**4.3 Psychosocial comfort and fit in the virtual workplace of a mobile employee**

The discourse concerning the psychosocial fit of virtual places dealt with the concepts of territoriality, privacy and control (fig. 4).

When the employees described the matters of territoriality, they stressed the importance of selecting the right virtual communication tools and channels. For example, sending emails was not the channel for enhancing **belonging**; more nuanced communication channels were selected and used.

The interviewed subjects described the virtual teambuilding methods that enhance belonging they have used or participated in. For this reason the normal working tools and applications were used for sharing work divergent matters. For example they shared photos of leisure time and discussed their holiday plans with live-meeting tools.

The managers of distributed teams expressed the essence to select and use the most suitable virtual behavior for enhancing the belonging of individuals**.** For example the calls "for no particular reason" played important role in enhancing employees' feeling of belonging.

According to the interview data, the concept of privacy consisted of three components. The interviewed described privacy through problems in simultaneous co- and telepresence, simultaneous use of many virtual communication and collaboration channels as well as problems followed from simultaneous use of work and leisure related virtual environments. The ensemble of the privacy was related to the concept of accessibility: the feeling of fit arose from the good control over the multidimensional opportunities to access both physical and virtual worlds.

Simultaneous co- and telepresence enabled simultaneous use of many communication and collaboration channels. For example, when taking part in a conference call without visual communication employees tend to do many other duties too, i.e., mute the microphone and communicate face to face with colleagues and send e-mails. Simultaneous use of many virtual communication and collaboration channels blur also the boundaries of work related and leisure related virtual places. While working in virtual places, many employees amused themselves by occasional visits in leisure related places, e.g., in their own Face book pages.

Fig. 4. The elements impacting the psychosocial fit or misfit of virtual workplaces

Taking over the fit of psychosocial elements in the virtual workplace the success in **control** is essential. The interviewed subjects defined the control to flow from the success in handling the demands of continuous availability, clear communication and collaboration rules inside the team as well as a good command over the different virtual working modes. They also pointed out the negative features of control. For example, the virtual tracing methods may also be used in a way that reflects a sign of distrust.
