Part-time or full-time teleworking? A systematic review of the psychosocial risk factors of telework from home.

A study by Antunes et al. (2023) found that full-time teleworking is linked to increased emotional strain, blurred work-home boundaries, and higher risk of psychosocial harm — especially during the COVID-19 pandemic. In contrast, part-time telework may offer protective effects, supporting work-life balance and social connection.

Research Topic

This systematic review examined the psychosocial risk factors associated with teleworking from home — comparing part-time and full-time arrangements. Psychosocial risks are work-related factors that can impact mental or physical health, such as excessive demands, social isolation, low autonomy, and role conflict.

The review analysed 32 studies published between 2010 and 2021 across Europe, the Americas, and Asia. It categorised findings into 7 dimensions:

1. Work intensity and working hours

2. Emotional demands

3. Autonomy

4. Social relationships at work

5. Conflict of values

6. Job insecurity

7. Home/work interface

Importantly, many of the studies reviewed were conducted during the pandemic, when full-time remote work was often involuntary. This context likely amplified some risks, such as emotional exhaustion, fear, family-work conflict, and distress linked to isolation or poor ergonomic setups.

The main concerns identified

1. Full-time telework during COVID-19 was associated with:

2. Higher emotional demands, exhaustion, and anxiety

3. Greater work-home conflict and social isolation

4. Long, unregulated hours and difficulty disconnecting

5. Diminished autonomy when telework was mandatory

6. Part-time telework (pre-pandemic) was more often linked to:

7. Positive work-life balance and wellbeing

8. Retained social connections and job satisfaction

9. Flexibility and autonomy when work-from-home was voluntary

Proposed Solutions:

The review suggests several strategies to address these concerns, which include:

1. Enforcing limits on work intensity and hours (e.g., right to disconnect)

2. Encouraging voluntary, hybrid work models with clear boundaries

3. Building manager capability to support remote teams

4. Promoting organisational support and fair work distribution

5. Considering gender equity and care responsibilities in policy design

6. Developing national policies to govern the risks of telework

While telework can offer flexibility and efficiency, it is not without risk. The review emphasises the importance of context: full-time telework under crisis conditions differs significantly from well-designed hybrid models. Long-term impacts are still unknown — and warrant further study and careful monitoring.

Citation:

Antunes, E. D., Bridi, L. R. T., Santos, M., & Fischer, F. M. (2023). Part-time or full-time teleworking? A systematic review of the psychosocial risk factors of telework from home. Frontiers in Psychology, 14, 1065593. https://doi.org/10.3389/fpsyg.2023.1065593