Dissertations / Theses on the topic 'Virtuality of work'

Communication technologies have become a central characteristic of workplace functioning. The literature has suggested that the use of these technologies fundamentally changes the manner in which team members interact. The present study sought to reorganize previous research on the impact of virtuality on team emergent states and behavioral processes to elucidate how different degrees of team virtuality shape team functioning, and to investigate the manner in which these relationships differ according to team type, team membership stability, and publication year. Findings from 174 studies (total number of teams = 9204; total N approximately 26,050) suggest that there is not a strong relationship between team virtuality and emergent states and behavioral processes. However, moderator analyses revealed that a reliance on highly virtual tools may be most detrimental to action teams and ad hoc teams. Moreover, findings demonstrate that the degree to which virtuality shapes team transition and action process may be changing over time.

The increasingly virtualized work life, brought on by increased demand on flexibility and work- life balance as well as technological development, has changed the way we work. At the same time the need for organizations to be creative in order to compete on the expanding market has grown. This is a fact that increases the need for groups to be creative through collaboration. Hence, this study investigates how collaborative creativity can be created in Mobile Multi-Locational Work Systems, from a managerial point of view. The existing theoretical body of knowledge on collaborative creativity and virtual structures, such as Mobile Multi-Locational Work Systems, points to communication as an area of key importance. When further investigating the factor of communication, two sub-areas were identified; Social Factors and Coordination. Moreover the role of leadership in collaborative creativity implies that managers have an important role in creating conditions for collaborative creativity. In order to investigate how collaborative creativity can be stimulated in Mobile Multi-Locational Work Systems, managerial perceptions of work within such a system were collected through interviews at our case company, Microsoft AB. The organization had implemented a Mobile Multi- Locational Work Systems called the New World of Work, allowing employees to work flexibly. Results imply that Mobile Multi-Locational Work Systems affect conditions for collaborative creativity in both stimulating and inhibiting manners. The system implementation appears to increase group external communication across organizational boundaries. It likely increases the amount of ideas and knowledge available, which is positive for collaborative creativity. However, handling factors related to communication, social factors and work coordination within work groups appears to be critical in facilitating collaborative creativity as they appear to be affected by the Mobile Multi-Locational Work System implementation. Results indicate that if managers allows freedom with responsibility, provides a clear framework, creates forums for social and work interaction, coaches their employees and acts as role models it is likely that they will stimulate collaborative creativity in their team.

El presente trabajo de investigación permitirá estudiar, analizar y explorar sobre la eficacia del trabajo remoto en el sistema judicial peruano, puntualmente en el Segundo Juzgado de Paz Letrado Laboral de la zona 01 de Lima Este. A partir de esta experiencia buscaremos encontrar las mejores prácticas y presentarlas para su potencial replica en otros módulos de justicia a fin de modernizar la tramitación de los procesos judiciales. A partir de la información de los colaboradores del juzgado se ha podido analizar las ventajas y desventajas del trabajo remoto. El contexto en el que se desarrolló este trabajo fue durante la declaración de pandemia pronunciada por la OMS, hecho que originó la dación de una serie de normas a fin de crear el marco legal que permita el desarrollo de las labores judiciales y sobre todo que éstas no se suspendan. Se propone que el trabajo remoto permanezca en el ámbito judicial, aunque se supere la pandemia. Dado que si bien, no hay la data suficiente aún para afirmar categóricamente sobre las ventajas, hay indicios de beneficios para el sistema, porque al haberse modificado algunos procesos se han hecho más modernos y eficientes y han reducido tiempos. Cabe resaltar que el trabajo remoto se encuentra alineado y es muy importante como medio para la transformación y digitalización del servicio judicial en el país.<br>This research will allow us to study, analyze and explore the effectiveness of remote work in the Peruvian judicial system, specifically in the Second Labour Court of the Peace in zone 01 of East Lima. Based on this experience we will seek to find the best practices and present them for potential replication in other justice modules in order to modernize the processing of judicial processes. From the information of the court collaborators we have been able to analyze the advantages and disadvantages of remote work. The context in which this work was developed was during the declaration of the pandemic by the WHO, which led to the creation of a series of norms to create the legal framework that allows the development of judicial work and, above all, to ensure that it is not suspended. It is proposed that the remote work remain in the judicial field, even if the pandemic is overcome. Although there is not enough data yet to categorically affirm the advantages, there are indications of benefits for the system, because as some processes have been modified they have become more modern and efficient and have reduced time. It should be noted that remote work is aligned and is very important as a mean for the transformation and digitalization of the judicial service in the country.<br>Trabajo de investigación

