Abstract
The aim of this paper is to investigate the changes in the psychosocial working environment when implementing home-based telework.
Along with the transformation of the Danish society towards an Information Society the number of teleworkers has grown rapidly for the last five years. Today we have an estimate of 300,000 teleworkers (11.6% of the workforce) using the widest possible definition of telework. In this paper however we are using a rather narrow definition; permanent employees working 20 - 60% of the working hours from their home using ICT´s.
We define the psychosocial working environment as the result of a transaction between the individual and the environment. The result divides in three factors; autonomy, integration and co-operation.
In order to search for changes in the psychosocial working environment we have carried out 12 independent case analyses. This was done by interviewing 12 people (cases) who have all used home-based telework for a period of time. These were combined in a multiple case analysis in order to decide the common features of the 12 independent analyses.
The investigation shows that none of the 12 cases have only negative experiences with home-based telework. In addition to that all cases have experienced positive effects on the factors of autonomy and integration. Therefore we conclude that the implementation of home-based telework has had a positive effect on the factors of autonomy and integration, whereas the co-operation has been effected negatively. Over all we conclude that home-based telework has a positive effect on the psychosocial working environment.
Using the motivation- hygiene theory by F. Herzberg, the investigation shows that the positive effects on the factors of autonomy and integration are connected to Herzbergs motivation factors. This means that home-based telework creates a potential for psychological growth. The negative effects however on the factor of co-operation are connected to Herzbergs hygiene factors which means that home-based telework creates a potential for dissatisfaction as well.
It is our opinion that it is possible for individuals to gain psychological growth by getting home-based telework. This is done by 1) making sure that the individual is keen on getting home-based telework and therefore motivated for growth and 2) trying to neutralize the potential dissatisfaction which e.g. is done by making it completely plain what the management expects from the potential teleworker.
Siderne er oprettet januar 2000 og sidst opdateret d. 18/2-2002 af Kristian Alstrup Baden (mail kab@mail.dk)