From anxiety to assurance: concerns and outcomes of telework

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How researchers see this paper

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E-Leadership and Teleworking in Times of COVID-19 and Beyond: What We Know and Where Do We Go (2020, background): “On the one hand, teleworking can lead to anxiety among employees about the possible shrinking of career prospects owing to reduced visibility (Maruyama and Tietze, 2012), and unfortunately the advantages of teleworking come at the cost of intensiﬁed work.”
The impact of telework on emotional experience: When, and for whom, does telework improve daily affective well-being? (2015, background): “Teleworking has also been shown to be associated with higher feelings of control and flexibility (Huws, Korte, & Robinson, 1990; Maruyama & Tietze, 2012; Standen et al., 1999; Tremblay, 2003) which have been associated with mental health and well-being (Thompson & Prottas, 2006; Warr, 2007).”
New Telework, Time Pressure, and Time Use Control in Everyday Life (2019, background): “This trend is assumed to be caused by employer interests, and is related to findings indicating positive effects as regards efficiency, reduced premises costs, reduced absence, and more efficient recruitment of competent staff [24].”
Do new ways of working increase work engagement (2018, result): “These implications are in line with those from the related telework literature, which finds that management attitudes are the key to successful adoption of telework (Maruyama and Tietze, 2012).”