<p> This dissertation seeks to create a vision for virtuality culture through a theoretical expansion of Walter Ong's literacy and orality culture model. It investigates the ubiquitous and multimodal nature of the virtuality cultural phenomenon that is mediated by contemporary technology and not explained by pre-existing cultural conventions. Through examining the theoretical underpinnings of orality and literacy culture, the dissertation explores the cultural shift that is just beginning to restructure human consciousness through the ways that society is connecting, exploring and communicating. Further, this dissertation examines the contrasts between virtuality culture features and those related to traditional literacy and orality types, including the gap between the theory of secondary orality and virtuality culture. This dissertation also proposes three ways that contemporary technology creates human presence related to virtuality culture. Finally, this dissertation describes the broad implications for the evolution of virtuality culture in areas such as education, technology, literacy, philosophy, politics, linguistics, ethics, history, the arts and cultural studies.</p>

Virtuality of work has become increasingly important in the modern work environment due to globalization and increased technological development. Further, the workforce being composed of digital natives and digital immigrants with varying levels of technical abilities might have implications on organising virtual work due to different perceptions. Therefore, the purpose of our study is to understand how and why digital natives and digital immigrants differ in their perceptions of organising virtual work. In order to gain understanding of this an exploratory, qualitative research design was chosen. Data was collected from ten digital immigrants and ten digital natives and then analysed with a content analysis. The results showed that there are many similarities as well as differences between the populations. Beyond the populations, the findings suggest that work values as well as the usage of ICTs influence how the challenges and opportunities of performing work virtually are perceived by the individuals. Further, these challenges and opportunities shape the perceptions regarding the organisation of virtual work. These findings advance research in the field of virtual work through discussing the differences in perceptions between the populations and beyond them through the conceptual model on how perceptions about organising virtual work are formed. Additionally, the findings can benefit managers to understand their employees better and therefore create better virtual work environments for the future.

<p>Can virtual work simply be described as doing the same work in a different venue? Is the virtual workforce merely a construct of technology? Where does the virtual worker fit into the paradigm of telework? And how does leadership of the virtual workforce need to adapt to accomplishing work in a virtual environment? The fact is that the culture of virtual work has become increasingly rooted over the years. Most recently, economic struggles and the advanced technology associated with a global economy have set the stage for a more connected workforce in more disconnected venues. Virtual work offers distinct positives for organizations as well as employees. Employers save financially by reducing the costs associated with physical footprints, and employees save commute time as well as commute costs. While virtual organizations may appear to be a panacea for the economic and time complexities that beset employees and corporations, the success of the virtual workforce presents a viable challenge to leaders. Instead of leading less in a relatively anonymous environment, leaders need to alter their leadership behaviors to be able to lead more in the virtual workspace. Through a phenomenological study, the research herein was designed to explore and offer insights into leadership behaviors, from the vantage point of virtual workers, that positively or negatively influence the success of virtual organizations. The significance of this topic rests in the fact that leadership behaviors play a central role in defining the success of a virtual organization (Society for Human Resource Management, 2010). Hence, the purpose of this study is to explore the leadership behaviors that positively and negatively impact the success of a virtual organization. Using an analysis of research that defines the successful virtual organization as one that maintains metrics that are equal to or exceed in-office environments in terms of employee productivity, retention, attendance, development, and promotions, this study examines leadership behaviors from the vantage point of virtual workers. </p><p> <i>Keywords</i>: virtual workforce, telework, leadership traits, leadership behaviors, productivity, retention, attendance, training, employee promotions </p>

