TABLE 4.

Qualitative summary of articles reviewed.

Authors	Sample (demographics)	Results (factors of work investigated refer to interactions between environment and working conditions, organizational conditions, social conditions, functions and content of work, efforts, individual and family characteristics of teleworkers)
Afonso et al., 2021	Portugal, alumni of Portuguese AESE Business (n = 173) Full-time: COVID-19 pandemic. Data collection: 2020 6–22 Aug (prior to full pandemic/face-to-face)	Quantitative–Descriptive cross-sectional Findings: Positive: better sleep quality was associated with longer sleep duration and better job satisfaction. Negative: high prevalence of poor sleep quality (74.1%) and general depression/anxiety (29.4%). Male sex was negatively associated with perceived productivity.
Anderson et al., 2015	US, variety of government agency workers (n = 102). Part-time and Full-time: Mean 2.88 days per week Data collection: 2014	Quantitative Findings: Positive: employees experienced more job-related positive affective wellbeing and less job-related negative affective wellbeing on days when they were teleworking compared to days they were working in the office. Teleworking can reduce level of emotions such as stress and anxiety and can increase emotions such as happiness and joy. Negative: The affective consequences of telework seem to vary dramatically as a function of individual differences.
Barros and da Silva, 2010	Brazil, workers of the company Shell (n = 15). Full-time: None of the respondents chose to work home-office voluntarily. Data collection: 2007	Qualitative Findings: Positive: flexible working times; personal and family dimension, greater autonomy. Negative: difficulty establishing limits for time dedicated to work. The company raised level of pressure to perform. Some pressures often appeared to be self-imposed. Difficulties regarding communication and interaction and lower visibility; difficulty for supervisors to monitor performance and establish a relationship of trust. Lack of synchronism; difficulties sharing information. Costs for career. Lack of boundaries between work and home life. Greater need to reconcile among women.
Bathini and Kandathil, 2019	India, 17 different companies (IT) (n = 61). Part-time and Full-time: 27 rarely/occasionally. 30 regularly. Data collection: data not provided	Abductive Findings: Positive: reduces commute time. Negative: intensified work at home in exchange of telework. Portraying telework as an employee benefit or privilege helps management to orchestrate negotiation in their favor.
Belle et al., 2015	US, workers from different sectors and organization types (n = 10). Part-time and Full-time: 4 telework/3–4 days per week and 6 full-time. Data collection: 2013	Phenomenological Findings: Positive: Expressions of organizational belonging included experiences that reflected self and other awareness, personal and professional fulfillment, support from others and participation. Negative: Not belonging was apparent where there was a lack of credibility, conflict, a loss of stability and exclusion from ownership.
Bentley et al., 2016	New Zealand, workers distributed across 28 organizations (n = 804) Part-time: 509 teleworkers/1–7 h per week (low intensity) and 295 teleworkers/ ≥8 h (hybrid). Data collection: data not provided	Quantitative Findings: Positive: Organizational social support and teleworker support were associated with increased job satisfaction and reduced psychological strain. Organizational social support was regarded as having greater influence on satisfaction among low-intensity teleworkers. Negative: Insufficient provision of organizational social support reduces job satisfaction and increases psychological strain due to the social isolation resulting from teleworking.
Biron and van Veldhoven, 2016	Netherlands, different occupations. Part-time: 3 home days and 3 office days (n = 77). Data collection: data not provided	Multilevel analysis of mixed methods Findings: Positive: for workers with high work demands, ability to concentrate was higher and need for recovery lower, on home days than on office days. Negative: on home days, generally high level of worktime control amplified the association between job demands and need for recovery—whereas this association was reversed when worktime control was generally moderate.
Cernas-Ortiz et al., 2021	Mexico: different occupations (n = 214). Full-time: full-time during pandemic–face-to-face for 56% of sample pre-pandemic–1st experience in teleworking. Data collection: 2020	Correlational. Non-experimental and cross-sectional. Findings: Positive: relationship between social connectedness outside of work and job satisfaction was positive and mediated by positive affective well-being, but not by reduction in negative affective well-being. Negative: teleworking is not for everyone; it can cause social isolation and low job satisfaction.
