ABSTRACT
Working outside of the employer's physical space using information and communication technology can be labeled as telework. With the Covid-19 pandemic, telework assumed an unprecedented relevance with substantial impact for the future. Therefore, the development of assessment scales that allow a better comprehension of telework is essential. In this study, the factor structure, reliability, and validity of the Impact of Telework on Career Scale (ITCS) were assessed tested on 533 workers, and confirmatory analyses were performed on 532 remote workers. Results suggested good psychometric properties and a two-factor structure, Work-Related Well-Being, and Psychological Well-Being. Furthermore, this Portuguese sample considered that telework has little impact on the connection with colleagues, employers, and the probability of being promoted, but it can promote work-related satisfaction and performance, as well as reduce work-family conflict. Implications for scale usage are discussed.
ABSTRACT
Working outside of the employer's physical space using information and communication technology can be labeled as telework. With the Covid-19 pandemic, telework assumed an unprecedented relevance with substantial impact for the future. Therefore, the development of assessment scales that allow a better comprehension of telework is essential. In this study, the factor structure, reliability, and validity of the Impact of Telework on Career Scale (ITCS) were assessed tested on 533 workers, and confirmatory analyses were performed on 532 remote workers. Results suggested good psychometric properties and a two-factor structure, Work-Related Well-Being, and Psychological Well-Being. Furthermore, this Portuguese sample considered that telework has little impact on the connection with colleagues, employers, and the probability of being promoted, but it can promote work-related satisfaction and performance, as well as reduce work-family conflict. Implications for scale usage are discussed. © 2022 AIDEP. All rights reserved.