Table 2 Elements of the design of remote...

Table 2

Elements of the design of remote work, distinguished according to the four dimensions of Parker and Grote's model

Macro-dimensions	Emerging themes	Coded sub-themes	Example
Higher-level dimension (Global, National, Organizational, Occupational)	Trends and state of remote work approaches	Previous experience with remote work	Municipality of Siracusa implemented remote work during COVID-19 via decree no. 42
		Effects on social and environmental sustainability and remote work benefits	INAIL^a measured the reducing in CO₂ emissions and commuting costs for 70% of staff
		Number of remote workers along time	Unione Valle Savio^d: 53 out of 111 eligible worked remotely (48%)
		Total Hours/Days of remote working	University of Verona:5 days/month per remote worker
		Impact on Organizational and Digital Health	Municipality of Sicacusa: CiviliaNEXT (cloud-based management software for local authorities) integrates national digital infrastructure
	Objectives and reasons for the adoption of Remote Work	Objectives and Conception of Remote Work	ASL Gallura 2^c: working goes beyond the traditional logic of performance control, establishing itself as a trust-based agreement between management and workers based on the guiding principle of “FAR BUT CLOSE”
		Worker Well-being	Municipality of Prato: Employees' satisfaction with remote work scored 4.12/6 in 2023 survey
		Citizen Satisfaction	Unione Valle Savio^d: Remote work boosts efficiency and citizen service
		Cost Containment	INPS^b: Savings on energy and facility management expected
	Types of Remote Work	Types 1 -Hybrid Work arrangement	Sapienza University: Wide adoption during COVID-19 without individual agreements
		Types 2 – Teleworking arrangement	University of Bologna: Home-based full-day or hourly telework options
		Types 3 – Co-Working/Satellite Centres arrangement	University of Bologna: Decentralized workstations in satellite centers
	Adopted Legislation to frame remote work	Law 124/2015 and Law 81/2017 (so-called: Madia Law)	Sapienza University: Madia Law redefined telework and agile terms
		Legislative Decree 34/2020 (so-called: Relaunch Decree)	Municipality of Milan: POLA and performance indicators defined in law
		National Collective Labor Agreement (so-called: CCNL)	Federico II University of Napoli: CCNL applies to all staff categories
Technology (Technology enabled practices, AI, Automation, robots, etc.)	Technologies, Digitalization and Re-engineering	New Digital Tech for Collaboration	Sapienza University: the university has been using Google Workspace […] a suite of software and productivity tools for cloud computing and collaboration
		Re-engineering of Work Processes	Municipality of Siracusa: Re-engineered workflows, public access to SPID
		Digital Workplace	IUAV University of Venezia: Digital Workplace rollout for unified access to work tools
		Investment in Tech/Software/Hardware	INPS^b: Tools include remote timestamping and monitoring apps
Individual dimension (Skills, attitudes, personalities, behaviours)	Training and Competences Development	Training – Digital Competences	Sapienza University: Digital skills training programs provided
		Training – Soft Skills	Municipality of Milan: Soft skills training to boost collaboration
		Training – Agile Skills	Municipality of Milan: Agile methodologies training introduced
		Training – Management Skills	San Camillo Hospital: Training in soft, tech, and managerial skills
	Innovative HR Practices	Innovative HR – Digital/Hybrid Leadership	ASL Calabria 5^c: Managers shift to trust-based digital leadership
	Innovative HR Practices	Innovative HR – Change Management	Municipality of San Benedetto del Tronto: shift from a formal control approach to a remote work based on employees' accountability
Work Design (Control/autonomy, skill use and variety, job feedback, social and relational aspects, job demands, etc.)	Eligibility Conditions	Tasks and Definitions	Unione Valle Savio^d: Tasks must be remote-capable with performance monitoring
		Fragile Workers and Specific Categories	Unione Romagna Faentina^d: Special needs employees prioritised
		Exclusion Criteria	Municipality of Pesaro: Excludes jobs like police and school staff
	Conditions for Carrying Out Agile Work	Time and Duration	AUSL Valle d'Aosta^c: Weekly planning and flexible durations
		Intensity and Disconnection	“Luigi Vanvitelli” University of Campania: 4-h daily availability
		Equipment	Federico II University of Napoli: Secure admin or personal tech use
		Privacy and Security	IUAV University of Venezia: VPN, SPID (Italian Public Digital Identity System), and digital signature support
		Individual Objectives	Kore University of Enna: Objective-based performance indicators
	Monitoring and Evaluation of Performance	Worktime and Monitoring	Municipality of Taranto: Monitors progress by milestones, not daily reports
		Individual Work Form	ASL Perugia^c: Task reports logged and verified by supervisors
		Individual Work Appraisal	Sapienza University: Evaluation same as in-office, focused on results
		Teamwork Appraisal	Municipality of Pesaro: Team-based assessment with structured tools
	Remote Workspace and Time Review	Agile Office	Unione Valle Savio^d: Flexible layouts, coworking areas, private spaces
	Remote Workspace and Time Review	Worktime Flexibility	ASL 5 Calabria^c: Schedule reviews balance between performance and well-being

