implementing agile methodologies at work, consolidate and document best international practices for agile methodologies development among employers. After defining the concepts of agile method tailoring and agile maturity, the data obtained in the theoretical narrative analysis reveal that the implementing agile methodologies have a direct impact on management style, on teams, on learning environments, and on employee’s mental health. An overall conclusions and discussions section is presented along with the personal opinion of authors. This work is intended to open a post-pandemic agile work research methodology, since there are no systematic approaches to this topic. (shrink)

_'Shirley zips into her skin-tight school uniform, which on the outside looks something like a ski suit. The lining of the suit in fact contains cabling that makes the suit a communication system and there are pressure pads where the suit touches skin that give a sense of touch. Next, she sits astride something that is a bit like a motorbike, except that it has no wheels and is attached firmly to the floor. Her feet fit on to something similar (...) to a brake and accelerator and her gloved hands hold onto handlebars. She shouts, "I'm off to school, Dad". Her father, who is taking time out from his teleworking, begins to remind her that the family are going teleshopping in the virtual city later in the day, but it is too late, his daughter has already donned her school helmet. She is no longer in the real world of her real home, she is in the virtual world of her virtual school.'_ Is this the shape of the future of education? This book presents a vision of what will happen to education and training as information technology develops. The argument is simple. To prepare people for life in an information society they need to be taught with the technology of an information society. But what shape will that take? Can the classroom as we know it - a communications system which has been in place for four thousand years - be replaced? The authors argue that through the development of telecommunications for telelearning a genuine revolution in education is in the making. The book describes how, through the convergence of a cluster of new technologies including virtual reality, artificial intelligence, nanotechnology and the superhighways of telecommunications, a new educational paradigm will emerge in the form of a virtual class. Teachers, trainers and educators who worry about how best to prepare students for life in an ever-changing world will find much inspiration in this engagingly written and jargon-free book. (shrink)

This article examines the transformation of the labor market under the influence of informatization of society. It is noted that in the conditions of globalization and informatization of the nowadays a post-industrial society has been formed, in which information is a determining factor of production. New opportunities and challenges of the labor market in the conditions of information society development are analyzed. The informatization of society changes the conditions, nature and forms of work. Extensive digitalization, the use of cloud technologies (...) and artificial intelligence systems are displacing traditional forms of employment towards teleworking, which makes workers more mobile and able to optimize working hours. It is established that the spread of technology increases the efficiency of the recruitment and searching job processes. Informatization of society contributes to the creation of a digital labor market, which forms the demand and supply of information and computer technology workers. In the context of informatization of society, the labor market is characterized by an imbalance between supply and demand of labor due to structural changes in the economy. Among the challenges of the labor market are rising unemployment in the raw materials industries, robotics and automation of routine manual labor. The digitalization of the economy leads to the need to adjust government regulation of business and provide social guarantees for employees. It is noted that the informatization of society provides more benefits to the labor market than obstacles. Solving the problems it raises, promotes progress and economic development. (shrink)

En s’intéressant aux rythmes et aux temporalités associés à l’utilisation des espaces de coworking, cet article a vocation à rendre compte de la manière dont les coworkers, en majorité indépendants et télétravailleurs salariés à distance, utilisent l’espace pour concilier vie personnelle et vie professionnelle, contraintes professionnelles et aspirations à un mode de vie. Nous montrons que la présence dans les espaces de coworking est fréquemment associée à des transitions et des bifurcations aussi bien professionnelles que résidentielles, mettant en évidence des (...) rationalités qui relèvent du projet de vie. Confrontées à de nouvelles contraintes temporelles et spatiales générées par le statut de télétravailleur ou d’indépendant, ces personnes trouvent dans le coworking une manière de borner spatialement le travail. En offrant un lieu dédié à l’activité professionnelle, en instaurant des rythmes collectifs et en libérant l’espace domestique du travail, les espaces de coworking peuvent alors servir d’outils de régulation des temporalités. Cependant, alors que la littérature sur le coworking a beaucoup insisté sur sa dimension flexible et agile, notre étude met en évidence la permanence de l’importance des cadres spatiaux et sociaux de l’activité dans l’articulation entre rythmes individuels et sociaux. (shrink)