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Electronic work (E-work) in Ireland was examined through a comparison of survey results from 301 Irish companies with 50 or more employees with averages for the 18 European countries, including 62 in the knowledge sector, and a subsequent survey of 100 smaller companies. Findings from other Irish surveys examining e-work were also considered. Compared with the rest of Europe, supply and demand for e-work in Ireland proved modest. However, Ireland showed strong levels of supply of e-work by small firms. Smaller Irish companies were more likely to use fully home-based e-workers, whereas larger companies were more likely to use multilocational e-workers (workers who alternate between home and office or work from multiple locations). The demand for e-work that is outsourced to individuals who are not employees ("e-lancers") is also lower than in the other countries examined (8% versus 15%). The demand for e-workers located in back offices or telecottages in Ireland is well below the European average, as is the level of e-work outsourced to companies. It was concluded that individual forms of e-working will likely grow faster than in some other European countries. (Forty-nine tables/figures are included. Eight supplementary tables and summaries of the results of four other Irish surveys on demand for e-work are appended.) (MN)

A study analyzed and synthesized results of 62 company case studies in 18 European countries. Focus was "eWork," information-processing work carried out at a distance with extensive use of computer systems and telecommunication links. Each case study was based on several qualitative interviews with company respondents. Case studies covered both internal and outsourced eWork arrangements. Customer service and information technology (IT) were two functions in which eWork was particularly prevalent. Regarding customer service, personnel shortages or a high turnover in call center operators were a major regional push factor and motivation for relocation of customer operations; metropolitan areas had a larger pool of potential operators; rural areas lacked alternative employment opportunities; and technological facilitators that furthered delocalization of eWork were a high degree of digitization of information and electronic access to it and access to information systems and knowledge bases in which all operations and customer calls can be documented. Regarding IT, core motives for relocation were labor-market-induced or -oriented, knowledge-oriented, reduced personnel costs, and centralization to exploit economies of scale. Most relocations created or intensified cooperation over distance that triggered organizational and technological change, leading to higher levels of formalization and digitization of information and communication. An overview of EMERGENCE Relocation cases is appended. (YLB)

A study combined results of a survey of employers in 18 European countries to establish the extent to which they are currently using eWork with European official statistics to develop models, estimates, and forecasts of the numbers of eWorkers in Europe. These four types of "individual" eWork were identified: telehomeworking; multilocational eWork by employees; "eLancing" (self-employed); and "eEnabled self-employment." Findings indicated there were over 9 million eWorkers in Europe in 2000; the largest single group were multilocational eWorkers, estimated at 3.7 million; employees who worked exclusively from home using information and communication technologies (ICTs) were rather rare, comprising only an estimated 810,000 in the European Union (EU) workforce in 2000; an estimated 1.45 million eLancers were supplying business services to clients using ICTs and a further 3 million-plus self-employed people whose home-based businesses were dependent on ICTs (the "eEnabled self employed"); and this made a combined total of some 4 and one-half million self-employed teleworkers across Europe, forming approximately half of the total number of teleworkers. The study concluded there is likely to be a considerable growth in individualized forms of eWork in the EU over the next decade, but this will be dependent on employers' and individuals' continuing uptake of ICTs. Tables and logistic models of eWorking are appended. (YLB)

Examines prospects for rural areas within the Information Society, referring particularly to the European Union. Discusses effects of diminished distance from core markets, increased learning capacity through improved access to information, public policy emphasis on building infrastructure, disappointing outcomes for telecommunications initiatives and rural telework, and the potential of rural areas to exploit new technologies. Contains 24 references. (Author/SV)

Inexpensive telecommunications, the spread of computing, and globalization are creating major change in the location of work within and between countries. Because no tools have yet been developed to investigate the new spatial employment patterns, a cluster analysis involving more than 50 variables and 206 countries was performed to group countries and identify their position in the emerging global division of labor in information-processing work. The analysis identified qualitative and quantitative changes occurring in the organization of distribution of work. Special attention was paid to the following: call centers (centers in remote locations at which functionally specialized workers with a telecommunications link to customers are concentrated); off-shore data processing; and development of the export software industry in countries such as India, the Philippines, Russia, and Bulgaria. Data about the numbers and characteristics of home-based teleworkers in the United Kingdom that were drawn from the UK Labour Force Survey were also used in the analysis. The following factors associated with high and low rates of teleworking were discussed: cost and availability of information and telecommunications technology; differing sectoral and occupational structures; urbanization; household size and structure; and national regulatory context. (Nineteen tables are included. The report contains 104 references.) (MN)