Made available in DSpace on 2015-05-14T13:27:14Z (GMT). No. of bitstreams: 1 parte1.pdf: 2576358 bytes, checksum: 2df99f2f1ad4717fdb0a3929348edea2 (MD5) Previous issue date: 2008-04-01<br>Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES<br>This thesis deals with changes in the world of work and has as its main object of analysis the social relationship among the on-line employment agencies (ONEAGs) and their users, in Brazil. It s a study about the Information Technology impacts, specifically the internet, with respect to the groups and individuals involved in the work s reorganization turned a lucrative product. I will use post-modern theory as opposed to denotative statements, merely descriptive, both in the analysis of the data and in writing form. Alongside the quantitative analysis I will propose a critical of the empirical data, based on a focus-post-modern discourse, introducing characters (personages) and dialogues that will help to question the status of Science and its legitimacy face contemporary social metamorphosis.<br>Esta tese trata das transformações no mundo do trabalho e tem como seu principal objeto de análise as relações sociais entre as agências de emprego on-line AGEONs, e seus usuários, no Brasil. É um estudo sobre a aplicação e o impacto das tecnologias da informação, especificamente a internet, em relação aos envolvidos na reorganização do trabalho, onde vagas de empregos se tornaram lucrativa mercadoria. A teoria pós-moderna como contraposição aos enunciados denotativos, meramente descritivos, tanto na análise dos dados como na escrita é o que se poderia chamar de choque epistemológico . Paralelamente às análises quantitativas é proposta a crítica aos dados empíricos, com base em um enfoque discursivo pósmoderno com a introdução de personagens e diálogos que ajudaram a questionar o status da ciência e sua legitimação diante das metamorfoses sociais na contemporaneidade. Para tanto a Catho Online S/C foi utilizada como estudo de caso.

Purpose: Low productivity, poor quality and rising costs are some of the problems within the building industry. These problems can be attributed to the complexity of the building industry, low digitisation and outdated ways to manage building projects. Virtual Design and Construction (VDC) is a way of working which can reduce these problems and lead to improvements and higher efficiency.  VDC is used by several actors in the building industry, mainly during the design process but not so much during construction even though it would render an even bigger effect if used then as well. The aim of this study is therefore to investigate difficulties and incentives regarding implementation of VDC in construction. Method: This qualitative study is based on a literature study and a case study which provides good validity and reliability. The case study includes observations and interviews with personnel at two different building projects as well as a design process manager. Findings: Difficulties found in this study are the building industry´s high level of institutionalization, lack of information concerning the meaning of VDC and poor communication of the educations, guidelines and management documents that exists regarding the use of VDC. Further difficulties are the low level of VDC knowledge within the construction teams and compatibility issues and costs that may arise when introducing new technology. Among the incentives found are the way VDC contributes to a greater product through more thought-through solutions, increased understanding and increased involvement of all concerned. Using VDC leads to clearer communication, easier management and a better overview of projects and safer workplaces as risks are more easily detected. Another important incentive found is the positive attitude among the construction team members towards the use of VDC. Implications: The result of the study provides a basis for successful implementation of VDC in production. To overcome the difficulties noted, clear communication about what VDC is and how it is used is recommended, as well as designing management documents and developing and communicating VDC education to construction team members. It is also important to involve the staff in changes of work procedures, take notice of their opinions and to take advantage of their experience. Limitations: The result ought to be applicable to companies where VDC is used in the design process and that has similar ambitions as the company this study was carried out in cooperation with. Keywords: Virtual Design and Construction, building virtually, 3D-models, construction management, change in work-processes.<br>Syfte: Byggbranschen har problem med bland annat låg produktivitet, bristande kvalitet och stigande byggkostnader. Många av dessa problem kan härledas till branschens komplexitet, låga digitalisering och omoderna sätt att styra projekten.  Virtual Design and Construction (VDC) är ett arbetssätt som kan minska dessa problem och leda till förbättringar och effektiviseringar. VDC används av flertalet aktörer i branschen men då till största delen under projekteringsfasen av ett projekt trots att det skulle ge ännu större effekt om det även användes under produktionen. Målet med detta arbete är därför att undersöka hinder och drivkrafter gällande införande av VDC i produktionen. Metod: Arbetet är en kvalitativ studie och bygger på en litteraturstudie och en fallstudie vilket ger god validitet och reliabilitet. Under fallstudien har observationer gjorts och semistrukturerade intervjuer har genomförts med personal från två olika projekt samt med en projekteringsledare. Resultat: Arbetet visar på hinder som byggbranschens höga grad av institutionalisering, bristande information om innebörden av VDC samt bristande kommunikation om de utbildningar, riktlinjer och styrdokument som finns kring VDC-användning i projekt. Andra hinder är den bristande kunskapen hos produktionspersonalen och de kompabilitetsproblem och kostnader som kan uppstå vid införandet av ny teknik. Drivkrafter som arbetet belyser är bland annat att VDC bidrar till en bättre slutprodukt genom mer genomtänkta lösningar, ökad förståelse och ökat engagemang av samtliga berörda. Att använda VDC leder till bättre och tydligare kommunikation, enklare styrning och bättre översikt av projekten och säkrare arbetsplatser då risker lättare upptäcks. En annan viktig drivkraft är de anställdas positiva attityd till VDC. Konsekvenser: Arbetets resultat ger förutsättningar för en lyckad implementering av VDC i produktionen. För att övervinna de hinder som uppmärksammats rekommenderas en tydlig kommunikation om vad VDC är och hur det ska användas, att styrdokument utformas och att VDC-utbildningar till produktionspersonalen vidareutvecklas och förmedlas. Det är även viktigt att involvera personalen i förändringsarbetet, ta hänsyn till deras åsikter och dra nytta av deras erfarenhet. Begränsningar: Resultatet bör vara tillämpbart på företag där VDC används i projekteringen och har liknande ambition som företaget arbetet utförts i samarbete med. Nyckelord: Virtual Design and Construction, virtuellt byggande, 3D-modeller, produktionsplanering, förändringsarbete.

