抄録
The question of "fit" with existing corporate schemes is frequently cited as an important aspect when introducing telework. This paper explores the implications of corporate management patterns of existing in-house programs for telework. Specifically, it looks at the management of 1) out-of-hours work (overtime), 2) annual paid leave programs, and 3) worker health, with the aim of highlighting organizational "temperament", which may or may not "fit" telework. It also highlights the changing perception of "time" as well as an often-overlooked benefit of annual paid leave. The analysis is based on existing statistics and government reports in these three areas.
