More isn’t always better: exploring the curvilinear effects of telework

Park, Ju Won; Park, Seejeen; Cho, Yoon Jik

doi:10.1080/10967494.2023.2214133

Cited by 6 publications

(4 citation statements)

References 67 publications

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“…• Organizational issues, including work performance (Ficapal-Cusí et al 2023;Mirowska and Bakici 2023); employee-supervisor relationship (Park et al 2023); issues with communication, trust, control, and productivity (Fontaneda et al 2023), especially in the context of banking institutions (Meyer et al 2022); the need to reform organizational processes (Yanagihara and Koga 2023); focus more on cooperation than subordination and increasing autonomy (Junça Silva and Coelho 2023;Stanciu et al 2023); need to reform organizational culture to fit the telework model while focusing on trust equality and confidentiality (Junça Silva and Coelho 2023;Mirowska and Bakici 2023;Bayazitova et al 2023); and re-structure organizational benefits policy to fit the telework model (Brandão and Ramos 2023;Fontaneda et al 2023), as well as utilize flexible working hours (Dimian et al 2023).…”

Section: Discussionmentioning

confidence: 99%

“…In fact, organizational factors seem to greatly influence the teleworker's experience and are critical to the success of telework (Brandão and Ramos 2023). According to the findings of a recent study, although telework can be a job resource promoting positive work attitudes, this ben-eficial impact decreases (and can eventually become negative) as employees telework more extensively, while the quality of employee-supervisor relationship can act as a moderator enhancing the benefits of extensive teleworking or exacerbating its drawbacks (Park et al 2023). Recent work has also shed light on the role of individual and social antecedents (fatigue, trust, and social isolation) on telework outcomes (performance): (a) fatigue was found to be the factor that mostly affected telework performance (negatively), followed by trust (positively) and social isolation (negatively), while (b) social isolation and fatigue mediated the relationship between trust and performance during telework (Mirowska and Bakici 2023).…”

Section: Related Evidence From Recent Literature On Telework In the C...mentioning

confidence: 99%

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Applying IS-Enabled Telework during COVID-19 Lockdown Periods and Beyond: Insights from Employees in a Greek Banking Institution

Stamos,

Kotsopoulos

2024

Administrative Sciences

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The recent circumstances of the COVID-19 crisis have brought significant changes to employees’ personal, as well as organizational, lives. For office workers worldwide, this has come as a result of the abrupt and wide adoption of telework, as organizations rushed to accelerate their digital transformation. This research focuses on analyzing the reception and effect of teleworking, as an imposed measure during the onset of the COVID-19 pandemic, on employees in Greek banking organizations. First, the circumstances and utilization of telework by a banking institution in Greece before and during the COVID-19 crisis are compared by utilizing autoethnographic evidence. Then, we conducted qualitative research with employees of the organization, who were asked to work remotely at 100% capacity, focusing on the way teleworking was performed utilizing information systems (IS), and the effect it had on them. Detailed information and results from interviews are presented and compared to autoethnographic evidence to reach our conclusions. We find that the vast majority of employees are in general positive about having telework as an option, while the time saved by not commuting to their offices is reported as the most positive element of telework. Most employees also reported having worked longer hours and more efficiently while teleworking, while a common concern—in a scenario where telework may become permanent in some form—is if the organization would cover their teleworking expenses. Theoretical and practical implications are explored and presented accordingly.

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Section: Discussionmentioning

confidence: 99%

Section: Related Evidence From Recent Literature On Telework In the C...mentioning

confidence: 99%

Applying IS-Enabled Telework during COVID-19 Lockdown Periods and Beyond: Insights from Employees in a Greek Banking Institution

Stamos,

Kotsopoulos

2024

Administrative Sciences

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“…For the field of HRD, the increased prevalence of working from home over the last several years has been noted as a double-edged sword (Kaiser et al, 2022;Park et al, 2023).…”

Section: Working From Home: When Is It Too Much Of a Good Thing?mentioning

confidence: 99%

Working from Home: When is it Too Much of a Good Thing?

Rudolph,

Zacher

2024

Preprint

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Based on an integration of meta-theoretical perspectives on the “too much of a good thing” effect with psychological demands and resources theories, we propose and test non-linear relations between the percentage of time people work from home and a variety of important work-related outcomes (i.e., professional isolation, work from home satisfaction, work from home self-efficacy, work performance, job satisfaction). Then, also based on resource theories, we explore whether and how certain work from home resources (i.e., previous experience working from home, appropriate technologies to facilitate working from home, dedicated workspaces) buffer these non-linear relations. Data on working from home were provided by n = 994 employees in Germany across thirty-two monthly measurement waves between April 2020 and December 2022. Our results support the general idea that the percentage of time people work from home has non-linear associations with a variety of important work-related outcomes. However, only in a few cases (i.e., work performance, job satisfaction) do these relations take the form of inverse U-shapes that would be indicative of “too much of a good thing.” Our exploratory analysis suggests that, in several cases, work from home resources can buffer these non-linear associations. These findings have implications for the continued development of meta-theoretical perspectives on “too much of a good thing” and for employees’ and organizations’ attempts to make working from home a positive and productive experience.

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“…On the one hand, it can be considered that teleworking is a job resource that can enhance a positive work climate; on the other, this positive effect can decrease over time and eventually become negative as employees spend more time teleworking (Park et al , 2023). While teleworking might be associated with increased interpersonal conflict, given the difficulties often encountered with remote communication, it might also be associated with reduced interpersonal conflict, since employees do not regularly see each other in person, limiting the opportunity for conflict.…”

Section: Introductionmentioning

confidence: 99%

Interpersonal conflict and psychological well-being at work: the beneficial effects of teleworking and emotional intelligence

Parent-Lamarche,

Saade

2023

IJCMA

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Purpose This cross-sectional study had several objectives. This paper aims to study the direct effect of teleworking on interpersonal conflict, the mediating role that interpersonal conflict can play between teleworking and psychological well-being, the moderating role emotional intelligence (EI) can play between teleworking and interpersonal conflict and whether this moderation effect can, in turn, be associated with psychological well-being (moderated mediation effect). Design/methodology/approach Path analyses using Mplus software were performed on a sample of 264 employees from 19 small- and medium-sized organizations. Findings While teleworking was associated with lower interpersonal conflict, it was not associated with enhanced psychological well-being. Interestingly, workload seemed to be associated with higher interpersonal conflict, while decision authority and support garnered from one’s supervisor seemed to be associated with lower interpersonal conflict. Teleworking was indirectly associated with higher psychological well-being via interpersonal conflict. Finally, EI played a moderating role between teleworking and lower interpersonal conflict. This was, in turn, associated with higher psychological well-being. Practical implications EI is an essential skill to develop in the workplace. Originality/value A deepened understanding of the role played by EI at work could help organizations to provide positive work environments, both in person and online. This is especially relevant today, with the continued increase in teleworking practices and the resulting rapidly changing interpersonal relationships.

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More isn’t always better: exploring the curvilinear effects of telework

Cited by 6 publications

References 67 publications

Applying IS-Enabled Telework during COVID-19 Lockdown Periods and Beyond: Insights from Employees in a Greek Banking Institution

Applying IS-Enabled Telework during COVID-19 Lockdown Periods and Beyond: Insights from Employees in a Greek Banking Institution

Working from Home: When is it Too Much of a Good Thing?

Interpersonal conflict and psychological well-being at work: the beneficial effects of teleworking and emotional intelligence

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