Macro-dimensions	Emerging themes	Coded sub-themes	Example
Higher-level dimension (Global, National, Organizational, Occupational)	Trends and state of remote work approaches	Previous experience with remote work	Municipality of Siracusa implemented remote work during COVID-19 via decree no. 42
		Effects on social and environmental sustainability and remote work benefits	INAIL^a measured the reducing in CO₂ emissions and commuting costs for 70% of staff
		Number of remote workers along time	Unione Valle Savio^d: 53 out of 111 eligible worked remotely (48%)
		Total Hours/Days of remote working	University of Verona:5 days/month per remote worker
		Impact on Organizational and Digital Health	Municipality of Sicacusa: CiviliaNEXT (cloud-based management software for local authorities) integrates national digital infrastructure
	Objectives and reasons for the adoption of Remote Work	Objectives and Conception of Remote Work	ASL Gallura 2^c: working goes beyond the traditional logic of performance control, establishing itself as a trust-based agreement between management and workers based on the guiding principle of “FAR BUT CLOSE”
		Worker Well-being	Municipality of Prato: Employees' satisfaction with remote work scored 4.12/6 in 2023 survey
		Citizen Satisfaction	Unione Valle Savio^d: Remote work boosts efficiency and citizen service
		Cost Containment	INPS^b: Savings on energy and facility management expected
	Types of Remote Work	Types 1 -Hybrid Work arrangement	Sapienza University: Wide adoption during COVID-19 without individual agreements
		Types 2 – Teleworking arrangement	University of Bologna: Home-based full-day or hourly telework options
		Types 3 – Co-Working/Satellite Centres arrangement	University of Bologna: Decentralized workstations in satellite centers
	Adopted Legislation to frame remote work	Law 124/2015 and Law 81/2017 (so-called: Madia Law)	Sapienza University: Madia Law redefined telework and agile terms
		Legislative Decree 34/2020 (so-called: Relaunch Decree)	Municipality of Milan: POLA and performance indicators defined in law
		National Collective Labor Agreement (so-called: CCNL)	Federico II University of Napoli: CCNL applies to all staff categories
Technology (Technology enabled practices, AI, Automation, robots, etc.)	Technologies, Digitalization and Re-engineering	New Digital Tech for Collaboration	Sapienza University: the university has been using Google Workspace […] a suite of software and productivity tools for cloud computing and collaboration
		Re-engineering of Work Processes	Municipality of Siracusa: Re-engineered workflows, public access to SPID
		Digital Workplace	IUAV University of Venezia: Digital Workplace rollout for unified access to work tools
		Investment in Tech/Software/Hardware	INPS^b: Tools include remote timestamping and monitoring apps
Individual dimension (Skills, attitudes, personalities, behaviours)	Training and Competences Development	Training – Digital Competences	Sapienza University: Digital skills training programs provided
		Training – Soft Skills	Municipality of Milan: Soft skills training to boost collaboration
		Training – Agile Skills	Municipality of Milan: Agile methodologies training introduced
		Training – Management Skills	San Camillo Hospital: Training in soft, tech, and managerial skills
	Innovative HR Practices	Innovative HR – Digital/Hybrid Leadership	ASL Calabria 5^c: Managers shift to trust-based digital leadership
	Innovative HR Practices	Innovative HR – Change Management	Municipality of San Benedetto del Tronto: shift from a formal control approach to a remote work based on employees' accountability
Work Design (Control/autonomy, skill use and variety, job feedback, social and relational aspects, job demands, etc.)	Eligibility Conditions	Tasks and Definitions	Unione Valle Savio^d: Tasks must be remote-capable with performance monitoring
		Fragile Workers and Specific Categories	Unione Romagna Faentina^d: Special needs employees prioritised
		Exclusion Criteria	Municipality of Pesaro: Excludes jobs like police and school staff
	Conditions for Carrying Out Agile Work	Time and Duration	AUSL Valle d'Aosta^c: Weekly planning and flexible durations
		Intensity and Disconnection	“Luigi Vanvitelli” University of Campania: 4-h daily availability
		Equipment	Federico II University of Napoli: Secure admin or personal tech use
		Privacy and Security	IUAV University of Venezia: VPN, SPID (Italian Public Digital Identity System), and digital signature support
		Individual Objectives	Kore University of Enna: Objective-based performance indicators
	Monitoring and Evaluation of Performance	Worktime and Monitoring	Municipality of Taranto: Monitors progress by milestones, not daily reports
		Individual Work Form	ASL Perugia^c: Task reports logged and verified by supervisors
		Individual Work Appraisal	Sapienza University: Evaluation same as in-office, focused on results
		Teamwork Appraisal	Municipality of Pesaro: Team-based assessment with structured tools
	Remote Workspace and Time Review	Agile Office	Unione Valle Savio^d: Flexible layouts, coworking areas, private spaces
	Remote Workspace and Time Review	Worktime Flexibility	ASL 5 Calabria^c: Schedule reviews balance between performance and well-being

Note(s):

Central Body – National Institute for Insurance against Accidents at Work

Central Body – National Insurance Fund for the invalidity and old age of workers

Local Health Authority (commonly abbreviated as ASL or AUSL in Italian) delivers healthcare services to a specific territorial area

Local Authority – legal association of multiple municipalities that collaborate to jointly manage services and administrative functions

[ViewLarge]

Sharing Unavailable