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"Home is at work and work is at home": Telework and individuals who use augmentative and alternative communication
Abstract
Telework, the use of distance communication technologies to participate in the workforce, has been suggested as a promising employment strategy for individuals with disabilities.
The goal of this study was to obtain a better understanding of the benefits and negative impacts of telework, as well as the supports and challenges to telework activities, for persons who use augmentative and alternative communication (AAC).METHODS: This study used a series of focus group discussions, conducted on the internet, to examine the employment experiences of nine individuals with disabilities who used AAC and who held jobs that involved the use of telework.
Four major themes emerged from the discussion: (a) benefits of telework, (b) negative impacts of telework, (c) strategies for addressing negative impacts of telework, and (d) recommendations for improving employment outcomes for individuals who use AAC.
In summary, while participants identified the elimination of travel time and flexible work schedules as key strengths of telework, concerns were expressed regarding feelings of isolation and the difficulty in separating home and work environments. The participants also emphasized the important role of educational programs in supporting the acquisition of literacy and self-advocacy skills, and the need for post-secondary programs to support the school-to-workplace transition.
... Similarly, Richardson and colleagues (2019) found that a lack of support from schools and employment services contributed to an inability for participants to acquire skills necessary for employment (e.g., managing money and counting change). Moreover, other researchers noted that students with CCN experienced a lack of transition planning/preparation for employment, and that their academic experience did not transfer to the workforce (McNaughton et al., 2012(McNaughton et al., , 2014. Parents also expressed the need for increased resources and in mean length of utterance, rate of speech generation, incidence of social acts). ...
... Parents also identified a lack of accessible information on navigating the transition process (Haddow, 2004). Employed individuals with CCN who used AAC reported a lack of mentorship programming throughout their transition to employment, noting that the opportunity to meet someone successfully employed with CCN who used AAC would have had a positive impact on them (McNaughton et al., 2014). ...
... Limited Literacy Skills, Vocabulary, and Access to AAC Technology. Four studies reported limited literacy skills as a barrier to engagement in postsecondary education, employment, and socializing/friendships (Clegg et al., 2012;Cooper et al., 2009;Lund & Light, 2001;McNaughton et al., 2014). Clegg et al. (2012) illustrate the challenges of reading work documents and utilizing work-specific vocabulary without adequate literacy skills. ...
Transitioning to adulthood is a complex and challenging process for youth with complex communication needs (CCN) and/or who use augmentative and alternative communication (AAC). This scoping review examined and consolidated available evidence documenting transition barriers and facilitators. Eight databases were searched systematically using complex communications needs/augmentative and alternative communication, transition programs, and adulthood as key terms. Participants aged 14-35 years and interventions focused on transition to occupations, including education, employment, leisure pursuits, or socializing/relationships. The search yielded 3459 records, which were screened by three independent raters. Twenty-three articles met the inclusion criteria. Studies focused primarily on employment (n =18), postsecondary education (n = 10), and socializing/relationships (n = 13). Programs experience and outcomes varied. Enabling factors included organizations, transition-focused programs, and social networks. Barriers included low expectations, lack of programs/supports, and limited literacy skills. Future studies must include richer descriptions of programs/services and participants, while more work is required to explore long-term outcomes.
... Baker et al. (2006) identified the potential for telework to increase employment opportunities for PwD, but also noted the need for policies to ensure their inclusion in the workplace and minimize social isolation. McNaughton et al. (2014) noted problems with telework, such as blurring lines between work and home life and social isolation, but also the benefits of reducing commute time. Linden and Milchus (2014) found that telework was prevalent in white-collar jobs and was seen as a fundamental accommodation for PwD, but the rationale for telework was complicated and calls for better strategies to make it easier for PwD to work remotely were made. ...
... ,Moon et al. (2014),Baker et al. (2006),McNaughton et al. (2014). 2. The impact of telework on job satisfaction, productivity, and lessened absenteeism, which varies depending on factors such as age, education level, type of job, and company size.Linden and Milchus (2014), Giovanis and Ozdamar(2019), Moon et al. (2014), McNaughton et al. (2014). ...
... ,Moon et al. (2014),Baker et al. (2006), McNaughton et al. (2014.Post-Covid-19 global studies on the perceived advantages and disadvantages of home-based work, including social isolation, work-life balance, intersectionality, pay gaps and disability-inclusive policies.Schur et al., 2020;Igeltjørn and Habib (2020), Giovanis and Ozdamar (2019),Morris (2021),Das et al. (2021). ...
This research represents one of the first literature reviews of remote work opportunities for persons with disabilities. Given the fact that persons with disabilities represent almost 15% of the total world population and that this category of people is facing huge challenges in terms of employment inclusion and risk of poverty, it is obvious that remote work arrangements provide excellent employment opportunities for persons with disabilities. This argument, in combination with the enormous growth of remote work platforms and digital entrepreneurship, represents a key reason for the rising interest of the research community in this topic. The aim of this research was to identify the current state of the academic literature in the area of remote work opportunities and persons with disabilities and to identify gaps in the current body of knowledge as a basis for future research recommendations. Insight, critique, and transformative redefinition of the current academic literature on remote work and persons with disabilities were applied to analyze and synthesize the literature. In total, around 80 articles were analyzed by theoretical focus, methodology, time, and geography. Google Scholar search was conducted during December 2022 using a comprehensive search strategy built around the following major topics: 1. persons with disabilities in the labor market, 2. remote work and the persons with disabilities, and 3. remote work capacity of the persons with disabilities. The results of this research show that the research on the remote work capacity of persons with disabilities is fragmented and that more studies covering different aspects of remote work opportunities for persons with disabilities are needed, especially those that will be quantitative in their nature and more integrative. This research has contributed towards a better understanding of the literature gaps in regard to remote work opportunities for persons with disabilities and points to some future research directions such as skills and competencies of persons with disabilities for remote work, the challenges of remote work for persons with disabilities, and the requirements of the remote work platforms and other remote work opportunities.
... You know, if a guy's working or if he's tough guy or not. You know, so there's a lot of things that can isolate guys' [57] Telework-virtual interactions: 'It's just like you're nurturing these relationships over an internet connection or over a phone and it's not the same' [65] Ways of working Responsibility: 'Nowadays this is quite lonely work, lonely and resembling an assembly line.... its good sides are independence and being close to the patients' life and problems, but it also brings more responsibility, as no one else but you yourself will see the patients' [55] ' [Golf] is the loneliest game because it is really all up to you. It can just be a lonely game'. ...
... However, there was often little opportunity for these interactions, whether because workload impeded opportunities for interaction, meetings were discouraged [55], or online interactions focused only on work [56]. Virtual interactions were described as insufficient for building trusting relationships, both before and during the COVID-19 pandemic [63][64][65]. ...
... Workers from multiple occupations reported that workplace loneliness had negative consequences for their mental health and well-being, including depression [52,62,56,63,60], self-harm [54,59] and substance use [52]. Loneliness also contributed to reduced confidence and motivation at work [65,61], with participants describing feeling 'stagnant' [63]. ...
Background
Loneliness is a risk factor for a range of mental and physical health problems and has gained increasing interest from policy-makers and researchers in recent years. However, little attention has been paid to loneliness at work and its implications for workers and employers.
Aims
Identify workplace, health and personal factors associated with workplace loneliness.
Methods
We searched five databases (PubMed, MEDLINE, EMBASE, PsycINFO and EBSCO Business Source Complete) for relevant articles published from 1 January 2000 to 23 February 2023. Quantitative data were synthesized using narrative synthesis and random-effects meta-analysis of correlation coefficients. Qualitative data were synthesized using thematic synthesis. Evidence quality was appraised using the Mixed-Methods Appraisal Tool.
Results
We identified 49 articles meeting the inclusion criteria. Pooled results indicate that workplace loneliness was associated with lower job performance (r = −0.35, 95% CI −0.49, −0.21), reduced job satisfaction (r = −0.34, 95% CI −0.44, −0.24), worse worker–manager relationship (r = −0.31, 95% CI −0.38, −0.24) and elevated burnout (r = 0.39, 95% CI 0.25, 0.51). Qualitative results suggest links between loneliness and inadequate workplace social interactions and mental health problems. As most studies used cross-sectional data and few adjusted for potential confounders, the direction and robustness of the associations remain untested.
Conclusions
Our results indicate that loneliness is associated with poor occupational functioning and well-being among workers. Results also show that loneliness is associated with modifiable aspects of the work environment, suggesting that the workplace may offer a fruitful avenue for interventions targeting loneliness.
... Baker et al. (2006) identified the potential for telework to increase employment opportunities for PwD, but also noted the need for policies to ensure their inclusion in the workplace and minimize social isolation. McNaughton et al. (2014) noted problems with telework, such as blurring lines between work and home life and social isolation, but also the benefits of reducing commute time. Linden and Milchus (2014) found that telework was prevalent in white-collar jobs and was seen as a fundamental accommodation for PwD, but the rationale for telework was complicated and calls for better strategies to make it easier for PwD to work remotely were made. ...
... Cross-cultural studies of telework business practices for PwD. Tang (2021), Moon et al. (2014), Baker et al. (2006), McNaughton et al. (2014). ...
... ,Moon et al. (2014),Baker et al. (2006),McNaughton et al. (2014). 2. The impact of telework on job satisfaction, productivity, and lessened absenteeism, which varies depending on factors such as age, education level, type of job, and company size.Linden and Milchus (2014), Giovanis and Ozdamar (2019), Moon et al. (2014), McNaughton et al. (2014). ...
This research represents one of the first literature reviews of remote work opportunities for persons with disabilities. Given the fact that persons with disabilities represent almost 15% of the total world population and that this category of people is facing huge challenges in terms of employment inclusion and risk of poverty, it is obvious that remote work arrangements provide excellent employment opportunities for persons with disabilities. This argument in combination with enormous growth of the remote work platforms and digital entrepreneurship, represents a key reason for the rising interest of the research community in this topic. The aim of this research was to identify the current state of the academic literature in the area of remote work opportunities and persons with disabilities and to identify gaps in our current understanding of this field, as a basis for some future research recommendations. Insight, critique and transformative redefinition of the current academic literature on remote work and persons with disabilities was applied to analyze and synthesize the literature. In total, around 80 articles were analyzed by theoretical focus, methodology, time, and geography. Google Scholar search was conducted during December 2022 using a comprehensive search strategy built around the following major topics: 1. persons with disabilities in the labor market, 2. remote work and the persons with disabilities, and 3. remote work capacity of the persons with disabilities. The results of this research show that the research on remote work capacity of the persons with disabilities is fragmented and that more studies, covering different aspects of remote work opportunities for persons with disabilities are needed, especially those which will be quantitative in their nature and more integrative. This research has contributed towards better understanding of the literature gaps in regards to remote work opportunities for the persons with disabilities and pointing to some future research directions such as skills and competences of the persons with disabilities for remote work, the challenges of remote work for persons with disabilities, and the requirements of the remote work platforms and other remote work opportunities.
... Eleven studies showed higher perceptions of autonomy (e.g. Baruch 2000;Beauregard, Basile, and Canónico 2019;Maruyama, Hopkinson, and James 2009;McNaughton et al. 2014), and controlling for that shrank the impact of telework on job satisfaction to statistical insignificance (Gajendran and Harrison 2007). These results align with the theoretical frameworks provided by self-determination theory and job characteristics theory (Deci, Olafsen, and Ryan 2017;Gagné and Deci 2005). ...
