Reference no: EM133174785

Can you explain each quote regarding to the DETERMINANTS OF EMPLOYEES' OPTION TO MAINTAIN TELEWORK OR RETURN

In Japan, telework has mainly been discussed as a method of reducing working hours and preventing overwork (Nagata et, al 2021, p.2).

Many articles in the popular press on telecommuting extend the benefits of telecommuting on various aspects of employee health, such as work-life (Henke et, al 2016, p.2).

Teleworking is changing the way millions of Americans communicate, commute, and work. Over the last several years, both private industry and the federal government have joined together to encourage these changes, many of which have proven to be beneficial to the economy, to the environment, and to families. In 2001, there were an estimated 28 million Americans who teleworked one day a week or more (Davis & Polonko, 2001).

It may seem counterintuitive that an infectious disease such as COVID-19 should have a strong relationship with obesity, which is a chronic, non-communicable disease. However, the stay-at-home orders mandated in many states plus efforts to isolate vulnerable populations and people with diagnosed or suspected COVID-19 have had serious effects on health behaviors and well-being for our sample of patients with obesity (Almandoz et, al 2020, p.6)

Telework refers to the practice of working -partly or entirely- from outside the business premises (from home, from a telecentre, from a satellite office) while communicating with the office making use of information and communication technologies (phone, email, internet, etc. (Bodjona et, al 2021 p.1).

While telework has been the subject of lot of research in human resources management (Taskin & Gomez, 2015), its impact on performance is less assessed.