Purpose: The outbreak of Covid-19 virus caused long-term closure of university libraries and increasd TELEWORK by librarians. This research has aimed to explore the impact of TELEWORK on their job satisfaction interms of communication, job promotion, awards, salary and benefits, supervision, job conditions, peerformance, coworkers, and desire to work remotely.Methods: Views of librarians of three public universities in the Isfahan metropolitan area, namely Isfahan Medical Sciences University, Isfahan University of Technology, the University of Isfahan were sought. Out of the 118 staff  members of the three universities, 90 completed a researcher-made questionnaire based on the scale of Judge and Bono (2000). For analysis, statistical methods such as Pearson correlation, and multiple linear regression tests were used by SPSS 22 software.Findings: Significant relationship was found between TELEWORKing and job satisfaction (p<0.05). All components of job satisfaction were correlated with TELEWORKing. The result of the multiple linear regression test showed that among the components of job satisfaction, only the "leadership component" can predict the TELEWORKing (r<0.518).Conclusion: TELEWORK can lead to the improvement of services to users. Leadership component demonstrated greatest relationship with TELEWORKing. Considering the importance the component in predicting TELEWORK, this research can help to make useful changes in organizations, especially in the management style of university libraries.

Purpose: The aim of this research was firstly to review literature about TELEWORK and the measures taken in this area around the world and in Iran, especially in the field of Library and Information Science; then to analyze the implementation of this type of working in the National Library and Archives of Iran. Methodology/Approach: This research used literature review and interviews with officials of the Administrative Office of the National Library and Archives of the I.R. Iran. Findings: Library and Information Science jobs and other professions dealing with information require minimum physical presence of the employee in the workplace and therefore they seem appropriate for TELEWORK. Some of these activities include cataloguing, indexing and abstracting resources; digital libraries; e-publishing, e-education, documentation, editing databases, digital reference services, translation, and research. The National Library and Archives of Iran is one of the organizations in which some staff have (since January 2012) started TELEWORK in different phases. TELEWORK in this organization has been in the form of work-from-home and part-time work. Some requirements of implementing this type of working in an organization are identifying jobs and individuals, information security systems, providing online access for TELEWORK staff, hardware and software facilities, financial support, technical support, tools for communicating with managers and other staff, training tele-staff and the periodic evaluation of TELEWORK. Conclusion: Apparently this type of work has been successful in some parts of the organization, especially the Department of Processing and Organizing. However, further research is required to assure its validity and especially to evaluate the efficiency of this method or working.

Background and purpose: cultural background affects its effects and job stress through beliefs about the effectiveness and social isolation caused by TELEWORK. In the current study, the beneficial and ineffective effects of TELEWORK on job stress are taken from existing research using the theory of cultural values and the moderating role of employees' cultural background, including; Individualism and power distance were investigated and analyzed as research objectives. Methodology: The present study is applied in terms of purpose and descriptive-survey method (three-stage/temporal to reduce the risk of common method variance). In the first survey, 981 employees of the company, 511 (52% response rate), completed the second survey. 384 employees completed the third survey with a response rate of 75.2%. Data through standard questionnaires; power distance and individualism with six items; job stress, beliefs about the effectiveness and social isolation of remote work were collected with three items each and analyzed using structural equations and Mplus software.Findings: The effects of TELEWORK on job stress depend on cultural values. Employees with low power distance and high individualism scores welcome TELEWORK plans due to positive beliefs about the effectiveness of TELEWORK, while employees with high power distance scores and low individualism perceive TELEWORK as a destructive work mode and have more negative beliefs in They have TELEWORK. Therefore, TELEWORK only reduces job stress when employees do not believe that telecommuting leads to social isolation. Conclusion: Organizations should support TELEWORK with high power distance orientation and low individualism who have negative beliefs about TELEWORKing, because by changing negative beliefs, the beneficial effects of TELEWORKing, including effectiveness and lack of social isolation, while reducing stress, cause well-being and reduce costs, Organizational trips will be made by employees.

Introduction: The conditions of the coronavirus epidemic have had an undeniable impact on the career process of employees and especially academic staff members and have affected their teaching and activities. TELEWORK is a form of changing the procedure in doing work that has potential and serious effects on the performance of the organization, so the present study was conducted to explain the experiences of faculty members during TELEWORK due to the coronavirus. Materials & Methods: This qualitative study was conducted in one of the universities of medical sciences in 2022 using the contractual content analysis method. Overall, 15 faculty members who had TELEWORK experience during the Covid-19 era were selected in a purposive method and data were collected using semi-structured in-depth individual and group interviews. Interviews continued until data saturation and when no new themes or categories were obtained. Analysis was done using Gernheim and Lundman approach. Results: Interviews with the participants were conducted during 4 months. Overall, 15 interviews were conducted face-to-face. The average duration of the interview was 30 minutes. The findings included one theme (Continuous and effective activity), and five categories (professor's professional commitment, institutionalized conscientiousness, usefulness in TELEWORK, continuous monitoring and supervision, conditions and atmosphere of the work environment). Conclusion: The increase in the organizational commitment of academic staff members and their conscientiousness is formed due to the feeling of job satisfaction and usefulness in remote work, as well as the atmosphere governing the organization, and as a result of these issues, it improves the activities of the members.