... Second, Gajendran and Harrison (2007) tested whether telework decreases or increases work-family conflict. Greater flexibility allows employees to accommodate family responsibilities, but boundaries between work and family become fuzzier, and expanded work hours may increase pressure on home life (Glass and Noonan 2016;Kim et al. 2019;Lee and Hong 2011;McNaughton et al. 2014), especially for workers with children (Giovanis 2017;Hilbrecht et al. 2008;Saltzstein, Ting, and Saltzstein 2001). The main effect, based on 19 studies, is that telework lessens conflict (Bentley et al. 2016;Gajendran, Harrison, and Delaney-Klinger 2015;Golden and Veiga 2005;Major, Verive, and Joice 2008;Vega, Anderson, and Kaplan 2014;Wheatley 2012;Wight and Raley 2009). ...
... Third, telework may increase feelings of isolation and worsen relationships with supervisors and co-workers (Bentley et al. 2016;Cooper and Kurland 2002;de Vries, Tummers, and Bekkers 2018;Golden, Veiga, and Dino 2008;McNaughton et al. 2014), due to fewer interactions and less informal knowledge-sharing (Allen, Golden, and Shockley 2015;Beauregard, Basile, and Canónico 2019;Pinsonneault and Boisvert 2001). Overall, however, the meta-analysis did not support this hypothesis. ...
Evidence has been somewhat mixed on how telework affects job satisfaction, career advancement, and relationships with supervisors. Larger samples and better measures of telework and control variables, however, suggest that frequent telework increased satisfaction with jobs, advancement opportunities, fair treatment, supervisors, and co-workers in both the 2012–2015 and the 2020 Federal Employee Viewpoint Surveys. A quasi-experimental analysis shows that switching to frequent telework during the pandemic decreased turnover intentions. Employees now understand the benefits of teleworking. Supervisors must learn to communicate and monitor performance online in this new reality or face increased resistance and turnover.
... Tables 1 and 2 illustrate characteristics of the 17 studies. Three were case studies (Lasker et al., 2005;Murphy, 2005;Odom & Upthegrove, 1997), one was a multiple-case study (Richardson et al., 2019), six studies were exploratory (Bryen et al., 2006;Carey et al., 2004;Light et al., 1996;McNaughton et al., 2003;Rosengreen & Saladin, 2010), five were descriptive (McNaughton et al., 2001(McNaughton et al., , 2006(McNaughton et al., , 2014Punch et al., 2007), one was phenomenological (Stokar & Orwat, 2018), and one did not describe study design (Isakson et al., 2006). ...
... In five studies, researchers conducted surveys by mail, instant messaging, or in-person (Bryen et al., 2006;Carey et al., 2004;Light et al., 1996;Punch et al., 2007). In four studies, researchers facilitated online focus groups (McNaughton et al., 2001(McNaughton et al., , 2006(McNaughton et al., , 2014. Rosengreen and Saladin (2010) used in-person interviews and in five studies a combination of data collection methods were used (Lasker et al., 2005;McNaughton et al., 2003;Richardson et al., 2019;Stokar & Orwat, 2018) including observations, questionnaires, documentation review, and interviews. ...
... Aided-high tech (27) studies described pre-employment and employment experiences (Isakson et al., 2006;Lasker et al., 2005;Odom & Upthegrove, 1997), one single-case study explored the role of assistive technology in employment (Murphy, 2005), three studies investigated type of employment (Light et al., 1996;McNaughton et al., 2006McNaughton et al., , 2014, and four studies explored the perspectives of employers, managers, or coworkers (Bryen et al., 2007;McNaughton et al., 2003;Richardson et al., 2019;Stokar & Orwat, 2018). ...
Workplace accommodations can reduce barriers to employment for people who use augmentative and alternative communication (AAC), however, the lack of accommodations continues to challenge participation in employment. This systematic review identified and analyzed barriers and facilitators to implementing workplace accommodations for adults (19 years and over) who use AAC. A systematic search of nine databases was conducted to identify relevant studies using the search terms "AAC" and "workplace accommodations" and variations of each term. Results were imported into Covidence. Seventeen studies met the inclusion criteria. Results were presented using the International Classification of Functioning, Disability, and Health (ICF) framework. The Oxford levels of evidence and Confidence in Evidence from Review of Qualitative Research (GRADE-CERQual) were used to assess the quality of the studies and confidence in findings, respectively. Environmental barriers related mainly to attitudes and technology, and personal barriers related to job qualifications, education, and work-related skills. A combination of facilitators such as personal strengths, access to technology, and supportive relationships contributed to successful implementation of accommodations. The findings of this review suggest that implementing workplace accommodations for adults who use AAC strategies is complex and further research is needed to advance practices and policies that support the implementation of workplace accommodations.
... The benefits of teleworking in the professional sphere include reduced interruptions during professional activities, fewer distractions, and the rest time necessary for work recovery. The result is better concentration, professional efficiency, performance and productivity [5][6][7][8][9][10][11]. Teleworking also fosters a feeling of control over one's working time and flexibility, together with a greater perceived level of control in terms of task performance, organization and carrying out one's daily work [10,[12][13][14][15]. ...
... The benefits of teleworking in the professional sphere include reduced interruptions during professional activities, fewer distractions, and the rest time necessary for work recovery. The result is better concentration, professional efficiency, performance and productivity [5][6][7][8][9][10][11]. Teleworking also fosters a feeling of control over one's working time and flexibility, together with a greater perceived level of control in terms of task performance, organization and carrying out one's daily work [10,[12][13][14][15]. It reinforces a feeling of autonomy and strengthens motivation at work, as well as organizational commitment and job satisfaction [5,6,9,11,12,16]. ...
... They consider that teleworking harms communication and cooperation within work teams [35]. More specifically, they show that teleworkers' exchanges and discussions with their colleagues and superiors are less frequent and of lower quality when they work remotely from their company [10,12]. Teleworkers' physical separation from work colleagues also entails psychological separation, and a feeling of exclusion from the work organization, both of which negatively affect their satisfaction and performance [34,36,37]. ...
Using a qualitative research-based approach, this study aimed to understand (i) the way
home-based teleworkers in France perceive and organize their professional activities and workspaces, (ii) their teleworking conditions, (iii) the way they characterize the modalities and the nature of their interactions with their professional circle, and more broadly (iv) their quality of life ‘at work’. We performed a lexical and morphosyntactic analysis of interviews conducted with 28 teleworkers (working part-time or full-time from home) before the COVID-19 crisis and the associated establishment of emergency telework. Our results confirm and complement findings in the literature. Participant discourses underlined the beneficial effects of teleworking in terms of professional autonomy, flexibility, concentration, efficiency, performance, productivity, and being able to balance their professional and private lives. Nevertheless, they also highlighted the deleterious effects of teleworking on temporal workload, setting boundaries for work, work-based relationships and socio-professional integration. Despite the study limitations, our findings highlight the need for specific research-based and practical strategies to support the implementation of a sustainable telework organization in the post-COVID-19 pandemic era.
... age, gender, etc.). The success of telework is also influenced by the teleworker's knowledge, attitudes, education, training (Chen & Nath, 2008) and literacy skills (McNaughton et al., 2014). Mastery of the technology, teleworker know-how (Chen & Nath, 2011), ability to use the technology (Brodt & Verburg, 2007;Raišienė et al., 2020, Turetken et al., 2011, technology fluency (Soga et al., 2021) or a high level of IT competence (Carillo et al., 2021) are all related to teleworker knowledge and skills. ...
... For example, family support has been shown to positively affect the quality of telework and satisfaction with telework (Haines et al., 2002;Lautsch et al., 2009). Family support, referred to as social support by Offstein et al. (2010), creates a positive work environment at home and reduces feelings of isolation (McNaughton et al., 2014). When there is a lack of understanding from family members about telework conditions in family environments, telework can fail (Raišienė et al., 2020). ...
... The analysis revealed that the most recurrent factors in qualitative literature are skills (see e.g. Brodt & Verburg, 2007;McNaughton et al., 2014;Nakrošienė et al., 2019), communications (see e.g. Belanger et al., 2001;Greer & Payne, 2014;Offstein et al., 2010), top management support (see e.g. ...
Advances in information and communications technology have contributed to the spread of telework, which has been underway since the early 2000s. During the COVID-19 pandemic, telework became more than just an alternative to the traditional office: it became a strategic means of survival for many companies. Given its importance, in the last two decades, the scientific community has shown increased interest in the factors that affect successful telework. However, knowledge on this subject remains fragmented and disparate. This study aims to synthesise the literature on successful telework and consolidate its success factors into a framework that provides conceptual and holistic knowledge on the topic. Our findings demonstrate that telework is affected by factors categorised into five groups: technological materials, non-technological materials, teleworkers, teleworker work environment and teleworker family environment. A number of these factors has causal links, while some have become irrelevant and given way to new factors over time. Some have been confirmed to have an overall positive effect on telework. In addition to proposing a theoretical perspective and future research avenues, this study presents some HRM implications to help managers and policymakers make telework more effective.
... Such practices are not yet normalised and still leave some needs unmet, with highly conflicting access needs identified across participants, perpetuating exclusion. Simi-larly, McNaughton et al. [16] found that participants with autism or cerebral palsy who use augmentative or alternative communication identified removal of commuting and flexible work schedules as major positives of telework, while expressing concerns about social isolation and the blurring of home and work. Additionally, Tang [17] found that participants with chronic health conditions, as well as developmental, sensory, and physical disabilities face digital and social representation issues that prevent them from reaping the full benefits that telework provides of increased flexibility and control over the work environment. ...
... Consequently, P3 expressed, "my health is more stable for it because I'm not having to do things independently". This replicates findings from previous research of teleworkers with a range of disabilities, where it has also been shown that removal of travel and flexible work schedules are key benefits of telework, supporting improved energy and health [4,16,17]. ...
Background:
While employers plan how to restructure working practices after the initial response to the COVID-19 pandemic, it is essential that the disability community are represented in research addressing telework; their expertise is invaluable for ensuring equity from the outset.
Objective:
The current study qualitatively investigated how people with physical disabilities negotiate telework in a post-COVID era.
Methods:
Ten participants with a range of physical disabilities were recruited and interviewed. Themes were generated from the data utilising an established method of reflexive inductive thematic analysis.
Results:
Increased flexibility as well as control over work schedules and the environment facilitated by teleworking, improved participants' disability management, health, work performance, and personal opportunities. However, the importance of choice to work in-office, of implementing additional physical and virtual work adjustments, and of flexible work patterns to remove barriers to accessibility when homeworking was emphasised. Active efforts by employers to create an inclusive and flexible work culture were identified as crucial to ensure that integration and professional development of employees with disabilities, understanding of disability experience, and normalisation of accessibility needs are not diminished by the decreased visibility incurred by teleworking.
Conclusion:
Teleworking is not a panacea for resolving the disability employment disadvantage. Rather, teleworking could be a springboard upon which further flexibility and choice can be built to shift organisational practices to better accommodate individual employees, with and without disabilities, post-COVID. It is imperative to act on such insights to create accessible workplaces to facilitate more inclusive workforces.
... The group of female parental employees is thus also the most motivated to work towards work-home enrichment and to co-shape context accordingly, as they have the most to gain from extensive WFH. This increases their resilience against known negative effects of extensive WFH, such as a decreased quality and quantity of social relations (McNaughton et al., 2014), emotional anxieties (Grant et al., 2013), and increased stress levels and decreased work-life satisfaction (Belle et al., 2015). Work-life blurring, which is commonly understood as a challenge associated with extensive WFH (Eddleston & Mulki, 2017), is thus also a positive factor, as it supports resource gain dynamics across work and home domains if the employee works towards and profits from worklife-integration. ...