Cette thèse étudie la question suivante : étant donné un groupe de type fini G quels sont les éléments dont la longueur est uniformément borné pour toute longueur des mots sur G? Ce travail introduit et étudie le sous-groupe Gbound formé par les éléments dont la longueur des mots est uniformément bornées par rapport au changement de parties génératrices de G. Nous montrons que ce sous-groupe est caractéristique, qu’il est fini quand le groupe G est virtuellement abélien, qu’il est trivial quand le groupe est hyperbolique non-élémentaire. Nous montrons que pour tout groupe fini A, il existe un groupe infini G tel que Gbound = A. Nous montrons que pour les groupes nilpotents de classe 2, Gbound est le plus grand sous-groupe fini de la suite centrale descendante. Nous étudions également une généralisation de Gbound dépendre des cardinaux des parties génératrices considérées<br>This thesis studies the following question: given a finitely generated group G which are the elements whose length is uniformly bounded for any word-length in G ?. This work introduces and studies the subgroup Gbound consisting of elements of uniformly bounded word-length with respect to any generating set of G. We show that this subgroup is characteristic, that it is finite when the group G is virtually abelian, that it is trivial when the group is non-elementary hyperbolic. We show that for every finite group A, there exists an infinite group G such that Gbound = A. It is shown that for nilpotent groups of class 2, Gbound is the largest finite subgroup of the lower central series. We also study a generalization of Gbound by making it depend on the cardinals of the generating sets considered

Dissertação de Mestrado Integrado em Psicologia apresentada à Faculdade de Psicologia e de Ciências da Educação<br>A presente dissertação teve como objetivo analisar o papel mediador do envolvimento no trabalho de equipa na relação entre a confiança grupal e a viabilidade grupal, em contextos de equipas com algum grau de virtualidade. De forma a alcançar o objetivo acima mencionado foi realizado um estudo empírico, de natureza transversal, incidindo sobre 57 equipas de trabalho de organizações portuguesas de diversos setores de atividade. Recorrendo ao inquérito por questionário como método de recolha de informação, os dados foram analisados, ao nível grupal.Os resultados relativos às hipóteses testadas revelaram uma relação positiva e estatisticamente significativa entre a confiança grupal (afetiva e cognitiva) e o envolvimento no trabalho de equipa, bem como valores próximos da significância estatística (marginalmente significativos) no que diz respeito à relação entre a confiança afetiva e a viabilidade grupal. A hipótese de mediação não foi suportada. Os resultados reforçam a literatura que alerta para a relevância da confiança grupal como uma variável importante para aumentar o envolvimento no trabalho de equipa e sugerem que a mesma (nomeadamente a confiança afetiva) pode constituir uma variável a não negligenciar na promoção da viabilidade grupal. .<br>The present dissertation had the objective of analysing the mediating role of team work engagement in the relationship between group trust and group viability in teams with some degree of virtuality. To reach the objective a cross-sectional empirical study with 57 portuguese teams of different organizations was conducted. For gathering information the questionnaire survey was used and the data was analysed at a group level.The results revealed a positive relationship between group trust (affective and cognitive) and team work engagement. In addition, the relationship between afective trust and group viability showed values near the statistical significance (marginally significant). The hypothesis of mediation was not supported. These results reinforce the literature that considers the relevance of group trust as a key variable for team work engagement and suggests that team trust (namely the affective trust) may constitutes a variable to not neglect in the promotion of group viability. .