Corona is an unpleasant fact that telecommuting is one of the consequences of an organizational perspective. It seems that if there is a good pattern for telecommuting, it can help reduce burnout and turn the corona threat into an opportunity. In this regard, the present study aimed to investigate the effect of TELEWORK on reducing burnout in Sistan and Baluchestan University staff during the limitations of corona disease. The aim of this study is applied research that has been done by the mixed method. Also, in terms of method and time frame of data collection, it is cross-sectional survey research. The statistical population in the qualitative section includes 13 experimental and theoretical experts in the field. In the quantitative part, the views of 70 employees of Sistan and Baluchestan University have been used. Data collection tools were semi-structured interviews and researcher-made questionnaires. Content analysis, structural-interpretive modeling, and partial least squares were used to analyze the data. The results of this study show that the organizational structure of the university and the infrastructure of telecommuting have a high power of influence and the development of telecommuting strategy affects systematic telecommuting education and telecommuting executive policy and these factors also significantly balance work and life during COVID-19 illness. Introduction One of the immediate consequences of stress in organizations is the phenomenon of burnout. This phenomenon can have dramatic negative effects on the quality of family life and occupations of individuals and therefore has been considered as a serious issue. In addition to everyday stress, our world today is challenged by an unprecedented outbreak of disease that significantly negatively impacts society and the efficiency of operations and supply chain management business models. Covid-19 disease, the most important challenge to humanity since World War II, has led to a wider global crisis. A crisis in which events or sequences occur on a large scale and have a staggering speed that leads to uncertainty and increased irregularities and, as a result, a feeling of controllability and emotional disturbance in individuals (Taghva, 2021). In order to prevent the spread of the disease more widely in society, many countries around the world have decided to quarantine and close businesses completely, and due to the need to minimize the physical presence of people in the workplace, many organizations have resorted to methods such as telecommuting (Taghva, 2021). Recent evidence also suggests that the emergence of the corona crisis has a significant relationship with increasing employee burnout rates (Sasangohar et al., 2020). Since universities have a critical role in influencing the education and growth of the young and future generation, as well as the development and application of various sciences and the development of culture and economics and value creation in society, burnout in university staff can be Left the destructive and irreparable effects. Therefore, the present study aimed to investigate the effect of TELEWORK on reducing burnout in Sistan and Baluchestan University staff during coronary heart disease. Case study This research was conducted in Sistan and Baluchestan University and in the research process, the professors and staff of this university were used as a statistical population. Materials and Methods This study is a practical research and case study that aims to present and evaluate the credit model of the effect of TELEWORK on burnout in space-time. The data collection method is also a cross-sectional survey and the type of data can be done, it is also mixed research that has been done with qualitative-camp methods. The statistical population of this research in the qualitative and model presentation section includes theoretical experts (university professors of management) and experimental experts (managers of Sistan and Baluchestan University) who have at least ten years of management experience. The main tools for collecting research data are interviews and researcher-made questionnaires. The interview consisted of 6 initial questions and was conducted in a semi-structured manner. Data analysis was performed in the qualitative phase with MaxQDA software and in the quantitative phase with MicMac and Smart PLS 3 software. Discussion and Results Based on the results, it was found that the variables of the organizational structure of the university and the telecommunications implementation infrastructure are in the fifth level of the model. In explaining this finding, it can be stated that the mentioned variables are the most influential model variables that affect other variables and are not affected by the variable. Based on the research findings, it was shown that the variables of systematic telecommuting education and telecommuting executive policy are at the third level of the model. Explaining this finding, it can be said that these variables are influenced by the variables of the organizational structure of the university and telecommunications implementation infrastructure, and by improving their status, systematic telecommuting education and telecommuting executive policy are also directly improved and upgraded. Also, it was found that the variable of telecommuting strategy formulation is at the fourth level of the model. Explaining this finding, it can be said that the variables of systematic telecommuting training and telecommuting executive policy have a direct effect on the variable of telecommuting strategy. The results showed that work-life balance variables are in the second level of the model. In explaining this finding, it can be said that the mentioned variable is affected by other variables mentioned in the previous levels of the model, and changes and improvements in each of them will lead to improving the status of this variable. Finally, it was shown that the burnout reduction variable is at the first level of the model. In explaining this finding, it can be stated that the variable of reducing burnout is the most influential variable of the model and does not affect another variable. Conclusion The results of this study, which aimed to investigate the effect of TELEWORK on reducing Corona in Sistan and Baluchestan University staff during the limitations of the corona, show that the infrastructure of TELEWORK has a positive and significant effect on the development of TELEWORK strategy; Developing a telecommuting strategy has a positive and significant effect on systematic telecommuting education; Developing a telecommuting strategy has a positive and significant effect on the telecommuting executive policy; Systematic telecommuting training has a positive and significant effect on work-life balance; The telecommuting executive policy has a positive and significant effect on work-life balance, and the work-life balance has a positive and significant effect on reducing burnout. In other words, by establishing the proposed research model, it is possible to prepare for the reduction of burnout at the University of Sistan and Baluchestan during the Corona.