Germany is a corporate environment that is sceptical towards digitalization and work‐from‐home, and in which it is customary to separate professional and personal spheres of life. The COVID‐19 pandemic, and ensuing government‐mandated shutdowns, changed all that by inducing extensive work‐from‐home conditions for most of the white collared workforce. These conditions blurred professional and personal spheres of life, introduced additional care‐work burdens and changed individual's contextual resources. Assuming that individuals seek to protect and conserve resources (COR theory), also across work‐home domains (W‐HR theory), our qualitative, interview‐based study highlights the resource implications which COVID‐induced extensive work‐from‐home had on parental and non‐parental white‐collar workers in Germany. We identify seven main ways in which individuals coped with COVID‐induced work‐from‐home. We find that parental workers, in particular, female employees who aim at work‐life integration, not work‐life separation, coped with the situation the best. Out of this emerge implications for the management of the workplace of the future, in particular the need to acknowledge that integrating parental responsibilities and work demands may bring about work‐home enrichment, and the requirement to facilitate and support this enrichment.
... Remote working has been shown to correlate with many benefits, such as time-saving by no longer commuting to work (McNaughton et al., 2014); increase engagement (Anitha, 2014;Conradie & de Klerk, 2019); higher job satisfaction and engagement (Kazekami, 2020). However, it has also been found to correlate to challenges such as work-life blurring (Eddleston & Mulki, 2015); teamwork, and collaboration reduction (Boell et al., 2013). ...
The COVID-19 pandemic has brought massive changes to all aspects of human society and the economy. Recent outbreaks in Thailand lasted for a longer duration and have been more severe than the previous commencing epidemic, as evidenced by the increased counts of cases, hospitalizations, and, unfortunately, fatalities. Thereby, social distancing - the most powerful strategy to prevent the coronavirus spread - was more strictly imposed, as officials implemented vaccination and other mitigation strategies. Consequently, remote working has become obligatory for every firm, alternating working in person in most situations. This paper aims to reflect unique perceptions of employee experience and initially identify some contributing factors regarding the remote working situation in Thailand during the peak of the COVID-19 pandemic, thereby illuminating implications for both employees and employers in the possible long-term future of remote working. Semi-structured interviews were conducted with 12 participants who served different roles in various industries, yet all experienced remote working during the peak of the COVID-19 outbreak in Thailand. The subsequent analysis yielded four primary themes. First , the application of technology and its quality had a strong impact on employee experience, as this was the inevitable instrument to maintain all activities. Second, the discrepancy in role autonomy discriminated more distinctly the working pressure between managers and subordinates. Third, work-life balance was more difficult to achieve for people who have a family, with more blurs and complications. And finally, organizational changes were critical to employee experience, yet still limited and incomprehensible.
... Virtual networks have brought many benefits, essentially, those related to cost, time (Dobrijević and Boljanović, 2014; Yuan and Turel, 2014), flexibility (McNaughton et al., 2014), and social pressure (Stuhlmacher et al., 2007). However, e-negotiation seems to be highly challenging and overwhelming (Mullen-Rhoads et al., 2018) especially in terms of decision-making efficiency, considered as better achieved when performing a face-to-face negotiation (Galin et al., 2007). ...
The emergence of the Internet and new technologies has upset the world of business. Indeed, nowadays, a growing number of business activities are conducted remotely, particularly business e-negotiation. This book chapter aims to get a better understanding of the concept of business e-negotiation, its specificities, types, and challenges. Its systems and automated agents are also studied. Business e-negotiations meet people from all over the world through various media channels. Negotiating via e-mail and video conference is underlined. In addition, the negotiation systems are also studied. This study provides for negotiators, who would lead online negotiation, interesting insights that consider the particularities of this form of negotiation and prepare the appropriate innovative marketing strategy allowing good progress in the online negotiation process and, consequently, leading to successful agreements.
... Los resultados obtenidos se pueden explicar desde diferentes enfoques, inicialmente el burnout y, en concreto, su dimensión cínica depende, para evitar su proliferación, de la ampliación de ciertos recursos como, por ejemplo, el apoyo social, la realimentación y la autonomía (Santiago-Torner, 2023g, 2023h). En esa dirección, McNaughton et al. (2014) determinan que las personas con estudios superiores tienden a cubrir puestos de trabajo que incorporan independencia en la toma de decisiones junto con una articulación permanente entre subordinados, pares y superiores, lo que obstaculiza que el teletrabajo aísle o deshumanice al empleado. Por último, Adamovic (2022) van un poco más allá y deducen que la relación entre teletrabajo y bajos niveles de estrés depende de un trasfondo cultural que considere que esta modalidad de trabajo es ecaz y no induce al aislamiento. ...
Resumen: Las demandas laborales pueden ocasionar un estrés permanente que deteriora las relaciones interpersonales. Por eso, esta investigación tiene como objetivo valorar si el teletrabajo y su intensidad conducen a respuestas de desconexión personal (despersonalización) utilizando a la creatividad como variable moderadora. El análisis estadístico se realiza mediante un modelo de ecuaciones estructurales con moderación. Los resultados revelan que el teletrabajo y su intensidad atenúan la despersonalización a través del apoyo social percibido, la sensación de autonomía, la igualdad de género y la reducción del con icto trabajo-familia. Sin embargo, el teletrabajo, cuando necesita respuestas creativas constantes y no gestiona adecuadamente los recursos del empleado favorece un tipo de estrés crónico que deriva en fracturas emocionales. Esta investigación destaca que un entorno virtual de trabajo maduro y orientado al ser humano se transforma en un medio idóneo para personas altamente formadas. Además, el número de días teletrabajados mejora el equilibrio emocional del empleado al inuir positivamente sobre el control de la tarea. Finalmente, las demandas creativas asociadas al teletrabajo son beneciosas cuando la presión del tiempo deja de ser un obstáculo. Abstract: Work demands can lead to permanent stress that deteriorates interpersonal relationships. erefore, this research aims to assess whether telework and its intensity lead to personal disengagement responses (depersonalisation) using creativity as a moderating variable. Statistical analysis is performed using structural equation modelling with moderation. e results reveal that telework and its intensity attenuate depersonalisation through perceived social support, sense of autonomy, gender equality and reduction of work-family conict. However, telework, when it requires constant creative responses and does not adequately manage the employee's resources, favours a type of chronic stress that leads to emotional fractures. is research highlights that a mature, human-oriented virtual work environment becomes an ideal environment for highly educated people. In addition, the number of telework days improves the employee's emotional balance by positively inuencing task control. Finally, the creative demands associated with teleworking are benecial when time pressure is no longer an obstacle. Resumo: As demandas de trabalho podem levar a um estresse permanente que deteriora os relacionamentos interpessoais. Portanto, esta pesquisa tem como objetivo avaliar se o teletrabalho e sua intensidade levam a respostas de desinteresse pessoal (despersonalização) usando a criatividade como variável moderadora. A análise estatística é realizada por meio de modelagem de equações estruturais com moderação. Os resultados revelam que o teletrabalho e sua intensidade atenuam a despersonalização por meio do apoio social percebido, do senso de autonomia, da igualdade de gênero e da redução do conito trabalho-família. Entretanto, o teletrabalho, quando exige respostas criativas constantes e não gerencia adequadamente os recursos do funcionário, favorece um tipo de estresse crônico que leva a fraturas emocionais. Esta pesquisa destaca que um ambiente de trabalho virtual maduro e orientado para o ser humano torna-se um ambiente ideal para pessoas com alto grau de instrução. Além disso, o número de dias de teletrabalho melhora o equilíbrio emocional do funcionário ao inAEuenciar positivamente o controle de tarefas. Por fim, as demandas criativas associadas ao teletrabalho são benéǼcas quando a pressão do tempo não é mais um obstáculo. Palavras-chave: Teletrabalho, cinismo, despersonalização, exaustão emocional, criatividade, setor elétrico colombiano.
... Los resultados obtenidos se pueden explicar desde diferentes enfoques, inicialmente el burnout y, en concreto, su dimensión cínica depende, para evitar su proliferación, de la ampliación de ciertos recursos como, por ejemplo, el apoyo social, la realimentación y la autonomía (Santiago-Torner, 2023g, 2023h). En esa dirección, McNaughton et al. (2014) determinan que las personas con estudios superiores tienden a cubrir puestos de trabajo que incorporan independencia en la toma de decisiones junto con una articulación permanente entre subordinados, pares y superiores, lo que obstaculiza que el teletrabajo aísle o deshumanice al empleado. Por último, Adamovic (2022) van un poco más allá y deducen que la relación entre teletrabajo y bajos niveles de estrés depende de un trasfondo cultural que considere que esta modalidad de trabajo es ecaz y no induce al aislamiento. ...
Una exposición ininterrumpida a altas demandas laborales puede derivar en un estrés permanente que deteriore las relaciones interpersonales. Por eso, esta investigación tiene como objetivo valorar si el teletrabajo y su intensidad conducen a respuestas de desconexión personal (cinismo) utilizando a la creatividad como variable moderadora. El teletrabajo y su intensidad atenúan la despersonalización a través de aspectos críticos como el apoyo social percibido, la sensación de autonomía, la igualdad de género y la reducción del conflicto trabajo-familia. Sin embargo, el teletrabajo, cuando necesita respuestas creativas constantes y no gestiona adecuadamente los recursos del empleado favorece un tipo de estrés crónico que deriva en fracturas emocionales. La racionalización del puesto de trabajo es un factor decisivo en el bienestar laboral.
... Initially, preventing proliferation of exhaustion and of its cynical dimension in specific, depends on the expansion of certain resources, such as social support, feedback and autonomy. In this sense, McNaughton et al. (2014) specify that people with higher education tend to cover jobs that incorporate independence in decision-making, along with permanent articulation between subordinates, peers and superiors. This prevents teleworking from isolating or dehumanizing employees. ...
The study of the effect of virtual work environments on the emotional health of employees has received considerable attention in recent years. However, there has been insufficient research on how uninterrupted exposure to high job demands can lead to permanent stress, which deteriorates interpersonal relationships, to the point of draining them of affection. The study aims to examine the impact of telework intensity on cynicism (second dimension of burnout or depersonalisation) through two indirect effects: creativity and the number of days teleworked per week. A sample of 448 university-educated employees from the Colombian electricity sector was selected, who completed an online survey. The data were statistically analysed using a simple moderation model. In general, the results show that telework intensity favours employee behavioural adaptation, which buffers potential depersonalisation, through key characteristics such as: perceived social support, participation in decision-making, sense of autonomy, gender equality and reduced work-family conflict. However, when the tasks associated with teleworking require creative solutions continuously, and the employee’s resources are not properly managed, recurrent stress can lead to an emotional fracture that deteriorates the employee’s well-being. In conclusion, the protection of the employee’s emotional health depends on a balanced workplace structure that avoids a constant mismatch between available resources and creative demands.
... La literatura científica muestra que las personas con parálisis cerebral están usando las tecnologías digitales para comunicarse, socializarse, así como para realizar actividades educativas, laborales y/o de terapia y rehabilitación (Raghavendra et al., 2012;McNaughton et al., 2014). Sin embargo, no existe evidencia sobre la percepción del diseño de productos para esta población con discapacidad para utilizar las tecnologías digitales, como, por ejemplo, el smartphone. ...
El Diseño Universal (DU) de productos para personas con discapacidad física, en el caso de adultos con parálisis cerebral, necesita de evidencia científica. Este trabajo tiene como objetivo conocer las percepciones sobre el uso de diseños de soporte para smartphone por este grupo con discapacidad, tomando como marco referencial los siete principios del DU. Para ello, se realizó un grupo focal que fue presencial con adultos con parálisis cerebral del interior de São Paulo, Brasil. Se tomó como ejemplo seis diseños de soporte para usar el smartphone en una superficie plana o en otro tipo de superficie, que fueron evaluados por el grupo de participantes. Fue seleccionado un diseño que era útil para todos independientemente de su discapacidad y que mostraba funciones adicionales para utilizar el smartphone. Se concluye que el estudio en base al modelo del DU es una herramienta teórica y práctica valiosa para identificar las perspectivas de las personas con discapacidad, así como reflexionar sobre las mejoras del producto que puedan adaptarse a sus necesidades.
