1- nstitute for Management and Planning Studies, Tehran, Iran , h.taherpour@imps.ac.ir
2- nstitute for Management and Planning Studies, Tehran, Iran
2- nstitute for Management and Planning Studies, Tehran, Iran
Abstract: (139 Views)
Objective:The purpose of the present study is to design a job model to assess the feasibility of teleworking in public jobs and determine job criteria for decision-making for teleworking in jobs.
Research methodology:The present research is inductive, applied, and field. In this research, 12 separate questionnaires were prepared for the activities of 12 general jobs, including 25 teleworking indicators. The statistical population of this research included 12 general jobs, from administrative, financial, and... expert attacks. The sample size included 180 subjects and was conducted with the available sampling method in 5 organizations.Findings: The 25 indicators were categorized into 5 factors: the need for transparency, no need for coordination or face-to-face interactions, the need for high knowledge and the lack of close supervision, Lack of task sensitivity, and no need for physical presence.
Research value:Teleworking implemented in organizations is not based on specific indicators or standards, and critical conditions such as infectious diseases, air pollution, energy shortages, etc. are among the factors affecting teleworking in organizations. In fact, false and unrealistic teleworking has been implemented in organizations. Given that job characteristics play a significant role in assessing the organization's readiness for successful implementation of teleworking, it is essential to pay attention to the extracted factors for teleworking in jobs
Research methodology:The present research is inductive, applied, and field. In this research, 12 separate questionnaires were prepared for the activities of 12 general jobs, including 25 teleworking indicators. The statistical population of this research included 12 general jobs, from administrative, financial, and... expert attacks. The sample size included 180 subjects and was conducted with the available sampling method in 5 organizations.Findings: The 25 indicators were categorized into 5 factors: the need for transparency, no need for coordination or face-to-face interactions, the need for high knowledge and the lack of close supervision, Lack of task sensitivity, and no need for physical presence.
Research value:Teleworking implemented in organizations is not based on specific indicators or standards, and critical conditions such as infectious diseases, air pollution, energy shortages, etc. are among the factors affecting teleworking in organizations. In fact, false and unrealistic teleworking has been implemented in organizations. Given that job characteristics play a significant role in assessing the organization's readiness for successful implementation of teleworking, it is essential to pay attention to the extracted factors for teleworking in jobs
Keywords: Teleworking, Necessity of transparency, No need for coordination, Need for high knowledge, no need for direct supervision, Lack of task sensitivity, No need for physical presenc
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