El teletrabajo, ¿riesgo o beneficio? y su impacto psicosocial, una revisión bibliográfica

Abstract

Teleworking is a type of work arrangement that became global after the COVID-19 pandemic, providing both, the benefits and the disadvantages to the teleworkers and the employers. The objective of this review was to explore the bibliography on the risks and the benefits of teleworking, for the promotion of psychosocial risk management within organizations. Method: A bibliographic review of 37 scientific articles and research papers from the main research platforms (Google Scholar, ResearchGate, Elsevier, PubMed) was carried out, in English and Spanish from the year 2001, based on the methodological guidelines of Arksey and O´ Malley and the Levac improvements. Results: Many benefits of teleworking can easily turn into disadvantages if the conditions of the homes or the managements of the organizations are unfavorable. Advantages such as reduction in gender gaps, inclusion of people with limitations, work-family reconciliation and flexibility can become a double-edged sword for teleworkers, who despite saving mobilization time, must face the demands of new skills, especially the technological one, that allow them to reach their goals. Being away from the workplace, team can generate the feeling of isolation and the lack of social support, but if the organizations provide adequate working conditions, support, professional recognition and job stability, it is less likely that changes in their health will arise. If, on the other hand, employers relegate teleworkers from participating in decision-making, provide no economic compensation according to the market, assign tasks unequally or arbitrarily, teleworking cannot be an advantage for any worker but a source of discomfort and stress. Conclusion: There is an extensive information on the risks and the benefits of teleworking, however, there are certain criteria which determine whether it is a risk or a benefit, and very few evaluations of the management of psychosocial risks. Some of the best strategies include an adequate selection of the personnel, clearly established contractual aspects (schedules, disconnection timings, breaks, exercises and accompaniments), promotion of social interaction, which will allow a better surveillance of OHS in psychosocial risk.