Choi, 2020	US, 143 sub-agencies of 15 Departments of executive power (n = 428). Part-time (1–3 days per month) and non-telework/ Data collection: 2011–2013	Longitudinal analysis Findings: Positive: agencies that were more supportive and those with more teleworkers reported less voluntary turnover (0.02% in following year). Negative: Organizational characteristics including average pay and length of service, and the proportions of different occupational categories, full-time employment, and women also had significant effects on voluntary turnover of employees
Darouei and Pluut, 2021	Netherlands, different occupations (such as legal sector, academia, IT) (n = 34). Part-time 2.7 days on average. Data collection: no data–performed prior to pandemic	Intraindividual model with daily surveys Findings: Positive: less time pressure, lower levels of work-family conflict on day. Family-work conflicts predicted individuals’ next morning engagement and exhaustion levels and affective states toward the organization they worked for. Negative: spiral of losses when experiencing work-family conflict. Negative effect on organization they worked for when work interfered with family life the previous day.
De Vries et al., 2019	Netherlands, public servants (n = 61). Part-time and Full-time Data collection: 2016	Cross-sectional Findings: Positive: working from home did not affect work engagement. Leader-member exchange reduced impact of teleworking on professional isolation. Negative: public servants experienced quite negative effects of teleworking, including greater professional isolation and lower organizational commitment on the days they worked entirely from home.
Duxbury and Halinski, 2014	Canada, 87 employees of medium-to-large public, private and NGO sectors (n = 1,806) Part-time 1–60 h per week (Mean result 11.09 h SD 13.5). Data collection: 2011 and 2012	Quantitative–hierarchical multiple regression analysis Findings: Positive: the telework arrangement seemed to help employees with higher work demands cope with these demands (i.e., work more hours with no concomitant increase in role overload). Negative: the control offered by telework is domain specific (helps employees meet demands at work but not at home). Teleworking is not such an advantage to employees with lower work demands (overload increases faster).
Fukushima et al., 2021	Japan, living in Tokyo Metropolitan Area (n = 1,239) Part-time and Full-time Tele groups 1–25%, 26–50%, 51–75%, and 76–100% and other group not engaged in home-working Data collection: July and August 2020.	Quantitative; cross-sectional Findings: Negative: Workers who teleworked were less physically active and had longer sedentary time during work time than those who worked at workplaces. Environmental factors of homeworking differed, e.g., size and layout of work space.
García-Salirrosas and Sánchez-Poma, 2020	Peru, university teachers (n = 110) Full-time Data collection: 2020	Quantitative, cross-sectional study. Findings: Negative: a high prevalence of musculoskeletal disorders was found in the university teachers studied, particularly in the lumbar-dorsal spine and neck, and these disorders were associated with ergonomic risk factors such as poor posture and long working hours.
Hadi et al., 2021	Germany, workers from different professions (n = 178) Full-time: mean 35.81 h per week Data collection: April 2020	Quantitative–multilevel analysis. Findings: Positive: leisure can serve as an effective strategy to counterbalance emotional exhaustion. Negative: job and home demands (and COVID-19-related rumination) were associated with emotional exhaustion during teleworking in the COVID-19 pandemic. Daily home demands were the strongest predictors of emotional exhaustion. Emotional exhaustion caused by high demands impaired both individual well-being and also economic results (job performance).
Henke et al., 2016	US, active workers (n = 3703). Part-time and non-teleworking/ non-telework; telework outside working hours (50% or less of working time) and telework prime times (working hours 6–18 h–51% or more). Low intensity (8 h), medium intensity (9–32 h), high intensity (33–72 h), and very high intensity (73 h). Data collection: 2010 and 2011	Longitudinal analysis. Findings: Positive: employees who telecommuted ≤8 h per month were significantly less likely than non-telecommuters to experience depression. There was no association between telecommuting and stress or nutrition. Negative: telecommuting health risks varied by telecommuting intensity. The more teleworking, the higher the risk for stress. Non-telecommuters were at greater risk for obesity, alcohol abuse, physical inactivity, and tobacco use, and were at greater overall risk than at least one of the telecommuting groups.
Hoornweg et al., 2016	Netherlands, bank organization (n = 111). Part-time ≤8 h versus ≥8 h per week–Mean 5.23. Data collection: data not provided	Quantitative Findings: Positive: low telework intensity had no effect on individual productivity. The higher an employee was intrinsically motivated, the greater their productivity. High telework intensity combined with larger number of office hours can positively influence intrinsic motivation of employees. Negative: the higher (>8 h per week) the telework intensity, the lower the individual productivity.
