ArticleNew technology, work and employment2022
Telework quality and employee well-being: Lessons learned from the COVID-19 pandemic in Italy.
Article in New technology, work and employment, 2022. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 3 papers.
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The abstract states no effect estimate the extractor could read, or names no intervention and outcome on the map, so this paper lights no cell and moves no belief. It is still indexed, cited and linked below.
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Who cites it
3 citing papers in PubMed.
- After-work recovery in hybrid work: remote work intensity and general self-efficacy in work-related rumination.Frontiers in psychology · 2026Article
- Hybrid Work Profiles and Team Functioning: A Person-Centered Analysis of Hybrid Work Quality.Journal for person-oriented research · 2026Article
- Telework quality and employee well-being: Lessons learned from the COVID-19 pandemic in Italy.New technology, work and employment · 2022Article
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Authors and funding
4 authors.
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No grant is acknowledged in the PubMed record.
Abstract
The coronavirus disease 2019 (COVID-19) forced organisations to implement intensive telework for many of their workers overnight. This scenario was completely new, and the emergency caused by COVID-19 created the possibility of experimenting with new ways of working with an unknown impact on employee well-being. Drawing on previous literature, we defined a model of telework quality consisting of the following four core domains: agile offices within organisations, functional remote workstations, flex-time and engaging management. We identified two high-quality and low-quality telework profiles using latent profile analysis on a data sample of 2295 insurance and financial sector employees. Demographic, occupational and procedural characteristics were associated with the probability of being in the positive or negative profiles. Our results showed that employees' emotional exhaustion and work engagement levels were related to telework quality. This study suggests that organisations need to consider the quality of telework to effectively adopt new ways of working that foster employee well-being.
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Registered trials
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