This article examines the causal effects of telework eligibility and participation on employee attitudes, including perceived fairness, job satisfaction, and intention to stay, in the U.S. federal government. Drawing on the literatures on social exchange and organizational justice, we investigate how telework eligibility and participation influence employee attitudes and whether different reasons for nonparticipation have varying impacts. Our findings show that those employees who are eligible to telework report higher levels of perceived fairness, job satisfaction, and intention to stay than do those employees who are ineligible. On the other hand, the effects of telework participation on employee attitudes depend upon the reasons why nonparticipants do not telework. Specifically, when employees do not telework because of insufficient technical or managerial support, they report significantly lower levels of perceived fairness, job satisfaction, and intention to stay than do teleworkers. However, nontelework due to job requirements or personal choice does not have significant, negative effects on work attitudes.
Previous research has established the connection between teleworking and organizational performance, but there remains a need to understand why employees who are eligible for telework programs do not necessarily utilize the programs. This study uses the 2013 Federal Employee Viewpoint Survey to examine the effects of being a female supervisor, supportive leadership, and diversity management, and the moderating effects of contextual factors on employee eligibility and participation in telework. We find that both supportive leadership and diversity management reduce the nonparticipation in telework programs of employees who are eligible and willing to telework. We also find that the interaction between being a female supervisor and supportive leadership reduces the nonparticipation in telework programs when employees are eligible for telework. These results imply that female supervisors who use supportive leadership are more likely to contribute to increasing the number of public employees who are able to participate in existing telework programs.
Disasters triggered by natural hazards resulted in an accumulative economic loss of approximately USD 7 trillion and killed some eight million people worldwide in the twentieth century. Given the escalating threat posed by natural hazards to communities, scholars and practitioners are emphasising the importance of mitigation as a strategy to enhance community resilience. Little is known, though, about the extent to which governments' disaster risk reduction efforts have augmented community resilience outcomes. This paper bridges the gap by examining the effects of the Hazard Mitigation Grant Program (HMGP) in the United States, which was designed to improve disaster resilience at the community level. The study analysed natural hazard loss data pertaining to those US counties that received HMGP funds following the pronouncement of presidentially-declared disasters between 2010 and 2015. The findings suggest that the counties that obtained HMGP funds are likely to experience less property damage owing to future natural hazards.
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