... This finding is consistent with recent research into commuting preferences, which shows those with a health problem or disability were significantly more likely to telecommute before COVID-19 than those with no disability (11). Other prepandemic studies suggest that workers with disabilities may benefit from telecommuting regarding reduced travel times and flexible work schedules, however, this may also lead to these individuals becoming isolated (26). Given that telecommuting is expected to be more popular following the pandemic (10), future research might assess the pandemic's effect on the telecommuting intentions of those with a health problem or disability. ...
In this study, we used survey data (n = 6,000) to investigate the work trip patterns of Scottish residents at various points of the COVID-19 pandemic. We focused specifically on the reported patterns of weekly work trips made during the government-enforced lockdown and subsequent phases of restriction easing. This was of particular importance given the widespread changes in work trips prompted by COVID-19, including a significant rise in telecommuting and a reduction in public transport commuting trips. The survey data showed that the vast majority of respondents (85%) made no work trips during lockdown, dropping to 77% following the easing of some work-related restrictions. Zero-inflated hierarchical ordered probit models were estimated to determine the sociodemographic and behavioral factors affecting the frequency of work trips made during three distinct periods. The model estimation results showed that the socioeconomic characteristics of respondents influenced work trips made throughout the pandemic. In particular, respondents in households whose main income earner was employed in a managerial/professional occupation were significantly more likely to make no work trips at all stages of the pandemic. Those with a health problem or disability were also significantly more likely to make no work trips throughout the pandemic. Other interesting findings concern respondents' gender, as males were more likely to complete frequent work trips than females throughout the pandemic, and differences between densely populated areas and the rest of Scotland, as respondents from a large city (Edinburgh or Glasgow) were significantly more likely to make frequent work trips as restrictions were eased.
... Indeed, several researchers have shown that teleworkers are more satisfied with their work, experience more positive emotions and feel happier (e.g. McNaughton et al., 2014;Vega et al., 2015). By allowing better management, organization and prioritization of activities, teleworking contributes to the conciliation of multiple roles and, ultimately, improves work-family balance, which, in turn, results in increased well-being (Buomprisco et al., 2021). ...
Purpose
This study draws on the affective events theory (AET) to understand how telework may influence workers' well-being. Hence this study aimed to (1) analyze the indirect relationship between telework and well-being via daily micro-events (DME), and (2) test whether procrastination would moderate this indirect effect.
Design/methodology/approach
To test the goals, data were gathered from a sample of teleworkers in the IT sector ( N = 232). To analyze the data, a moderated mediation analysis was performed in SPSS with PROCESS macro.
Findings
The results showed that micro-daily events mediated the positive relationship between telework and well-being; however, this relation was conditional upon the levels of workers' levels of procrastination, that is, this link became weaker for those who were procrastinators.
Practical implications
By highlighting the importance of telework, DME and procrastination, this study offers managers distinct strategies for enhancing their employees' well-being.
Originality/value
Despite the existing research investigating the effect of telework on well-being, studies investigating the intervening mechanisms between these two constructs are scarce. Moreover, there is a lack of research investigating the moderating effect of procrastination in these relations. Hence, this study fills these gaps and advances knowledge on the process that explains how (via DME) and when (when procrastination is low) teleworking influences workers' well-being.
... Indeed, under conditions of WFH, employees are expected to harmonize demands from job and home (McNaughton et al., 2014). However, most previous studies tend to have subsumed and discussed home demands under job demands, but researchers have stated that, although job and home domains affect each other (Geurts & Sonnentag, 2006), they are conceptually different (Peeters et al., 2005;Sonnentag & Zijlstra, 2006). ...
As COVID-19 pandemic made its incursion into the world of work in early 2020, many employees were compelled to work from home to slow down the transmission of the disease. Since then, it has been asked whether working from home is a blessing or a burden. We respond to this question by building on the Affective Events Theory to examine whether work engagement is related to work-life balance (WLB), and whether home demands mediate this relationship, using data from 219 knowledge workers drawn from universities in the South-eastern region of Nigeria primarily working from home when they were surveyed. Results of regression analysis using PROCESS macro showed that work engagement related positively to home demands; in turn, home demands related negatively to WLB. The results further revealed that work engagement related negatively to WLB and that home demands mediated the negative work engagement-WLB connection. Theoretical as well as practical implications of the study are discussed, limitations are highlighted, and suggestions for future research are outlined.
... A number of studies carried out before the COVID-19 crisis consider the conflicts entailed in working from home, focusing on the tensions between family and work life, thrown together once again after their separation in the mid-nineteenth century (Weber 1965). To varying degrees, working from home gives rise to intense and difficult negotiations, and family and work life are reciprocally impacted upon (Tremblay 2002;Metzger and Cléach 2004;Le Douarin 2007;McNaughton et al. 2014). Although it is generally a consensual feature in the life of most firms, telework can also lead to confrontation between employers and workers, mostly in relation to individual cases (Ellison 1999). ...
What changes affected the working time of employees required to work from home by the 2020 French health measures? Drawing on a qualitative survey of a municipal water company, based on interviews, direct observations, and questionnaires, the author shows how telework prompted by the COVID‐19 pandemic restructured working time and redistributed the power of regulation. During lockdown periods, working hours were extended and work rhythms changed, with considerable variation depending on the family configuration: confinement with family was not conducive to extended working hours, instead tending to fragment them, whereas isolated teleworkers experienced the opposite effect.
... The flexibility that comes with remote work arrangements were found to potentially promote a work-life balance and cost reduction for employees (Ferreira et al., 2021). On the other hand, remote work arrangements may lead to frustration, such as difficulties to balance home and work roles (McNaughton et al., 2014) and technostress (González-López et al., 2021). The pandemic restrictions added on the feeling of social isolation and stress from working from home (Toscano & Zappalà, 2020). ...
The emerging trend of remote work arrangements allows workers to engage in leisure travel without detachment from work. Remote work trips are not full vacations, but the leisuretravel component as a form of active leisure and catalyst of the emotional experiences mayforce wellbeing. Through a critical review of wellbeing in tourism and management literature, this paper conceptualizes the dimensions of remote work trips that potentially affect wellbeing in a matrix of remote work trips scenarios. The study aims to acknowledge the diversification of remote workers and contexts of trips that distinguish the effects oftravelon wellbeing. This research contributes to understanding the eudaimonic wellbeing effect oftravel, provides guidance for future research, and benefits practitioners to interpret theremotework trips.Keywords: remotework, wellbeing, workcation, workplace, employee experienceINTRODUCTION & BACKGROUNDRemote workarrangements have recently emerged as work model in which professionals workoutside the traditional office environment. Fueled by the global COVID-19 pandemic, the number of remote workers is expected to increase in the years to come (Nagel, 2020). Organizations have begun introducing full and partial remote work arrangements, where employees work outside the office for 3-5 days a week or are given a choice to work-from-anywhere (Hilberath et al., 2020). Companies such as Siemens, J.P.Morgan,and Facebookhave been pioneers in introducing workplace arrangements, where people are flexible to workfrom varied premises (Build Remote, 2021). Business travel united work and travel, where people occasionally kept working on a flight or in ahotel; however, the reasons for a trip were business-related (Cook, 2020). Digital nomads werepioneers who combined remote work arrangements with travel for pleasure, which often included slow and continuous travel with no residence attachment (Chevtaeva & Denizci-Guillet, 2021; Hannonen,2020). With the growing trend of remote work arrangements, more people experienced leisure travelwithout detachment from working. For example, more employees booked a leisure trip as anextended stay in a hotel resort, with proper working facilities and an entertainment program for otherfamily members (Verdon, 2021). This type of vacation within resort settings is often referred to as aworkcation(Matsushita,2021;Pecsek,2018);but,therealityof travelexperiencesgoesbeyond resorts. The demand for change of scene, where remote workers travel to wild areas, a beachfront, oranisolatedlocationandbooka housefor a monthhasbeenrecognised(Shaw,2021). Peopleengaged in travel even considering the hassle of travel arrangements during the coronavirus pandemic (Hotel Business,2021). The emerged travel trend may be expected to develop further after the mobility restrictions arelifted.The flexibility that comes with remote work arrangements were found to potentially promote a work-life balance and cost reduction for employees (Ferreira et al., 2021). On the other hand, remote work arrangements may lead to frustration, such as difficulties to balance home and work roles (McNaughton et al., 2014) and technostress (González-López et al., 2021). The pandemic restrictions added on the feeling of social isolation and stress from working from home (Toscano & Zappalà, 2020). The transition to a remote work model, especially with the added tension of pandemic, showed that it may lead to a reduction of wellbeing or ever the illbeing of workers. The concept of wellbeing may be referred to as the philosophy.
Background
Working from home (WFH) is becoming more common, but little is known about how it specifically affects neuro-divergent workers’ psychological and occupational well-being.
Aims
This review aimed to explore the experiences of neuro-divergent staff WFH, including the challenges they face; the potential benefits of homeworking for this specific population and the support systems they require.
Methods
We searched six electronic databases, as well as reference lists of included papers, one preprint server and Google, for literature on neuro-divergent workers’ experiences of WFH. Results were synthesized using thematic analysis.
Results
We reviewed 25 studies (mostly based on data collected during the coronavirus disease 2019 pandemic), finding very little research statistically analysing the impact of WFH on well-being or productivity, or comparing the impact of WFH across neuro-divergent and neuro-typical populations. The (mostly qualitative) findings showed that neuro-divergent participants described various benefits and challenges of the sensory environment at home; the reduction of commuting; increased flexibility and lack of routine when homeworking; the reduction of ‘masking’ behaviours; lack of in-person social contact and increased use of technology.
Conclusions
The findings emphasize the importance of not assuming a one-size-fits-all approach to homeworking and suggest managers should be mindful of workers’ individual preferences for working whilst ensuring that all employees are appropriately supported. The results can inform future research and provide insights for employers to help them create more inclusive work environments.
La crise du Covid-19 a profondément bouleversé notre manière de travailler. En effet, pendant quelques mois, une large partie de la population belge a expérimenté, souvent pour la première fois, le télétravail complet. D’abord envisagé comme une façon de limiter les contacts, celui-ci s’est progressivement ancré durablement, en s’intensifiant là où il était déjà pratiqué et en s’étendant à de nouveaux postes et secteurs autrefois non concernés. Avec cette généralisation, des effets sociétaux importants sont à prévoir, notamment à Bruxelles, où la pratique du télétravail est la plus intense. Il convient de les anticiper pour s’y préparer et s’y adapter au mieux. Cet article s’inscrit dans le cadre d’un projet d’évaluation prospective de la dette sociale liée à la généralisation du télétravail à Bruxelles à l’horizon 2050. Plus spécifiquement, au travers de la littérature et des données récentes, cet article analyse les effets potentiels du télétravail à Bruxelles en matière de bien-être, d’économie et d’emploi, d’immobilier, de mobilité ainsi que de finances publiques.
