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The disruption brought by the COVID-19 pandemic has imposed many companies across the globe to abruptly introduce teleworking policies. This dissertation aims to investigate the role of organizationally derived support as a predictor of desirable telework outcomes and driver of the effective implementation of future flexible work policies in post-COVID contexts in Ireland. Current study has adopted a cross-sectional and quantitative approach. An online questionnaire gathered 105 Irish teleworkers' perceptions of organizational support, telework outcomes and perceived need of telework training. The hypotheses were tested using Spearman correlations and a Mann-Whitney test. Organizational-derived support (IT and HR support, training, e-leadership style, and collaborative capacity) has been shown to have a positive effect on telework outcomes, especially in terms of improving job satisfaction and reducing turnover intentions among teleworkers. Thus, companies should consider these support factors when designing future remote work policies and tailor them according to employees’ previous teleworking experience.