Kaduk et al., 2019	US, IT workers from 207 teams (n = 758). Part-time 20% of weekly hours corresponding to 1 day per week at home. Data collection: 2019	Quantitative Findings: Positive: voluntary remote work was protective and more common. Employees working at least 20% of their hours at home and reporting moderate or high choice over where they worked had lower stress and intentions to leave the firm. Negative: Involuntary variable schedules were associated with greater work-to-family conflict, stress, burnout, turnover intentions and other factors. Those engaged in substantial involuntary remote working reported greater insecurity at work than others. Women reported greater work-family conflicts, stress and anguish, but did not differ from men in terms of satisfaction at work, intention to leave or burnout.
Kelliher and Anderson, 2010	UK, 3 organizations–15 IT personnel, 9 from pharmacies and 13 from consulting firms (n = 37). Quanti 729 remote workers and 228 on reduced hours contracts (n = 2,066). Part-time Full-time all worked from home (typically 1 day); 14 full-time remote workers. Data collection: data not provided	Qualitative and quantitative Findings: Positive: flexible workers record higher levels of job satisfaction and organizational commitment than their non-flexible counterparts. Negative: work intensification is being experienced by both those who work reduced hours and those who work remotely.
Koh et al., 2013	Singapore, Survey Singapore: Public Service–employees (56.5% executives junior or graduates); 27% management support), 15.8% corporate support/clerical, 0.5% manual workers (n = 15,910) Part-time 3 or more days per week; 1–2 days a week; 1–2 days a month; infrequently; not teleworking. Data collection: 2011	Quantitative Findings: Positive: teleworking users and non-users by choice reported higher levels of work-life balance than non-voluntary nonusers (not approved). Negative: non-users due to non-authorization (not approved) or whose jobs were not conducive to teleworking reported a lower level of work-life balance.
Kumar et al., 2021	India, public and private organizations (n = 433). Full-time Data collection: May 2020	Quantitative Findings: Positive: role overload and change in lifestyle choices did not significantly affect job performance. Negative: family distraction, occupational discomfort and distress were significant in impacting job performance, with distress proving the most significant. During the COVID-19 pandemic, life satisfaction reduced due to a significant increase in distress levels and lowered job performances.
Lee and Kim, 2018	US, cabinets and independent agencies (n = 194,739). Part-time 3 or more days a week (3.27%), 1 or 2 days a week (11.45%), 1 or 2× per month (6.13%), very infrequently (16.1%), the remainder did not telework for different reasons. Total participation in some form of telework 71,951 (36.95%). Data collection: 2011	Quasi-experimental Findings: Positive: employees eligible to telework reported higher levels of perceived fairness, job satisfaction, and intention to stay than non-eligible employees. Negative: employees who do not telework due to lack of technical or managerial support report significantly lower levels of perceived job fairness, job satisfaction and intention to stay than employees who telework.
Müller and Niessen, 2019	Germany, teleworkers from different sectors (IT, production and manufacture, health and financial services, and others). Part-time working at least 20 h a week at home at least 2 days a month. (n = 195). Part-time employees (18%) Full-time employees (82%). Part-time telework: 29.81% of workweek homeworking (SD = 18.70; range: 1–90%) and 64.6% stated having 1 fixed day per week. Data collection: data not provided	Quantitative–multilevel analysis Findings: Positive: part-time teleworkers reported higher use of self-reward, self-goal setting, and visualization of successful performance on home days than on office days. There were no indirect effects of working location on ego depletion through self-leadership. On home days, part-time teleworkers were more satisfied with their job at the end of the workday through self-goal setting.
Nguyen, 2021	Vietnam, undergraduates of the University of Transport and Communications and different professions (recruit. Facebook) (n = 355) Full-time Data collection: 2020 April	Quantitative Findings: Positive: perception of home-based teleworking was positive with regard to fear of COVID-19. The presence of more than one child positively affected the attitude toward establishing the hybrid work mechanism. Negative: difficulties in focusing on work and accessing data were negative factors. The presence of more than one child negatively affected the perception of telework.