La crise du Covid-19 a profondément bouleversé notre manière de travailler. En effet, pendant quelques mois, une large partie de la population belge a expérimenté, souvent pour la première fois, le télétravail complet. D’abord envisagé comme une façon de limiter les contacts, celui-ci s’est progressivement ancré durablement, en s’intensifiant là où il était déjà pratiqué et en s’étendant à de nouveaux postes et secteurs autrefois non concernés. Avec cette généralisation, des effets sociétaux importants sont à prévoir, notamment à Bruxelles, où la pratique du télétravail est la plus intense. Il convient de les anticiper pour s’y préparer et s’y adapter au mieux. Cet article s’inscrit dans le cadre d’un projet d’évaluation prospective de la dette sociale liée à la généralisation du télétravail à Bruxelles à l’horizon 2050. Plus spécifiquement, au travers de la littérature et des données récentes, cet article analyse les effets potentiels du télétravail à Bruxelles en matière de bien-être, d’économie et d’emploi, d’immobilier, de mobilité ainsi que de finances publiques.
La crise du Covid-19 a profondément bouleversé notre manière de travailler. En effet, pendant quelques mois, une large partie de la population belge a expérimenté, souvent pour la première fois, le télétravail complet. D’abord envisagé comme une façon de limiter les contacts, celui-ci s’est progressivement ancré durablement, en s’intensifiant là où il était déjà pratiqué et en s’étendant à de nouveaux postes et secteurs autrefois non concernés. Avec cette généralisation, des effets sociétaux importants sont à prévoir, notamment à Bruxelles, où la pratique du télétravail est la plus intense. Il convient de les anticiper pour s’y préparer et s’y adapter au mieux. Cet article s’inscrit dans le cadre d’un projet d’évaluation prospective de la dette sociale liée à la généralisation du télétravail à Bruxelles à l’horizon 2050. Plus spécifiquement, au travers de la littérature et des données récentes, cet article analyse les effets potentiels du télétravail à Bruxelles en matière de bien-être, d’économie et d’emploi, d’immobilier, de mobilité ainsi que de finances publiques.
As in the field of assistive technologies, the eye-tracking devices have occupied a major role, the next chapter proposes a model of implementation of such technologies, as an everyday tool, used by people with severe physical impairments, while analyzing their overall life satisfaction, in order to provide insights of how eye-tracking technologies can enhance life perception and satisfaction. Types of eye-tracking technologies are presented, along with their operational models, advantages, disadvantages and user recommendations. One of the models was used to analyze life satisfaction of physically disabled adults, in a before and after study. In general, physically disabled people, with a severe degree of their disabilities, do not have access to many ways in which they can communicate with their caregivers. This is why, the eye-tracking technology may become an indispensable tool, that comes as a replacement of their ability to speak. Although the possibility to communicate through assistive technology may sound good, it may request assistance and help in order to set, learn and master the assistive technology. This may be the main obstacle that the families or caregivers may encounter. Thus, the entire process of setting the technology, providing assistance and learning to master an eye-gaze technology is analyzed and presented in detail. The chapter ends with overall recommendations on how to implement an eye-gaze technology, in order to enhance life satisfaction of physically disabled persons.
Unemployment, underemployment, and difficulties in maintaining employment are the main challenges for autistic adults of both sexes/genders, with a lower rate of employment for women.
The female vocational profile appears to differ from the male ones, being mainly characterized by an impairment of self-perception in the social domain. This leads to significant consequences on self-efficacy, social skills, and stress management. Thus, interventions focused on social skills and work-related social skills could be helpful for autistic women, together with the implementation of additional strategies to enhance talents and promote social inclusion by the work organizations and co-workers recognize.
This chapter addresses main concerns and implications regarding independent living and employment options for autistic adults, trying to delineate specific sex/gender differences.
Introdução
As sociedades atuais e a sua constante evolução e globalização, têm demonstrado um impacto significativo na forma como se estruturam os postos de trabalho ao longo dos anos, nos quais, mais recentemente e com maior tradução mediática, se destaca a possibilidade de praticar teletrabalho, potenciada pela inovação tecnológica.
Objetivos
Conhecer a literatura mais recentemente publicada acerca do teletrabalho; bem como a sua relação com fatores de risco de origem psicossocial e inferir sobre a necessidade de implementação e aperfeiçoamento de políticas voltadas para promoção da saúde mental em contexto ocupacional, com enfoque na prevenção dos riscos psicossociais.
Metodologia
Revisão da literatura integrativa com os termos “teleworking”, “remote work”, “telework”, “telecommuting”, “psychosocial risks”, “mental health” e “occupational health”, em português e em inglês. Foram utilizadas como principais bases de dados a Pubmed, UpToDate, Clinical Key, Medscape, World Health Organization, International Labour Organization, Centers for Disease Control and Prevention, bem como a Revista Portuguesa de Saúde Ocupacional e a Direção Geral de Saúde. Selecionaram-se os 24 documentos com maior relevância na temática em estudo, publicados entre 2010 e 2023.
Discussão
As fontes de riscos psicossociais do teletrabalho encontram-se em constante mudança e acompanham as alterações demográficas e da organização. A prática de teletrabalho parece ser uma oferta cada vez mais comum, a sua adoção em larga escala e inesperada devido à COVID-19 e coligada ao enorme avanço dos processos de digitalização, aumentaram as situações de stress tecnológico entre os trabalhadores, com possíveis consequências adversas para a saúde mental. Esta massificação do Teletrabalho, embora com o intuito de proteger os trabalhadores relativamente a um risco biológico aumentou, em diversas situações, o isolamento social, os conflitos trabalho-família e a falta de suporte social, com consequências negativas na saúde mental da população ativa.
Conclusão
Com o aumento deste tipo de trabalho emerge a necessidade de avaliar os fatores de risco psicossociais que surgem em conformidade, para que estes sejam reconhecidos pelos peritos em saúde ocupacional e intervencionados, assegurando assim que o teletrabalho se torna mais saudável.
This article examines the new dimension of workplace spirituality and its influence on the organizational climate and employee work productivity at State Islamic Religious Universities (PTKI). This research used an exploratory mixed methods design. The investigation began with qualitative data collection through in-depth interview techniques, participant observation, and document study, then continued with quantitative research through survey techniques with a sample of 372 people as respondents from 17 IHEs spread throughout Indonesia. Data analysis uses correlation analysis, regression, and path analysis. The findings suggest that a new dimension discovered in workplace spirituality is devotion. The research results show that the higher the workplace spirituality, the higher the organizational climate and employee productivity. Work productivity strengthens the influence of workplace spirituality on organizational climate. This provides empirical evidence that high employee productivity and workplace spirituality will influence and impact the corporate environment. By improving the quality of workplace spirituality, the organizational climate becomes conducive, thereby increasing employee work productivity.
Background:
According to Gallup survey report, 69% of U.S. workers moved to working remotely in April 2020. Due to COVID-19, work is changing rapidly, including where individuals work.
Objective:
Research in this field has drawn much attention, and in the last ten years, there is a constant augment in the number of publications on the same. Several works of literature on Remote Working (RW) culture have been reported. Nevertheless, only less research is present on bibliometric reviews of RW culture. Therefore, Bibliometric research is wielded in this work and a comprehensive review of relevant publications was taken from Scopus, Web of Science (WOS), together with the Social Science Citation Index Expanded.
Methodology:
At first, meticulous bibliometric analyses of 430 published articles are done and descriptive information about a piece of work, namely (a) author, (b) title, (c) date of publication, et cetera, is provided.
Results:
Mapping the scope along with the structure of the discipline is enabled by these analyzes, which discovers the instituted collaboration patterns amongst countries and organizations, and identifies authoritative papers together with authors. Therefore, the publication's evolution over time is illustrated by these analyses, and the current research interests and potential directions for future study are identified.
Conclusions:
This paper incorporates insights on remote working culture and enables mapping the scope and structure of the discipline, discovering the established collaboration patterns among countries and organizations. Thus, these analyses illustrate the publication's evolution over time and identified the current research interests and potential directions for the research.
Drawing on the principles of Conservation of Resources (COR) theory and the Work–Home Resources (W-HR) model, this research captured the lived experiences of 19 parents from across Scotland during and after the Covid-19 pandemic. The data were derived initially from two digital interviews per participant, with interview content in both cases informed by preceding questionnaires. A third phase of interviews was conducted post the pandemic. Findings revealed that while participants valued increased flexibility gained through enforced home working, this often led to feelings of guilt, working longer hours and perceived work intensification. Work–home conflict emerged as a source of tension, dependent upon social and relational interactions, and physical and shared spaces at home. The authors analyse these issues in the context of job crafting as a means of organising the jigsaw pieces of work–home conflict as participants transitioned to a ‘new normal’. In conclusion they examine the implications and suggest avenues for further research.
Purpose:
This study explored employment experiences and attitudes of adults who acquired mobility, motor, and/or communication disabilities and who use assistive technologies.
Materials and methods:
Semi-structured interviews were conducted with seven adults about their employment experiences after acquiring their disabilities. After analysis of interview results, six participants completed surveys about their attitudes towards crowdsourcing and remote work.
Results:
Findings indicate that adults can continue working with accommodations when they feel supported and valued by their employer. However, participants frequently compared their pre-disability work performance with their post-disability performance and at times, left work because they did not feel they were performing to their own expectations, regardless of the support of their employer. Participants experienced feelings of loss, regret, and identity change after acquiring their disabilities and after leaving work. Most participants did not have specific knowledge of available work alternatives which could accommodate their health and accessibility needs. When presented with accessible work alternatives, the majority of participants increased their interest in learning more about those options.
Conclusions:
Whether through work or other pursuits, individuals in this population retain a strong desire to participate and contribute to society. However, it should not be assumed that adults with acquired disabilities are inherently aware of available, alternative options to traditional work. Future research on increasing awareness of accessible options for societal engagement for this population should be explored.
La repercusión del teletrabajo sobre la salud emocional de los empleados ha suscitado una amplia discusión académica. El debate sigue abierto y sin una explicación concluyente. Investigaciones previas establecen relaciones contradictorias: positivas o negativas; lineales o curvilíneas, pero con un rasgo común, los resultados son parciales o no acaban de concretarse. Por esa razón, el objetivo de esta investigación es analizar si el teletrabajo y sus beneficios atenúan sistemáticamente el agotamiento emocional o si la relación entre ambas variables tiene un punto de quiebre asociado con la intensidad laboral. Los resultados evidencian que el alcance del teletrabajo y el agotamiento emocional se relacionan mediante un esquema curvilíneo. Por lo tanto, los beneficios del teletrabajo disminuyen el agotamiento emocional cuando la intensidad laboral es baja o media; sin embargo, cuando el alcance del teletrabajo supera los cuatro días esa línea descendente cambia progresivamente su orientación hasta que la tendencia es perjudicial para el bienestar afectivo del empleado. La relación entre trabajo y agotamiento, por su complejidad, difícilmente puede ser lineal. Desde luego, un clima de exceso de trabajo o ciertos rasgos personales desvirtúan las características positivas del teletrabajo y los beneficios (recursos) se convierten en demandas. La incapacidad de desconexión laboral evita la recuperación y eso deriva, inevitablemente, en una sensación de insuficiencia emocional. La muestra es de 448 empleados y el análisis estadístico se realiza a través de un proceso de moderación simple.
The chapter defines self-leadership, identifies the abilities necessary to be a successful self-leader, and describes the benefits of self-leadership to organizations and remote employees. Finally, the chapter recommends self-leaders and organizations interested in successful self-leadership. Remote work skyrocketed during and after the Covid-19 pandemic which started in 2020. The traditional approaches to leadership have proven ineffective due to the uniqueness of leading via technology and the global nature of the workforce. Identifying and defining the type of leadership needed for success in remote environments is vital. This chapter was developed using evidence-based research techniques. From the findings, recommendations for self-leaders and organizations were developed, as well as a new theoretical framework for self-leadership based on self-disciple. With the rapid evolution of the global workforce, this research has value and significance to self-leaders, traditional leaders, educators, and organizations.