Dissertação de Mestrado Integrado em Psicologia apresentada à Faculdade de Psicologia e de Ciências da Educação<br>Contemporary organizations have progressively increased the use of work teams to structure their activities and there is a growing concern with the increase of the levels of group satisfaction. Based on the IMOI approach, the present dissertation had the objective of analysing, in the context of teams with some degree of virtuality, the mediating role of team work engagement in the relationship between group trust and group satisfaction. For this purpose, an empirical study was carried out, with a cross-sectional nature, focusing on 111 work teams from 72 Portuguese organizations from different sectors of activity. The data were collected using the questionnaire survey method, analyzed at the group level, and a simple mediation model using PROCESS was tested. The results revealed a positive relationship between group trust (affective and cognitive), team work engagement and group satisfaction. The mediation hypothesis also received empirical support, so the team work engagement acted as mediator of the relationship between group trust and group satisfaction, being a partial mediation. These results reinforce previous studies that point to the relevance of group trust and team work engagement as group emerging states capable of enhancing group satisfaction.................................................................................................................................................................................................................................<br>As organizações contemporâneas têm aumentado, progressivamente, o uso de equipas de trabalho para estruturar as suas atividades, existindo uma preocupação crescente com o incremento dos níveis de satisfação dos seus membros. Tendo como base uma abordagem de tipo IMOI, a presente dissertação teve como objetivo analisar, em contexto de equipas com algum grau de virtualidade, o papel mediador do envolvimento na equipa na relação entre a confiança grupal e a satisfação grupal. Para tal, realizou-se um estudo empírico, de natureza transversal, que incidiu numa amostra constituída por 111 equipas de trabalho, pertencentes a 72 organizações portuguesas de diversos setores de atividade. Os dados foram recolhidos através do método de inquérito por questionário e analisados a nível grupal, testando-se um modelo de mediação simples com recurso ao PROCESS. Os resultados revelaram a existência de relações positivas e estatisticamente significativas entre a confiança grupal (afetiva e cognitiva), o envolvimento na equipa e a satisfação grupal. A hipótese de mediação recebeu, também, suporte empírico, na medida em que o envolvimento na equipa atuou como mediador da relação entre a confiança grupal e a satisfação grupal, tratando-se de uma mediação parcial. Estes resultados vêm reforçar estudos anteriores que apontam para a relevância da confiança grupal e do envolvimento na equipa enquanto estados emergentes de grupo capazes de potenciar a satisfação grupal..................................