Review of Information Age literature found not enough evidence that information industries will reenergize economies or provide high-quality jobs. Virtual organizations are hard to identify. Women do the bulk of low-skill, low-paying telework jobs, reinforcing sex roles and class divisions. Remote workers are often vulnerable and cut off from workplace benefits. (SK)

By offering benefits that assist workers in attaining a better balance between work and family, employers can improve the quality of work produced for their companies and the quality of life for employees. This report discusses the benefits of dependent care programs, describes the process involved in selecting appropriate programs, and discusses common concerns and issues. Also discussed are demographic trends influencing the growing conflict as employees try to juggle work and family concerns. The report concludes with the findings of an independent survey study on the state of employer-assisted dependent care in Texas and a comparison of Texas with the rest of the country. Out of 6,500 employers surveyed, 1,331 employers returned a mailed survey (22.6 percent response rate). The findings indicated that firms were more likely to provide informational dependent care benefits than they were to offer direct service or direct financial subsidies for care. Flexible work arrangements such as flextime and job sharing were growing in popularity. All benefits were offered to a much greater extent in the largest firms (with over 500 employees) than in smaller. Texas is providing benefits at a lower rate than the nation as a whole. Nationwide, firms whose core employees are professional and technical workers were more likely to provide family-friendly benefits than firms with other types of employees. In Texas, benefits, when offered, were provided at all employee levels. Two appendices describe the survey methodology and the initiatives of the Texas Work and Family Clearinghouse. Contains 51 references. (KB)

Describes the implementation of an international joint course developed by Queen Margaret College in Scotland and the Royal School of Librarianship in Denmark introducing undergraduate students to tools and issues relevant to teleworking, or working at home. Discusses course objectives, class assignments, student assessment, and program evaluation. (PEN)

After struggling through the recession of the 1980s, Powell, Wyoming, like many other small towns in rural America, has bounced back and experienced economic and population growth during the past five years. Fueling this growth is the town's attractive location for urban refugees, economic development efforts aimed at attracting small businesses, and community development. (LP)

Many employers have enacted "family-friendly benefits" in response to demands placed on their employees by the stress of caring for children or aging parents. The Employer Dependent Care Survey measured the prevalence of flexible work arrangements and child care and elder care benefits in Texas. Participating were 1,331 out of 6,500 private sector companies answering a mail survey (22.6 percent return). Findings indicated that flextime schedules were offered by 54 percent of the largest companies (500 or more employees). Nine percent of the largest companies and less than 5 percent of others offered job sharing. Compressed work weeks were offered by 30 percent of the largest companies and by 18 percent of companies with 100 to 499 employees. Telecommuting was offered by 22 percent of the largest companies; availability of this option generally decreased as company size decreased. Flexible work arrangements were most often utilized by non-managers. Child care center benefits were offered by 7 percent of the largest companies and by less than 2 percent of others, while resource and referral services were offered by 17 percent of the largest companies and by less than 5 percent of others. Tax-sheltered spending accounts were the most common child care benefit offered and child care subsidies or vouchers, the least common. Ninety-seven percent of companies indicated that all employees were eligible for child care benefits. The biggest impact of providing child care benefits was the positive employee morale. Very few companies offered elder care benefits, with the most common benefit a tax-sheltered spending account. (KB)

Although educational uses of computers and video seem to be increasing, no one knows exactly what kind of technology is used; what is available to teachers; or what is broken, worn out, or in unopened boxes. The technology revolution is proceeding slowly in schools, due to insufficient time, money, and taxpayer commitment. (MLH)

Explored influences of mobile telework on family life as reported by teleworkers in a large national corporation. Compared this group to office workers within the same company. Teleworkers reported greater work flexibility. Some described positive family influences, whereas others revealed family problems arising from blurred lines between work and family. (RJM)

Working conditions in library technical services departments can be a problem for catalogers in need of a quiet work environment. Based on a successful program for indexers at the National Agriculture Library, a proposal for an experimental telecommuting program for original cataloging at the Michigan State University Libraries was developed and tested. (Author/AEF)

The potential of advancing information and telecommunications technology to transform the workplace in higher education is examined. Demographic, social, and economic trends contributing to this trend and its advantages and disadvantages are also discussed. Suggestions are made for managing the transition to telework, including selection of appropriate work and workers and considerations in managing telework arrangements. (MSE)