Telework, which changed the work patterns of public employees, has spread since the COVID-19 pandemic. This research examined the increase in telework use before the COVID-19 pandemic and during its peak. Subsequently, this study used logistic analysis to investigate differences in teleworking among federal employees by their demographics and explored whether leader and organizational support can help reduce such disparities in telework use. Using data from U.S. federal employees collected during the COVID-19, this investigation found that 71% of the respondents used telework more frequently since the outbreak of COVID-19, and disparities in telework use occurred by age, disability status, ethnic origins, and gender of federal employees before the COVID-19 pandemic and during its peak. However, while the leader and organizational support reduced the disparities in telework use by gender, such effects were not observed for age, disability status, and ethnic origins. These results can help public organizations develop effective management strategies to create a favorable organizational environment allowing middle-aged/older employees, employees with disabilities, and minority employees to work from home.
The impact of teleworking on the emotional health of employees has been extensively discussed in academic literature. Nonetheless, the debate remains open and inconclusive. Previous research has established contradictory relationships, such as positive or negative, linear or curvilinear. However, one common feature of these studies is that the results are either partial or inconclusive. Therefore, this research aims to analyse whether teleworking and its benefits systematically alleviate emotional exhaustion or whether the relationship between the two variables has a turning point associated with work intensity. The results show that the relationship between teleworking and emotional exhaustion is curvilinear. Thus, the benefits of teleworking decrease emotional exhaustion when work intensity is low to medium. However, when teleworking exceeds four days per week, the downward trend progressively changes its orientation until the trend becomes detrimental to the employee's affective well-being. The relationship between teleworking and emotional exhaustion is complex and cannot be linearly modelled. Excessive work or certain personal traits can distort the positive characteristics of teleworking, and the benefits (resources) can become demands. Inability to disconnect from work prevents recovery and inevitably leads to a sense of emotional inadequacy. The sample size was 448 employees, and statistical analysis was done through a simple moderation process.
Purpose
Managers are responsible for implementing reasonable accommodation (RA) for people with disabilities (PwD). Yet, little is known about the extent to which managerial views of RA shape attitudes toward PwD. The study draws on conservation of resources (COR) and job demands and resources (JD-R) theories to examine the relationship between managerial views of RA availability and implementation ease on attitudes towards hiring PwD.
Design/methodology/approach
In total, 162 full-time managers at a large New Zealand (NZ) healthcare organisation completed an online survey. Moderated multiple regressions were conducted to test the main effects and interactions between perceptions of RA process and attitudes towards hiring PwD.
Findings
The study results indicate that line managers held positive attitudes towards hiring PwD when they viewed RA implementation as easy, particularity around the provision of flexible work arrangements.
Research limitations/implications
This study shows the importance of gaging managers' views of RA processes to understand their attitudes toward PwD and highlights potential linkages between managerial perspectives on RA, PwD experiences in the organisation and the effectiveness of disability support and inclusion initiatives.
Practical implications
RA availability from the organisation is insufficient to elicit positive managerial attitudes toward hiring PwD. Policies and procedures that reduce RA implementation complexity are expected to foster positive managerial attitudes toward PwD and improve employment outcomes for this employee group.
Originality/value
This study is the first to test how managerial attitudes towards hiring PwD are influenced by views of RA availability from the organisation and of RA implementation ease. It also provides a multidimensional measure that captures managerial views of RA availability from the organisation and RA implementation ease.
El hombre es un ser relacional influenciado por el entorno y por los demás. Una relación que puede ser positiva ya que permite el diálogo, la fraternidad, el cariño y el cuidado, o negativa, porque puede generar sobreprotección, destrucción e incluso violencia. En este sentido, en este trabajo ahondaremos en la comprensión de, precisamente, lo diferente. Para ello nos centraremos en el caso de las enfermedades poco frecuentes y los mecanismos para minimizar los procesos de exclusión que sufre este grupo de personas, la relación con los profesionales de la medicina y aspectos relacionados con el mundo laboral, entre otros. Una serie de aspectos que, debido a la baja prevalencia de estas enfermedades, son poco estudiados, por lo que el avance en el conocimiento de estas patologías se ve muy reducido. Todo esto conlleva graves consecuencias para las personas afectadas, encontrándose desprotegidas en ámbitos como el social y el laboral.
Statistics have shown that telework has increased with up to 19 percentage points in some regions across Europe, during the pandemic. In Romania, the growth was up to 6.2 percentage points, in Bucharest, as estimated from Eurostat. The present article introduced the eye-gaze technology and usage for persons with severe physical or somatic disabilities, along with the opportunity to work from home in order to foster the integration in the labor market. Results show that there is an 81% opportunity of employment rate among this category if telework would be considered and legalized as a normal type of employment. Also, a percentage of 13% of employment rate would be fostered if eye-gaze technology would be adopted in schools and training, along with daily and work usage for people with severe psychical or somatic disabilities. Limitations of this study imply the fact that no participants were addressed, in order to accentuate the benefits of using this technology. Future research might focus on analyzing the impact of introducing this eye-gaze technology on the quality of the disabled persons life, by using the WHO-5 Well-Being Index in a before and after analysis.
Background:
New forms of digital work such as crowdwork promise to increase potentials for flexible working. As crowdworkers can work highly autonomous and from anywhere at any time via the internet, they may be able to make work and private demands more compatible and avoid role conflicts between the life spheres, and in turn, experience enhanced well-being.
Objective:
This research asked whether crowdworkers benefit from flexible working potentials. It investigated the association of the use of different dimensions of flexible working (flex-time, flex-place, task autonomy) in crowdwork with work-life conflicts and well-being. Moreover, it explored whether the relationship between flexible working and well-being was mediated by work-life conflicts.
Methods:
The study drew upon a sample of 470 crowdworkers from a cross-sectional self-assessment survey on four different German crowdwork platforms. Structural equation modeling was conducted to estimate the effects of flexible working on work-life conflict, somatic health symptoms, and life satisfaction. Indirect effects were estimated to test the mediation hypothesis.
Results:
The findings suggest that if crowdworkers use temporal and task flexibility, they experience fewer work-life conflicts, fewer somatic health symptoms, and greater life satisfaction. This does not apply to flex-place. The relationship between flexible working and well-being is partly mediated by work-life conflict experiences.
Conclusion:
This study supports that crowdwork offers a high potential for working highly autonomous and flexibly in time and place. It is associated with lower levels of work-life conflict and enhanced well-being, but the benefits of this flexibility are not universally included in CW.
Many individuals with disabilities and/or chronic conditions (da/cc) experience symptoms that may require intermittent or on-going medical care. However, healthcare is an often-overlooked domain for accessibility work, where access needs associated with temporary and long-term disability must be addressed to increase the utility of physical and digital interactions with healthcare workers and spaces. Our work focuses on a specific domain of healthcare often used by individuals with da/cc: physical therapy (PT). Through a twelve-person interview study, we examined how people’s access to PT for their da/cc is hampered by social (e.g., physically visiting a PT clinic) and physiological (e.g., chronic pain) barriers, and how technology could improve PT access. In-person PT is often inaccessible to our participants due to lack of transportation and insufficient insurance coverage. As such, many of our participants relied on at-home PT to manage their da/cc symptoms and work towards PT goals. Participants felt that PT barriers, such as having particularly bad symptoms or feeling short on time, could be addressed with well-designed technology that flexibly adapts to the person’s dynamically changing needs while supporting their PT goals. We introduce core design principles (adaptability, movement tracking, community building) and tensions (insurance) to consider when developing technology to support PT access. Rethinking da/cc access to PT from a lens that includes social and physiological barriers presents opportunities to integrate accessibility and adaptability into PT technology.
This session reflects R&D on technologies.
Research in service robotics strives at having a positive impact on people’s quality of life by the introduction of robotic helpers for everyday activities. From this ambition arises the need of enabling natural communication between robots and ordinary people. For this reason, Human-Robot Interaction (HRI) is an extensively investigated topic, exceeding language-based exchange of information, to include all the relevant facets of communication. Each aspect of communication (e.g. hearing, sight, touch) comes with its own peculiar strengths and limits, thus they are often combined to improve robustness and naturalness. In this contribution, an HRI framework is presented, based on pointing gestures as the preferred interaction strategy. Pointing gestures are selected as they are an innate behavior to direct another attention, and thus could represent a natural way to require a service to a robot. To complement the visual information, the user could be prompted to give voice commands to resolve ambiguities and prevent the execution of unintended actions. The two layers (perceptive and semantic) architecture of the proposed HRI system is described. The perceptive layer is responsible for objects mapping, action detection, and assessment of the indicated direction. Moreover, it has to listen to uses’ voice commands. To avoid privacy issues and not burden the computational resources of the robot, the interaction would be triggered by a wake-word detection system. The semantic layer receives the information processed by the perceptive layer and determines which actions are available for the selected object. The decision is based on object’s characteristics, contextual information and user vocal feedbacks are exploited to resolve ambiguities. A pilot implementation of the semantic layer is detailed, and qualitative results are shown. The preliminary findings on the validity of the proposed system, as well as on the limitations of a purely vision-based approach, are discussed.
Additive Manufacturing (AM) techniques have attracted great interest in sectors with high benefit such as the Medtech. The AM of continuous fiber reinforced composite is a technology that, although still in its initial development, appears to be very promising. The AM process could be particularly interesting for the production of prosthetic devices for sports (ESAR devices such as foot or foil). In this work, is explored the potential of additive manufacturing in the field of prosthetics of the lower limb through an multidisciplinary approach, involving several competences from the clinical evaluation, integration of biomechanics, development of new composite and hybrid materials based on polymers, carbon fibres and metal inserts, and implementation of optical sensors with their integration in the composites for the continuous monitoring of prosthetic devices and their durability.
Imposed home teleworking has experienced an exceptional boom during the Covid‐19 pandemic that hit the world in early 2020. The way telework is perceived and judged by others, with a risk of creating a divide between those who do and those who do less, and those who work and those who work less, can weaken social cohesion. In the face of the organizational and psychosocial mechanisms at work, the strategies deployed by teleworkers are likely to lead them to close themselves off in a negative spiral that is harmful to their physical and mental health. Another well‐known advantage of teleworking concerns flexibility, autonomy, control over working time and organization of activities. Several studies suggest that gender modulates the effects of telework on the organization of activities and their delimitation. Alizadeh thus looked at the activities carried out by teleworkers, and more precisely during their break periods.
The COVID-19 lockdown has increased the use of flexible workplace practices (FWP) especially work from home, demonstrating their importance to the resilience of transportation systems and regional economies. This study compares experiences and perceptions of FWP and related policy interventions before and during the COVID-19 shutdown, using a mixed-methods approach focusing on the South Bay region of Los Angeles County, to inform projections about the use of FWP and policy implications post-COVID. Pre-shutdown surveys and focus groups interviews confirmed that major obstacles to FWP expansion were a combination of managerial and executive resistance, alongside occupational constraints. Pre-shutdown interviews suggested that costs associated with manager training and cultural transition are major concerns for executives. A small sample of follow-up interviews with executives, managers, and staff, conducted during the shutdown period has revealed some of the practical issues with full-time FWP such as work-life balance, childcare, productivity, IT hardware and software, and network connectivity. Although organizations have been forced into flexible arrangements, many are considering continuing to utilize the practices after the pandemic settles down. In terms of policy interventions, pre-COVID participants perceived government subsidies and incentives as the most desirable government programs. However, in a resource-constrained post-COVID world, policy makers might instead focus on training programs and promotional campaigns tied to public health messaging, and the implications of reduced commuting for transportation system design and commercial zoning and land use.
