This paper develops a model of teleworking adoption based on the principles of the technology acceptance model. The framework integrates three categories of factors influencing on teleworking adoption: technological, human resources, and organisational factors. The model fills a gap in the teleworking literature by developing research propositions that take into account different theoretical perspectives to study teleworking adoption.

Purpose: The purpose of this paper is to analyse the contribution of human resource (HR) commitment practices to firm performance through the adoption of workplace practices that require the organisational climate created by HR commitment practices.Design/methodology/approach: The approach is a survey of 156 Spanish firms and statistical test of research hypotheses through structural equation modelling.Findings: The results indicate that the extent that employees have access to HR commitment practices and HR social benefits is positively related to the intensity of telework adoption. Firm performance is positively associated to the intensity of telework adoption, functional flexibility and internal numerical flexibility, and negatively related to external numerical flexibility. HR commitment practices impact directly and indirectly on different measures of firm performance.Research limitations/implications: Cross‐sectional, survey‐based data that cannot infer causality. Longitudinal and qualitative designs are needed to get a better understanding of the relationships. A follow‐up study of employees perception of several variables analysed in this study (e.g. access to HR commitment practices and employee benefits) could reveal possible contradictions between what policies managers claim there exist, and what policies employees perceive to exist.Practical implications: The adoption of HR commitment practices can facilitate the organisational change required by the adoption of telework.Originality/value: The findings provide evidence that HR commitment practices are indirectly related to firm performance through their effects on the use of flexibility practices like telework that require organisational climates containing high levels of trust.

Purpose: The purpose of this paper is to analyse the mediating effect of supply chain agility (SCA) in the relationship between absorptive capacity (AC) and firm performance.Design/methodology/approach: The authors use data from 231 Spanish firms and test the hypothesis by structural equation modelling.Findings: SCA mediates the relationship between AC and firm performance.Research limitations/implications: The cross-sectional survey and the use of managerial perceptions may need to use longitudinal and real measures in future studies to validate causal relationships.Practical implications: SCA may contribute to explain why AC improves firm performance. Firms with more agile supply chains may benefit more from their efforts in AC to improve firm performance.Originality/value: A conceptual framework has been developed to explain the relationships of the main constructs of the study (AC and SCA) with firm performance and whether SCA mediates the relationship between AC and firm performance.