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Chapter 5: Discussion, Recommendations, and Conclusions

5.8 Conclusion

This research aimed to investigate the prevalence, demand, and impact of telework among New Zealand back-office personnel, with a specific focus on work-life balance, job satisfaction,

and the potential of telework as an extension of internal CSR. This research sought to understand employees' preferences, the drivers for telework adoption, and the potential challenges benefits and associated with telework arrangements. The findings of provide important insights for organisations and managers/supervisors, offering valuable recommendations for the effective implementation and management of telework policies, with the goal of creating a more sustainable, employee-centric, and successful work environment.

This research has provided valuable insights into the attitudes of New Zealalnd back-office personnel towards telework. The findings demonstrate that the COVID-19 pandemic has significantly increased the availability of telework, reflecting global trends (Kwok et al., 2022;

Mayer & Boston, 2022; Smite et al., 2023). However, the desire for telework among participants in this research is even higher than current availability, with most participants preferring a hybrid telework model, highlighting the importance of flexibility and in-person collaboration. This preference is consistent with previous studies that have noted the benefits of telework, including improved work-life balance, better work flexibility, reduced commuting time and costs, and increased productivity (Cieniewicz, 2023; Stoian et al., 2022).

This research has shown that telework can have a predominantly beneficial impact on work-life balance and job satisfaction for New Zealand back-office personnel. Factors such as increased flexibility, autonomy, trust, and reduced commuting time contribute to these positive outcomes (Mayer & Boston, 2022). However, potential challenges, such as establishing boundaries between work and personal life and addressing social isolation, must be considered to ensure the sustained benefits of telework (Cieniewicz, 2023). The hybrid telework arrangements offer a balanced solution by combining the benefits of telework with the benefits of the traditional office

and in-person collaboration, effectively addressing potential challenges and optimising work-life balance and job satisfaction.

Moreover, this research supports the notion that telework can be considered an extension of internal CSR (Mayo et al., 2016; Stoian et al., 2022). By integrating telework into their CSR strategies, organisations can address the key components of internal CSR, ultimately contributing to their reputation and long-term success. As telework becomes more prevalent and widely accepted, organisations must effectively implement and manage telework arrangements to maximise potential benefits and address any challenges that may arise, thereby strengthening their commitment to internal CSR and fostering a more sustainable and employee-centric work culture.

In conclusion, the findings of this research have significant implications for organisations and managers/supervisors in New Zealand and beyond. As telework continues to gain popularity, it is crucial for organisations to understand the factors driving its demand, the impact on employees' work-life balance and job satisfaction, and its potential role as an internal CSR extension. By carefully considering these aspects and implementing telework policies and practices that balance the benefits and challenges, organisations can ensure that employees reap the benefits of telework while minimising its potential adverse effects, ultimately contributing to a more sustainable, employee-centric, and successful work environment.


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