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      Employment and Teleworking in the Argentine Tourism Sector: a Case Study Based on the COVID-19 Pandemic

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          Abstract

          We analyze the viability of teleworking in the tourism sector in Argentina by using the COVID-19 shock on employment as a case study. We pay special attention to the tourism sector and its sub-sectors because they comprise activities with low teleworking potential and high informality rates, which could further condition the effective implementation of new work arrangements, such as remote work. By using estimates of teleworking potential at the sectoral level, we study its relationship with the evolution of employment during the quarantines implemented in the face of the COVID-19 pandemic in Argentina. We find a positive effect of teleworking potential on employment in the tourism subsectors, such as food and accommodation and travel agencies activities, but more pronounced in the other services subsectors (sports, cultural, and entertainment service activities). This suggests that, despite having a low telework potential, certain tourism activities could be performed remotely. Surprisingly, we find that teleworking potential had a positive effect on employment in some tourism subsectors only for informal workers.

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          The good, the bad, and the unknown about telecommuting: meta-analysis of psychological mediators and individual consequences.

          Ravi S Gajendran, David A. Harrison (2007)
          What are the positive and negative consequences of telecommuting? How do these consequences come about? When are these consequences more or less potent? The authors answer these questions through construction of a theoretical framework and meta-analysis of 46 studies in natural settings involving 12,883 employees. Telecommuting had small but mainly beneficial effects on proximal outcomes, such as perceived autonomy and (lower) work-family conflict. Importantly, telecommuting had no generally detrimental effects on the quality of workplace relationships. Telecommuting also had beneficial effects on more distal outcomes, such as job satisfaction, performance, turnover intent, and role stress. These beneficial consequences appeared to be at least partially mediated by perceived autonomy. Also, high-intensity telecommuting (more than 2.5 days a week) accentuated telecommuting's beneficial effects on work-family conflict but harmed relationships with coworkers. Results provide building blocks for a more complete theoretical and practical treatment of telecommuting. (c) 2007 APA
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            How many jobs can be done at home? ☆

            Jonathan Dingel, Brent Neiman (2020)
            Evaluating the economic impact of “social distancing” measures taken to arrest the spread of COVID-19 raises a fundamental question about the modern economy: how many jobs can be performed at home? We classify the feasibility of working at home for all occupations and merge this classification with occupational employment counts. We find that 37% of jobs in the United States can be performed entirely at home, with significant variation across cities and industries. These jobs typically pay more than jobs that cannot be done at home and account for 46% of all US wages. Applying our occupational classification to 85 other countries reveals that lower-income economies have a lower share of jobs that can be done at home.
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              COVID-19’s impact on the hospitality workforce – new crisis or amplification of the norm?

              Tom Baum, Shelagh Mooney, Richard N.S. Robinson … (2020)
              The purpose of this paper is to highlight the immediate impacts of the COVID-19 pandemic on the hospitality workforce in situ between mid-April and June 2020. This is a viewpoint paper that brings together a variety of sources and intelligence relating the impacts on hospitality work of the COVID-19 pandemic at three levels: macro (global, policy, government), meso (organisational) and micro (employee). It questions whether the situations faced by hospitality workers as a result of the pandemic are seed-change different from the precarious lives they normally lead or just a (loud) amplification of the “normal”. In light of the fluid environment relating to COVID-19, conclusions are tentative and question whether hospitality stakeholders, particularly consumers, governments and the industry itself, will emerge from the pandemic with changed attitudes to hospitality work and hospitality workers. This raises questions about hospitality work for key stakeholders to address in the future, some of which are systemic in terms of how precarious labour forces, critical to the global economy are to be considered by policy makers, organisations in a re-emerging competitive market for talent and for those who chose (or not) to work in hospitality. This paper contributes to ongoing debates about precarious work and the extent to which such practices are institutionalised and adopts an “amplification model” that may have value in futures-orientated analysis about hospitality and tourism. This paper is wholly original and a reflection on the COVID-19 crisis. It provides a point of wider reference with regard to responses to crises and their impact on employment in hospitality, highlighting how ongoing change, fluidity and uncertainty serve to magnify and exacerbate the precarious nature of work in the industry.
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                Author and article information

                Contributors
                Pablo de la Vega:
                ORCID: http://orcid.org/0000-0001-5390-4351
                delavegapc@gmail.com
                Journal
                Journal ID (iso-abbrev): J Knowl Econ
                Title: Journal of the Knowledge Economy
                Publisher: Springer US (New York )
                ISSN (Print): 1868-7865
                ISSN (Electronic): 1868-7873
                Publication date (Electronic): 8 May 2023
                Pages: 1-31
                Affiliations
                GRID grid.9499.d, ISNI 0000 0001 2097 3940, Instituto de Investigaciones Económicas, Facultad de Ciencias Económicas, , Universidad Nacional de La Plata, ; La Plata, Argentina
                Author information
                https://orcid.org/0000-0002-5725-1068
                http://orcid.org/0000-0001-5390-4351
                Article
                Publisher ID: 1239
                DOI: 10.1007/s13132-023-01239-3
                PMC ID: 10165294
                SO-VID: f0409c7d-e1be-4073-89d6-4c01eb56003e
                Copyright © © The Author(s), under exclusive licence to Springer Science+Business Media, LLC, part of Springer Nature 2023, Springer Nature or its licensor (e.g. a society or other partner) holds exclusive rights to this article under a publishing agreement with the author(s) or other rightsholder(s); author self-archiving of the accepted manuscript version of this article is solely governed by the terms of such publishing agreement and applicable law.
                License:

                This article is made available via the PMC Open Access Subset for unrestricted research re-use and secondary analysis in any form or by any means with acknowledgement of the original source. These permissions are granted for the duration of the World Health Organization (WHO) declaration of COVID-19 as a global pandemic.

                History
                Date received : 13 January 2022
                Date accepted : 24 February 2023
                Categories
                Subject: Article

                Keywords: labor markets,flexible work arrangements,informality,covid-19,argentina,j20,j46,l83
                Data availability:
                Keywords: labor markets, flexible work arrangements, informality, covid-19, argentina, j20, j46, l83

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