Com a evolução das novas tecnologias de informação, começaram a desenvolver-se novas redes de trabalho e equipas que, através das tecnologias, conseguem comunicar e trabalhar ainda que à distância, difundindo serviços e até conhecimentos. Contudo, e apesar de existirem diversas vantagens em adotar este método de trabalho, indubitavelmente surgem novos desafios à gestão deste tipo de equipas que devem, em última instância, ser dirimidos pelo líder da mesma. Assim sendo, a presente investigação analisa o impacto da liderança transformacional e liderança virtual (e-liderança), na virtualidade percebida pelos membros, ao nível da proximidade e eficácia de comunicação entre equipas, tendo em linha de conta o work engagement das mesmas enquanto mediador desta relação. Para isto, foram analisadas 30 equipas e respetivos líderes, sendo que os resultados demonstraram que, efetivamente, a liderança transformacional e a e-liderança apresentam um efeito positivo na proximidade e na eficácia de comunicação entre os membros, tal como o team work engagement tem capacidade de mediar a relação entre os dois tipos de liderança e a perceção de proximidade. No entanto, a mediação do team work engagement com a liderança transformacional e e-liderança não funciona ao nível da perceção da eficácia da comunicação. As implicações práticas e teóricas dos resultados foram devidamente analisadas, seguindo-se das potenciais questões de investigação futura, com sugestões de melhoria.<br>The evolution of new information technologies has spurred the creation of new work networks and teams, which through technologies can communicate and work at a distance, spreading services and even knowledge. However, although there are several advantages in adopting this work method, there are undoubtedly new challenges to the management of this type of teams that must, ultimately, be resolved by the team leader. This research analyzes the impact of transformational leadership and virtual leadership (e leadership) on the members perceived virtuality in terms of proximity and effectiveness of communication between teams, taking into account their work engagement as a mediator of this relationship. To this end, 30 teams and their respective leaders were analyzed, and the results showed that, effectively, transformational leadership and e-leadership have a positive effect on the proximity and effectiveness of communication between members, and team work engagement has the ability to mediate the relationship between the two types of leadership and the perception of proximity. However, the mediation of team work engagement with transformational leadership and e-leadership does not work in terms of perception of effective communication. The practical and theoretical implications of the results were also analyzed, followed by potential questions for future research, with suggestions for improvement.

Globalisation, technological advancements and changing social needs result in virtual work arrangements becoming more prominent. Virtual work is conducted away from the traditional office setting and usually occurs in employees’ personal home environments. Virtual work has been called virtualling in this study, and virtual employees are referred to as virtuallers. A phenomenological orientation was adopted in studying completely virtual workers in a completely virtual context; sourcing of participants and data collection were also conducted completely virtually. This study presented new ways of conducting research in the modern, virtual world of work. An autoethnography was included, as the researcher is also a virtualler and insider of virtualling. Four key case studies are presented to provide a holistic picture of virtualling and virtuallers. Thematic results indicate key influencing factors that originate from virtualling, as well as factors and mindset requirements that pertain to the virtualler personally. It was further found and proposed that the resulting virtual environment changes virtuallers’ ways of doing things and viewing the world, hence results in changes in their lifestyle and career identity. The abstract psychological structure as it resulted from the thread of meanings was presented as virtualness. Authentic psychological identification with virtualling and adopting a boundarylessness employability mindset oriented towards psychological success are highlighted as key requirements in order to experience virtualness.<br>Industrial and Organisational Psychology<br>MCOM (Industrial and Organisational Psychology)

The purpose of this dissertation is the study of the effect the leader’s support of a positive social climate has on creativity through team work engagement. Additionally, the influence of the percentage of face-to-face communication between the leader and the team is examined. Data was collected from 332 participants with 60 participants working in creative industries. Results show that the leader’s support of a positive social climate has a statistically significant effect on creativity in the team. Additionally, team work engagement is also positively influenced by the support of a positive social climate and mediates the effect. What is more, the results indicate that the percentage of face-to-face communication between the leader and the team has no significant effect on the relationship between supporting a positive social climate and creativity but has a positive effect on the relationship between supporting a positive social climate and team work engagement.<br>O objetivo desta dissertação é estudar o efeito que o suporte do líder a um clima social positivo tem na criatividade, através do envolvimento em trabalho de equipa. Adicionalmente, é também examinada a influência da percentagem de comunicação cara-a-cara entre o líder e a equipa. Foram recolhidos dados de 332 participantes, sendo que 60 dos indivíduos trabalham em indústrias criativas. Os resultados mostram que o suporte do líder a um clima social positivo tem um efeito estatisticamente significativo sobre a criatividade da equipa. Além disso, o envolvimento em trabalho de equipa não só é influenciado de forma positiva pelo suporte a um clima social positivo, como também media o efeito. Por outro lado, os resultados indicam que a percentagem de comunicação cara-a-cara entre o líder e a equipa não tem qualquer efeito significativo na relação entre o suporte a um clima social positivo e a criatividade, mas tem um efeito positivo na relação entre o suporte a um clima social e o envolvimento em trabalho de equipa.