Rodríguez-Modroño and López-Igual, 2021	EU28 countries, Sixth European Working Conditions Survey (n = 35,765). Part-time: (a) regular home-based teleworker–several × per month; (b) highly mobile teleworker- ICT several times a week in at least 2 different places other than employer site; and (c) occasional teleworker–less frequent working from home/or other sites. Data collection: 2015	Quantitative Findings: Positive: Occasional teleworkers were the group with the best job quality. Home-based teleworkers, especially women, presented better results than highly mobile workers in terms of working time quality and intensity. Negative: highly mobile teleworkers were those with the worst job quality and work–life balance. Home-based teleworkers, especially women, had lower skills and discretion, income, and career prospects compared to highly mobile workers.
Shockley et al., 2021	US. Couples with 2 young children (<6 years), full-time workers (>32 h) engaged in remote work or otherwise–1st phase (n = 274) and 2nd sample (n = 179). Part-time and Full-time remote full-time at home; not engaged in telework; part-time remote (stable rota schedule); alternating remote working with couple; occasional remote working. Data collection: 2020 March (beginning of pandemic) and May (reopening of schools and daycares)	Mixed-qualitative and quantitative Findings: Positive: performance was better whenever there was some form of support from husband than when remote wife did all. The Alternating Days egalitarian category emerged as the overall strategy that best preserved wives’ and husbands’ wellbeing while allowing both to maintain adequate job performance. Negative: The was a lower performance for the Remote Mini-shifts and Remote Need-Based Alternating models. Women in the Remote Wife Does It All class had the lowest well-being and performance.
Suh and Lee, 2017	South Korea. Teleworkers from 2 global IT companies (n = 258) Part-time and Full-time 104 high-intensity and 154 low intensity with >2.5 days a week classified as high intensity and ≤2.5 days as low intensity telework. Data collection: 2015	Quantitative Findings: Positive: Invasion of privacy and task interdependence did not have a significant effect in the high-intensity telework group. Negative: technostress reduced job satisfaction. Low-intensity teleworkers were more vulnerable to technologies than high-intensity teleworkers. The presence of information technology increased invasion of privacy in the low-intensity group. Task interdependence increased overload in the low-intensity group. The influence of job overload on strain was significantly greater in the low-intensity group. The influence of role ambiguity on strain was significantly greater in the high-intensity group.
Villavicencio-Ayub et al., 2021	Mexico. Different workers (n = 724) Full-time Data collection: 2020	Quantitative Findings: Positive: leadership, organizational support and education were fundamental aspects for satisfactory performance of the job. Negative: fear of infection, family conflicts and failure to follow usual patterns of life were associated with fear. Worry and economic problems emerged as factors that can negatively influence productivity.
Virick et al., 2010	US, global telecommunications company (n = 575) Part-time and Full-time 85 teleworkers Data collection: 2000	Quantitative Findings: Positive: those with high drive and low enjoyment were more satisfied with high or low levels of teleworking, while all others preferred a moderate level of teleworking. Negative: there may be a threshold in the number of days per week an individual can telecommute, beyond which the benefits to job satisfaction cease to continue to accrue.
Windeler et al., 2017	US. Study 1–IT financial services (n = 51). Study 2–variety of industries (n = 258). Part-time Study 1) 1–2× a week for 4 months Study 2) 98 regular practice and 160 1–2× per month or less. Data collection: 2016	Quantitative. Findings: Positive: practice of part-time telework can attenuate the relationship between interpersonal interaction and work exhaustion. Negative: work exhaustion increased as interpersonal interaction increased. Interdependence increased work exhaustion for teleworkers and non-teleworkers.
Yoshimoto et al., 2021	Japan, variety of areas (n = 1,941) Part-time and Full-time Data collection: During second wave in Japan. Jul/Aug 2020	Cross-sectional Findings: Negative: workers reported that their pain worsened during the COVID-19 pandemic. Telework, physical activity, and psychological stress were significantly associated with pain augmentation.
Zhang et al., 2020	Germany (n = 188,081) Part-time and Full-time 12.85% infrequent/frequent, sometimes 74.15% (<50%) and frequent (50–100%). Data collection: 2010	Quantitative Findings: Negative: the presence of children increased work-to-family conflict, family-to-work conflict and also triggered re-arrangement of housework within couples, and aggravated gender differences.

Produced by the authors.