Resumen
¿Cómo cambió el tiempo de trabajo de las personas asalariadas obligadas a teletrabajar por las medidas sanitarias francesas en 2020? A partir de un estudio cualitativo que combina entrevistas, observaciones directas y cuestionarios en una empresa municipal de aguas, se observa que el teletrabajo reestructura el tiempo de trabajo y redistribuye el poder regulador. Durante los confinamientos, la jornada laboral se prolonga y los ritmos de trabajo se modifican, con importantes variaciones según la configuración familiar: el confinamiento en familia frena la prolongación de la jornada pero favorece su fragmentación, efecto que se invierte en caso de confinamiento en solitario.
Cerebral Palsy (CP) includes a group of permanent but non progressive motor disturbances caused by defects in an immature brain. Next to postural abnormalities, movement disorders are commonly acknowledged. Speech deficits, communication delays, challenging behaviors, and locomotion and/or gait inabilities are usually embedded. Furthermore, children and adolescents with CP may have intellectual disabilities. Beside pharmacological approach and surgical interventions, cognitive-behavioral programs and assistive technology-based setups may be implemented. Both clinical practice and applied research may be targeted. The current volume emphasizes a two-decade professional experience of the Editor who works on technological-aided rehabilitative interventions to help people with multiple disabilities in daily settings. The independence, an active role, positive participation and functional occupation of individuals with severe to profound developmental disabilities were highlighted.
The book includes eights chapters and provides the reader with practical guidance in daily circumstances. Chapter one is focused on an orthodontist perspective and deals with oral features, diagnostic method, and customized treatment to enhance the safety and the compliance of patients with CP. Chapter two evaluates support networks of families raising a child with CP. Two different European geographic populations (i.e., Greece and Italy) were systematically compared. Chapter three describes findings on Cerebral Palsy in Mexican pediatric patients and an experience in a National Institute of Health. Chapter four presents a short clinical literature review on rehabilitation in CP. The newest empirical contributions were critically discussed. Chapter five develops an on-track monitoring system to clarify longitudinal trajectories in children with cerebral palsy and systematic comparisons between children with CP were assessed. Chapter six further argues on unique challenges for oral care and useful recommendations are outlined. Chapter seven details a computerized customized system to enable three children with an independent request and choice process of desired items. Chapter eight implements a keyboard tailored emulator to get literacy access in a child with cerebral palsy estimated in the normal range of intellectual functioning.
A practical and updated guide to daily challenges posed by children and adolescents with cerebral palsy was presented. Both literature reviews and empirical contributions ensured the reader with helpful tips on daily use once tackled with cerebral palsy. Clinical features of individuals with cerebral palsy were detailed and practical supervision was explained. That is, daily recommendations were argued with specific examples in different settings. Oral care, academic performance, leisure opportunities, occupation options were fostered through practical and clinical guidance.
Introduction. – The COVID-19 health crisis considerably accelerated
the use of telework.
Objective. – The present study focuses on the impact of telework
frequency on workers’ work-life satisfaction and affective organi-
zational commitment. This study also evaluates the mediating role
of satisfaction with work-family balance in these two relationships.
Finally, it investigates the moderator role of telework adjustment
(i.e., adaptation to changes resulting from the transition to a vir-
tual environment) in the relationship between telework frequency
and work-family balance satisfaction, as well as the drivers of this
adjustment.
Method. – In all, 377 teleworkers replied to an online questionnaire
measuring the above-mentioned variables.
Results. – The increase in telework frequency is directly associa-
ted with a decrease in workers’ work-life satisfaction and affective
organizational commitment, due to the degradation of their work-
family balance satisfaction. Yet, once workers have made significant
adjustments to telework, direct and indirect negative impacts of
telework frequency are reduced. Finally, telework adjustment is
largely predicted by whether telework resulted from choice or
obligation, by the telework environment at home, and by the orga-
nizational support provided to workers.
Conclusion. – Theoretical and practical implications of these results
will be discussed, with potential avenues to best support the
deployment of remote work.
Abstract Current technologies provide individuals with complex communication needs with a powerful array of communication, information, organization, and social networking options. However, there is the danger that the excitement over these new devices will result in a misplaced focus on the technology, to the neglect of what must be the central focus - the people with complex communication needs who require augmentative and alternative communication (AAC). In order to truly harness the power of technology, rehabilitation and educational professionals must ensure that AAC intervention is driven, not by the devices, but rather by the communication needs of the individual. Furthermore, those involved in AAC research and development activities must ensure that the design of AAC technologies is driven by an understanding of motor, sensory, cognitive, and linguistic processing, in order to minimize learning demands and maximize communication power for individuals with complex communication needs across the life span.
Abstract The iPad and other mobile technologies provide powerful new tools to potentially enhance communication for individuals with developmental disabilities, acquired neurogenic disorders, and degenerative neurological conditions. These mobile technologies offer a number of potential benefits, including: (a) increased awareness and social acceptance of augmentative and alternative communication (AAC), (b) greater consumer empowerment in accessing AAC solutions, (c) increased adoption of AAC technologies, (d) greater functionality and interconnectivity, and (e) greater diffusion of AAC research and development. However, there remain a number of significant challenges that must be addressed if these benefits are to be fully realized: (a) to ensure the focus is on communication, not just technology, (b) to develop innovative models of AAC service delivery to ensure successful outcomes, (c) to ensure ease of access for all individuals who require AAC, and, (d) to maximize AAC solutions to support a wide variety of communication functions. There is an urgent need for effective collaboration among key stakeholders to support research and development activities, and to ensure the successful implementation of mobile technologies to enhance communication outcomes for individuals who require AAC and their families.
Human rights legislation and anti-discrimination and accessibility laws exist in many countries and through international conventions and treaties. To varying degrees, these laws protect the rights of people with disabilities to full and equal access to goods and services. Yet, the accessibility requirements of people with complex communication needs (CCN) are not well represented in the existing accessibility literature. This article describes the results of surveys completed by disability service providers and individuals with CCN due to cerebral palsy, developmental delay, and acquired disabilities. It identifies accessibility requirements for people with CCN for face-to-face communication; comprehension of spoken language; telephone communication; text and print-based communication; Internet, email, and social media interactions; and written communication. Recommendations are made for communication accessibility accommodations in regulations, guidelines, and practices.
Eight individuals with cerebral palsy who use augmentative and alternative communication (AAC) and were employed full time participated in a focus group discussion that was conducted on the Internet. Six major themes emerged from the discussion: (a) descriptions of employment activities, (b) benefits of employment and reasons for being employed, (c) negative impacts resulting from employment, (d) barriers to employment, (e) supports required for employment, and (f) recommendations for improving employment outcomes for individuals with cerebral palsy who use AAC. Factors identified as key to preparation for successful employmentincluded appropriate education and vocational experiences. Community networks, government policies, and computer technology were identified as important supports for obtaining employment. Personal characteristics, technology, supportive coworkers, personal care assistance, and family supports were described as important supports for maintaining employment.
Fourteen employers and co-workers who worked with individuals who used augmentative and alternative communication (AAC) completed a survey describing their employment experiences. A qualitative analysis identified four major themes in the responses: (a) benefits of employing individuals who use AAC, (b) challenges to the employment situation, (c) supports to the employment situation, and (d) recommendations for improving employment outcomes for individuals who use AAC. Respondents identified the following as key factors that had a significant impact on employment outcomes for individuals who use AAC: (a) identification and development of good job matches, (b) educational and vocational preparation, (c) reliability of AAC technology, (d) attitudes of co-workers, (e) accessibility of the workplace, and (f) availability of transportation and personal care services.
A focus group discussion was conducted on the Internet to investigate the employment experiences of five individuals with amyotrophic lateral sclerosis (ALS) who required augmentative and alternative communication (AAC). Information was gathered in the following areas: (a) the benefits of and reasons for continuing employment, (b) the negative impacts of employment, (c) the barriers to continued employment, (d) the supports required for successful employment outcomes, and (e) recommendations proposed for employers, rehabilitation professionals, manufacturers of assistive technology, the government, and individuals with ALS themselves to facilitate employment. Factors described as important to the participants' continued employment included the nature of employment activities, necessary supports to employment activities (e.g., the availability of information and services), and access to appropriate communication systems.
This article explores the relationship between work–family roles and boundaries, and gender, among home-based teleworkers and their families. Previous literature suggests two alternative models of the implications of home-based work for gendered experiences of work and family: the new opportunities for flexibility model and the exploitation model. Drawing on the findings of a qualitative study of home-based workers and their co-residents, we argue that these models are not mutually exclusive. We explore the gendered processes whereby teleworking can simultaneously enhance work–life balance while perpetuating traditional work and family roles.
Telework has inspired research in disciplines ranging from transportation and urban planning to ethics, law, sociology, and organizational studies. In our review of this literature, we seek answers to three questions: who participates in telework, why they do, and what happens when they do? Who teleworks remains elusive, but research suggests that male professionals and female clerical workers predominate. Notably, work-related factors like managers' willingness are most predictive of which employees will telework. Employees' motivations for teleworking are also unclear, as commonly perceived reasons such as commute reduction and family obligations do not appear instrumental. On the firms' side, managers' reluctance, forged by concerns about cost and control and bolstered by little perceived need, inhibits the creation of telework programmes. As for outcomes, little clear evidence exists that telework increases job satisfaction and productivity, as it is often asserted to do. We suggest three steps for future research may provide richer insights: consider group and organizational level impacts to understand who telework affects, reconsider why people telework, and emphasize theory-building and links to existing organizational theories. We conclude with lessons learned from the telework literature that may be relevant to research on new work forms and workplaces. Copyright © 2002 John Wiley & Sons, Ltd.
Millions of employees now use portable electronic tools to do their jobs from a “virtual office” with extensive flexibility in the timing and location of work. However, little scholarly research exists about the effects of this burgeoning work form. This study of IBM employees explored influences of the virtual office on aspects of work and work/life balance as reported by virtual office teleworkers (n = 157) and an equivalent group of traditional office workers (n= 89). Qualitative analyses revealed the perception of greater productivity, higher morale, increased flexibility and longer work hours due to telework, as well as an equivocal influence on work/life balance and a negative influence on teamwork. Using a quasi-experimental design, quantitative multivariate analyses supported the qualitative findings related to productivity, flexibility and work/life balance. However, multivariate analyses failed to support the qualitative findings for morale, teamwork and work hours. This study highlights the need for a multi-method approach, including both qualitative and quantitative elements, when studying telework.
The study investigates the effects of home-based telework on quality of life (QoL). Four dimensions of QoL were analysed; overall satisfaction with life, sense of belonging, sense of becoming and sense of being. Through cross-national survey data (from 217 job holders and 112 partners) and by means of structural equation modeling, a positive association was found between home-based telework to a worker's sense of belonging (beta = 0.30, p < 0.001). On the other hand, a negative path was detected from the job holder's home-based telework to his or her partner's overall satisfaction with life (beta = -0.27, p < 0.05). After controlling for subdimensions of life quality, home-based work did not affect the job holder's overall life satisfaction. Moreover, the more concentration the job holder reported, the lower the sense of belonging was reported by his or her partner (beta = -0.28, p < 0.05). No simple explanation for the negative effects were found, but our interviews with the group of workers and their families leave us the impression that the problem of overworking and withdrawal was most relevant to the cases, in combination with negative spill-over effects and unclear boundary settings in the home.
To learn about the health care experiences of rural residents with disabilities.
Rural areas in Massachusetts and Virginia.
Local centers for independent living recruited 35 adults with sensory, physical, or psychiatric disabilities to participate in four focus group interviews.
Verbatim transcripts of interviews were reviewed to identify major themes.
