Purpose -The purpose of this paper is to examine differences in work-life balance (WLB) support, job satisfaction, and inclusion as a function of work location. Design/methodology/approach -Web-based survey data were provided by 578 employees working at one of four locations (main office, client location, satellite office, and home). Multiple regression analyses were used to identify differences in WLB support, job satisfaction, and inclusion across employees working at the four locations. Findings -Results showed that main office and home-based workers had similar high levels of WLB support and job satisfaction. Main office workers reported higher levels of WLB support than satellite and client-based workers. Additionally, main office workers reported the highest levels of workplace inclusion.Research limitations/ implications -Data were originally gathered for practical purposes by the organization. The research design does not allow for manipulation or random assignment, therefore extraneous variables may have impacted the observed relationships. Practical implications -Allowing employees flexibility in choosing their work locations is related to positive outcomes. The authors suggest several practices for the effective implementation of alternative work arrangements. Originality/value -This paper is among the first to examine the outcomes of telework across locations. It uses a large single organization and a quasi-experimental design, enhancing the validity of the findings.

To explore the influences of common telework practices on employee dependent care responsibilities, job performance, and work experience, quantitative and qualitative data were collected from 863 teleworking federal government employees with dependents. Respondents reported that teleworking positively influences their job performance and intentions to remain with their organizations. Teleworking assists them in meeting their dependent care responsibilities, but current policies and management practices undercut the full potential of telework as a mechanism for meeting employee caregiving demands and reaping the associated benefits to the employer. Results show that employees would like dependent care to be a formal factor in telework policy and that they would like to telework more days than currently allowed. Findings suggest that management should consider the circumstances under which dependent care needs could be a formally accepted rationale for telework.

This study investigated the usefulness of short-term memory tests as a strategy for reducing adverse impact in personnel selection decisions, also achieving high validity in predicting job and training performance. Based on an integration of 27,973 individuals from 31 samples, the average Black-White mean difference in standard deviation units was .42. This is less than half the mean score difference that is typically obtained with general cognitive ability tests. A separate analysis of 141 validity coefficients based on 34,262 individuals indicated that short-term memory tests yielded validities of .41 for job performance (. 19 observed) and .49 for training performance (.28 observed). Validity was generalizable for all distributions examined. Due to the voluntary or court-mandated adoption of affirmative action programs, as well as legal and professional guidelines encouraging the use of selection and promotion tests with the least racial differences, cognitive ability testing has become an area of much interest and concern in industrial and organizational psychology. Whereas most tests of general cognitive ability result in approximately a one standard deviation difference between White and Black mean scores (

No abstract

No abstract