A Technology Acceptance Model of Innovation

Adoption: The Case of Teleworking

Group #3

55% 75% 35% 90%

Md. Arfan Hossain Md. Arfan Hossain Md. Arfan Hossain Md. Arfan Hossain
ID#202301082 ID#202301082 ID#202301082 ID#202301082
 Teleworking

Working from
anywhere at any time

In Simple words
Teleworking is a
method of doing work
at home or work in a
different places from
usual workplace
History of Teleworking

Term “teleworking” was first coined in

1972.

Was first introduced by Jack Nilles.

Nilles was working remotely on a

complex NASA communication system.
Types of teleworking

01 Full-time or regular teleworking.

02 Part-time teleworking.

03 Freelance teleworking.
Temporary or special
04 arrangement teleworking.
 Benefits of Teleworking
Flexible work schedules
Fewer distractions
Higher productivity
Work-life balance
Positive effect on the environment
Cost savings
Business continuity
 Social
Isolation.

Extra Distractions
Challenging
Supervision
Security
Risks
Challenges
of
Teleworking IT-Related Issues
Rogers’s Innovation Diffusion Theory
Relative advantage
Similar or superior to existing product. CD to flash drive

Compatibility
Closely related to needs, value systems, norms,
lifestyles, culture. Pizza to continental foods.

Complexity
Ease of understating, purchasing and using of
products, services. Microwave oven operation.

Observability
How a product or service’s benefit can be
observed, perceived by a potential customers.

Trialability
Ease of test and trial of a product or services.
Theory of Reasoned Action
Behavior is determined by their intention to perform the
behavior and that this intention is, in turn, a function of their
attitude toward the behavior and subjective norms

The theory of reasoned action (TRA or ToRA) aims to explain

the relationship between attitudes and behaviors within human
action. It is mainly used to predict how individuals will behave
based on their pre-existing attitudes and behavioural intentions
A TECHNOLOGY
ACCEPTANCE MODEL OF
TELEWORKING ADAPTION

Text Here Add Text Add Contents Title

Model of
Teleworking How does it flexibility of using,
Adoption improve job
performance?
less effort to put

positive or negative, is it useful

or not; app/game

intention of
using it or not
Human Resources factors
Teleworking adopters perceive more teleworking
benefits for the employees

Middle managers in teleworking adopters play a

less important role in human resources

Teleworking adopters have larger percentages of

knowledge

Employees Teleworking adopters have larger

percentages of salespeople
Human Resources factors
Teleworking adopters have larger skilled personnel
turnover

Teleworking adopters do greater training efforts in

teleworking- related issues

Teleworking adopters use more human resources

flexible practices

Teleworking adopters use more variable

compensation systems than non-adopters.
Organizational Factors
Teleworking adopters have lower
percentage of temporary employees

Teleworking companies are more

geographically decentralized

Teleworking companies outsource more

activities
Teleworking companies have larger percentages
of employees who are involved in their task
design and programming

Teleworking companies have a

management monitoring system
Organizational Factors
The organizational culture in teleworking adopters
emphasise more the values of personal flexibility and
trust.

Teleworking companies have lower percentages

of employees in teamworks

Teleworking companies have lower information flows

Teleworking companies keep the same type of contract to

employees who want to telework.
 Knowledge and Technological Factors

Teleworking adopters use more

electronic communication

Teleworking companies are more

aware of the teleworking concept
Teleworking adopters use more information
and communication technologies
Teleworking companies have a more
innovative culture than non- adopters

Teleworking companies invest more resources in

research and development and innovation than non
adopters.
Control variables
There are not significant firm size differences between teleworking
Text companiesText
Here and non-teleworking
Here Text Here companies.
Text Here Text Here

There are not significant gender differences between

teleworking companies and non- teleworking companies.

Employees’ organizational tenure in teleworking companies is

longer.

Teleworking adopters are located in areas with worse road

congestion and traffic conditions

Teleworking companies have larger percentages of employees

with longer commutes
Disadvantages of Teleworking
The feeling of loneliness and exclusion

Loss of relationships and work environment.

Decrease in productivity.

Difficulties to work in a team

Less learning.

Feeling of always being at work

Teleworking Now a days
Very common in recent time.

Become more popular during Covid Pandemic.

Many organizations moving to hybrid model.

Largely expected by the employees.

Make a good balance between the personal and

professional life.