Interviewees described the many well-recognized impediments to health care in rural America; disability appears to exacerbate these barriers. Interviewees reported substantial difficulties finding physicians who understand their disabilities and sometimes feel that they must teach their local doctors about their underlying conditions. Interviewees described needing to travel periodically to large medical centers to get necessary specialty care. Many are poor and are either uninsured or have Medicaid coverage, complicating their searches for willing primary care physicians. Because many cannot drive, they face great difficulties getting to their local doctor and especially making long trips to urban centers. Available public transportation often is inaccessible and unreliable. Physicians' offices are sometimes located in old buildings that do not have accessible entrances or equipment. Based on their personal experiences, interviewees perceive that rural areas are generally less sensitive to disability access issues than urban areas.
Meeting the health care needs of rural residents with disabilities will require interventions beyond health care, involving transportation and access issues more broadly.
What are the positive and negative consequences of telecommuting? How do these consequences come about? When are these consequences more or less potent? The authors answer these questions through construction of a theoretical framework and meta-analysis of 46 studies in natural settings involving 12,883 employees. Telecommuting had small but mainly beneficial effects on proximal outcomes, such as perceived autonomy and (lower) work-family conflict. Importantly, telecommuting had no generally detrimental effects on the quality of workplace relationships. Telecommuting also had beneficial effects on more distal outcomes, such as job satisfaction, performance, turnover intent, and role stress. These beneficial consequences appeared to be at least partially mediated by perceived autonomy. Also, high-intensity telecommuting (more than 2.5 days a week) accentuated telecommuting's beneficial effects on work-family conflict but harmed relationships with coworkers. Results provide building blocks for a more complete theoretical and practical treatment of telecommuting.
This paper describes the outcomes of a pilot study examining the roles of the moderator and participants in one focus group of six adults with complex communication needs. In the group, participants used a variety of communication methods including AAC and dysarthric speech. An analysis of the focus group interaction revealed that (a) both the moderator and participants played an active role in clarifying and repairing communication in the group, and (b) the group interacted successfully to discuss the focus group questions. The implications of the study for moderators and including adults with complex communication needs in focus groups are discussed, and directions for future research are suggested.
Transportation barriers are often the reason for the discrepancy in the employment rate between people with disabilities and others, yet little information about the transportation barriers and the needs of people with disabilities who are searching for employment is available. The primary objective of this paper is to share valuable information from a unique survey of people with disabilities who were actively searching for employment in New Jersey. The paper examines the role of public transportation in providing job access to people with disabilities and provides information and insights on the availability, use, needs, barriers, and perceptions of the survey respondents about different public transit modes. The paper also discusses the implications for agencies that provide transportation for people with human services needs. Research shows that despite the frequent use of public transportation by job-seeking people with disabilities, many of them are dissatisfied with public transportation. Although satisfaction with vehicle equipment compliant with the Americans with Disabilities Act seems high, many individuals are dissatisfied with the level of transit service and environmental barriers between homes and transit stations and stops. It can be inferred from the results that a multitude of strategies will be needed to address the travel needs and barriers of job-seeking people with disabilities in the state. In addition to providing assistance with transportation for people with human services needs and providing insights to vocational rehabilitation counselors, the study will serve as a means for laying the framework for more rigorous research on the transportation needs and barriers of people with disabilities.
This article describes telework and its use as an accommodation for employees with disabilities. Potential barriers to using telework as an accommodation are presented, as well as potential funding sources for technology. Two case studies of successful accommodation through telework are presented.
This article describes the growth of telecommuting as an employment
Seven self-employed individuals with cerebral palsy who used augmentative and alternative communication (AAC) participated in a focus group discussion conducted on the Internet. Six themes emerged from the discussion: (a) description of employment activities, (b) benefits of self-employment, (c) negative impacts of self-employment, (d) barriers to employment, (e) supports to self-employment, and (f) recommendations for improving self-employment outcomes for individuals with cerebral palsy who use AAC. For the individuals in this study, self-employment provided financial benefits, meaningful work activities, and an opportunity to realize personal expectations for participation in society. Negative societal attitudes and limited educational experiences were identified as major barriers to employment, while personal characteristics such as a willingness to take on challenges and an interest in demonstrating personal competence were seen as important supports.
Research on social support and job satisfaction has yielded mixed results, partly because studies have rarely examined different types of workplace social support, such as collegial support, task support, coaching, and career mentoring. This study identified the relative contributions of different types of social support to job satisfaction and explored the relationship between social support and job tenure. Overall, social support accounted for approximately 17% of the variance in job satisfaction and 9% of the variance in job tenure. Career mentoring and task support were the types of social support most predictive of job satisfaction. Coaching and task support were the types of social support most predictive of job tenure. © 2007 by the National Career Development Association. All rights reserved.
This paper discusses the relationship of new information and communication technologies (ICTs) and sustainable development.
It deconstructs popular myths about a sustainable information society. One myth is that telework has reduced the need to travel
and hence environmental pollution. The reality is that teleworkers make up only a small share of the total workforce, telework
can generate new social relationships and hence the need for more travelling, work-related travel produces only a small amount
of the total carbon dioxide emissions, and that the total distance travelled per employee is constantly rising. Another myth
is that information economy is weightless and dematerialized which reduces environmental impacts. The energy and resource
intensities of the ICT sector are indeed lower than the one of the total economy. The ICT sector also emits less CO2 than the total economy. But the ICT sector constitutes only a small portion of the total value added and fossil fuel combustion
is still the dominant activity of modern industrial economies. Some stakeholders argue that virtual products allow resource,
energy, and transport savings. But burning digital music on compact discs and DVDs, printing digital articles and books, etc.
results in rebound effects that cause new material and energy impacts, computers have a low life span of 2–3years, reusable
and upgradeable computers and computer equipment are hardly used and might not be as profitable as non-reusable ones, computers
are consuming much energy. Alternatives such as energy consumption labels on ICTs and green ICTs that consume less energy
contradict dominant economic interests. A sustainable information society is a society that makes use of ICTs and knowledge
for fostering a good life for all human beings of current and future generations by strengthening biological diversity, technological
usability, economic wealth for all, political participation of all, and cultural wisdom. Achieving a sustainable information
society costs, it demands a conscious reduction of profits by not investing in the future of capital, but the future of humans,
society, and nature.
Positive family influences have a significant impact on addressing school barriers to academic success for students from socially disadvantaged backgrounds. Due to inequities and attitudes toward people with complex communication needs, positive family influences may be critical in the academic success of students using AAC. This study asked the following question of eight United States high school graduates who have used augmentative and alternative communication (AAC): How do family influences positively affect the ability of students who use AAC to succeed in the secondary academic environment? Five themes emerged from the qualitative analysis of participants' narratives: (a) the impact of the family in seeking appropriate education, (b) homework as a challenge that was made easier through the involvement of the family, (c) the role of the family in communicating the importance of education, (d) mothers as driving forces of support, and (e) family encouragement for self-determination. This research allows families and schools to recognize the needs of students and to take action to meet them. It identifies the needs of families and schools in establishing relationships with each other, in terms of supporting requirements for accommodation, learning, motivation, and self-determination of students with complex commmunication needs.
This article addresses occupational health issues associated with home based telework. Relying on a literature review, an overview of empirical research and the results of six case studies conducted within Canadian-based organisations, the authors present findings from an interdisciplinary perspective that takes into account the social, ergonomic and regulatory issues relevant to health and safety of teleworkers. The case studies as well as the literature review showed that home based telework is generally seen by workers as having a positive effect on their health, although potential problems arising from work station design, long hours and isolation were identified. The analysis of the legal framework governing OHS of teleworkers in Quebec showed that most legislation theoretically applied to teleworkers, but there was some concern as to whether protective provisions governing prevention and compensation for injury were effectively applied to home based telework.
Communities are exploring ways to increase transportation coordination to improve access for seniors. One such effort is a brokered transportation system in which one agency serves as the central point of contact for ride information or actually arranging transportation for clients of multiple programs by use of a combination of transportation services. A team of social work faculty and students from the University of New Hampshire (UNH) Social Work Outreach Center, a center that provides service learning opportunities to students, collaborated with a local coalition to investigate the specific transportation needs of the region's senior citizens. A total of 641 people participated in the survey. Results indicate that the study population experiences problems reliably meeting daily living needs due to inconsistent or unavailable private and public transportation options. Study findings also indicate the promising potential of brokered transportation systems, particularly for isolated seniors in rural and suburban areas with relatively limited public and private transportation options.
Despite significant challenges, there are a growing number of documented cases of employment success for individuals who use augmentative and alternative communication (AAC). We review recent research on employment and AAC, and discuss the results within a framework that describes what is known about the worker, the workplace, technology, and society in achieving employment success for individuals who use AAC. Information on goals for future research and technology development is also provided.
Teleworking, a restructuring of the manner in which work occurs, based on information communication technologies (ICTs), is a promising way of further integrating people with disabilities into the workplace. In contrast to telecommuting, in which the work is primarily shifted in locale, telework is a restructuring of the tasks to be accomplished within the larger work setting which could result in "work" being done remotely, or collaboratively with coworkers (remotely or not) using ICTs. Drawing upon a review of the literature, this paper explores the relationship between telework and people with disabilities. While the advent of telecommuting and subsequently "teleworking" might open increased opportunities for the hiring of people with disabilities, it may also place severe constraints on the type of work, workplace environment and interactions, and accumulation of social capital for people with disabilities. Whereas much of the prevailing literature on telework and disability is often proscriptive in nature and is written with an audience of employers in mind, it is just as important to consider policy options from the standpoint of the employee as well. This paper proposes a number of policy approaches for the creation of an inclusive work environment for teleworkers with disabilities that can minimize, as much as possible, the social isolation faced by teleworkers with disabilities while maximizing their participation within the workplace community. Policy objectives for enhancing telework for people with disabilities fall into three general categories: 1) research, 2) outreach, and 3) interventions.
This paper describes current US trends and practices regarding workplace personal assistance services (PAS) as part of available work accommodation options. Workplace PAS include task-related assistance at work, such as readers, interpreters, help with lifting or reaching, re-assignment of non-essential duties to co-workers, and other help related to performing work tasks; and personal care-related assistance such as helping someone with using the rest room, eating, or drinking while at work. The results reported here are based on forty-one telephone interviews conducted in 2004, which included 20 workplace PAS users and 21 US employers familiar with workplace accommodations. Employers and consumers described a range of workplace personal assistance currently used. Barriers to expansion of workplace PAS include negative co-worker or supervisor attitude, cost to employers and workers, waiting time for accommodations, employee attitude and knowledge, and confusing terminology. Development of organizational culture that encourages employment of people with disabilities and developing employer-employee partnerships in arranging for accommodations can contribute to workplace PAS solutions. The survey findings contribute to better understanding of current practices related to workplace PAS.
In order to better understand employer perspectives with respect to hiring and working with people who use AAC and the kinds of employment barriers they believe exist for these individuals, a study into the job requirements, recruitment processes, and hiring processes of 27 employers in the United States was conducted. Interviews with the 27 employers focused on 48 jobs in 25 unique categories, many of which had previously been identified as desirable by 38 adults who used AAC (some of whom were employed and some of whom were seeking employment). Findings suggest that, while level of education is still important to employers, skills such as time management, problem solving, communication, use of an understandable and standard voice, and basic technology may be even more so. The study also found that having an effective job-related network is important, as is the ability to provide credible references and do well during in-person interviews with potential employers.
In this paper we review published research describing the use of augmentative and alternative communication (AAC) to support societal participation by adolescents and adults with developmental disabilities who require AAC. We focus on three major participation domains: post-secondary education and training, the workplace, and community living and social interaction opportunities. Based on the findings of the review, we highlight five needed areas of research and development related to AAC technology: face to face communication; distance communication and interconnectivity; training and support for system use; adapted applications and cognitive tools; and supports for independent operation, development, and maintenance.