Medarbejderens opfattelse af hjemmearbejde: Hvilken type medarbejder foretrækker hjemmearbejdspladsen?

Abstract

Telecommuting is not a new phenomenon but first became a normal way of working during Covid19. Some literature points out the benefits and consequences of telecommuting, however, no one has yet asked employees themselves what they think about, and what their perception is of telecommuting? Therefore, this master’s thesis investigates the type of employee who prefers working from home and why. From a number of employee interviews, this thesis attempts to determine the employee’s perception of telecommuting, both positive and negative, and the reasons behind their opinions. To investigate the phenomenon of telecommuting, a phenomenological mindset is combined with a narrative approach to the interviews. The interview process was conducted with different employees, independent of an organisation, and was designed to create new and unknown variables. This analysis is used to illustrate which variables play a role in the perception of telecommuting and why. This analytical approach looks for a consolidation of meaning, and is expanded to further assess employee responses and to determine whether there is a pattern in the employees’ descriptions of their experiences. This thesis illustrates that there are several variables at play: transportation, planning and structure, life stage, social relations and consequences. Some variables are mutually interdependent but at the conclusion of this thesis, the structured employee, more than the unstructured employee, is seen to prefer working from home. However, there are several other variables that influence this perception. The variables are dynamic and are seen to change in relation to the life stage of the employee. This thesis contributes to an understanding of the type of employee who prefers to work from home and the factors organisations need to be aware of in order to cater to the needs of these workers. Organisations themselves must consider flexibility with rules and the development of a common understanding of telecommuting. One solution does not fit everyone and therefore it is important to take, as a starting point, the needs of the individual employee into account.