Potential ways to predict and manage telecommuters' feelings of professional isolation

Spilker, Maria Anne Althoff; Breaugh, James A.

doi:10.1016/j.jvb.2021.103646

Cited by 26 publications

(22 citation statements)

References 28 publications

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“…job performance and turnover) and employee job attitudes (e.g. Golden et al, 2008;Mulki & Jaramillo, 2011;Spilker & Breaugh, 2021); our results show that professional isolation also affects those less visible but costly work outcomes (e.g. cyberloafing and time theft).…”

Section: Discussionmentioning

confidence: 57%

“…job performance and turnover) and important job attitudes (e.g. Golden et al, 2008 ; Mulki & Jaramillo, 2011 ; Spilker & Breaugh, 2021 ); however, to what degree professional isolation relates to less visible but costly behaviours is unknown. To extend this line of research, the present study examines cyberloafing and time theft, two forms of deviant work behaviours that involve unsanctioned, non‐work‐related activities during work time (Lim & Teo, 2005 ; Martin et al, 2010 ), as important behavioural consequences.…”

Section: Introductionmentioning

confidence: 99%

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The hidden performance costs of professional isolation? A latent change score model of professional isolation during the early stage of COVID‐19 pandemic

Peng

Liu

et al. 2022

Applied Psychology

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Although past research has found that professional isolation can affect discernible work‐related outcomes (e.g. job performance and turnover) and important job attitudes, researchers have not examined its impact on those less discernible but still costly work behaviours. Drawing on self‐regulation theories, this study examined the effect of professional isolation on employees' cyberloafing and time theft through self‐control capacity impairment. With longitudinal data collected from 343 U.S. employees across five consecutive weeks at the early stage of the pandemic (i.e. from mid‐March to late April 2020), our results of latent change score modelling analyses found that professional isolation change was positively related with changes in cyberloafing and time theft via change in self‐control capacity impairment. The results increase our understanding of the hidden performance cost of professional isolation. This research also shifts the research focus from a static, between‐person perspective to dynamic, within‐person changes in professional isolation and related outcomes. The findings shed light on the self‐regulation perspective in understanding the harmful consequences of professional isolation. Implications for future research are discussed along with practical implications for organisations.

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Section: Discussionmentioning

confidence: 57%

Section: Introductionmentioning

confidence: 99%

The hidden performance costs of professional isolation? A latent change score model of professional isolation during the early stage of COVID‐19 pandemic

Peng

Liu

et al. 2022

Applied Psychology

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“…Golden et al (2008) established that teleworkers' feeling of professional isolation has a negative impact on job performance and that the impact increases with the amount of time employees teleworked. Spilker and Breaugh (2021) Figure 1. Research modelindividual job performance in WFH ITP 36,5 supported these findings.…”

Section: Professional Isolationmentioning

confidence: 99%

Explaining individual job performance in work from home (WFH) arrangements

Danilova

Ulfsten

Eikebrokk

et al. 2022

ITP

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PurposeThis study investigates which factors are conducive to individual job performance in large-scale work from home (WFH) arrangements that rely on the current generation of technology, such as information and communications platforms.Design/methodology/approachThe researchers proposed a research model based on research on WFH arrangements. The model was tested based on a survey of 1,183 respondents who engaged in large-scale WFH arrangements during an extensive national COVID-19 lockdown.FindingsThe proposed research model explains 41% of the variance in individual job performance in WFH arrangements. The findings show that the strongest positive predictors for job performance are home office quality and the reach and communication quality of information and communications platforms. A sense of professional isolation was found to have a negative impact.Originality/valueThis study is based on a unique situation of large-scale mandatory WFH arrangements that are comparable to a natural experiment, and it is one of the first studies to conduct an extensive exploration of WFH that relies on the current generation of digital technology.

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“…Feldman and Gainey (1997) draw upon the job characteristics model (Hackman and Oldham, 1980) to suggest that the increased autonomy through telecommuting will lead to greater motivation. However, ample evidence exists indicating that telecommuter isolation can lead to lower job performance (Golden et al, 2008;Wang et al, 2020;Spilker and Breaugh, 2021), and meta-analyses indicate that moderators may well influence the relationship between telecommuting and performance (Gajendran and Harrison, 2007;Nieminen et al, 2011).…”

Section: Introductionmentioning

confidence: 99%

“…, 2008; Wang et al. , 2020; Spilker and Breaugh, 2021), and meta-analyses indicate that moderators may well influence the relationship between telecommuting and performance (Gajendran and Harrison, 2007; Nieminen et al. , 2011).…”

Section: Introductionmentioning

confidence: 99%

Normative telecommuting: the effects of group composition and task interdependence on telecommuter and non-telecommuter performance

Podolsky

Ducharme

McIntyre

2022

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PurposeThis study examines whether group-level homogeneity in telecommuting status is associated with performance differences between teleworkers and non-teleworkers at the individual level. The authors further investigate the impact of group-level task interdependence on this relationship.Design/methodology/approachA group of 225 employees in 41 work groups were surveyed, and employee performance data from the organization was used. A multilevel perspective was used to examine the influence of normative telecommuting on individual performance.FindingsIt was found that while performance differences between telecommuters and non-telecommuters in mixed groups favor non-telecommuters, those differences become non-significant as the proportion of telecommuters increases. Results further show that when group task interdependence is low, there are no performance differences between telecommuters and non-telecommuters. When group task interdependence is high, telecommuters perform better as the proportion of telecommuters in the group increases.Research limitations/implicationsFuture studies should examine the group norms that are formed in predominantly telecommuting groups that support successful telecommuting outcomes.Practical implicationsTelecommuters perform better in groups with proportionally more telecommuters, even when task interdependence is high.Originality/valueThis study furthers our understanding around how telecommuting can be managed at the group level to maximize performance potential.

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Potential ways to predict and manage telecommuters' feelings of professional isolation

Cited by 26 publications

References 28 publications

The hidden performance costs of professional isolation? A latent change score model of professional isolation during the early stage of COVID‐19 pandemic

The hidden performance costs of professional isolation? A latent change score model of professional isolation during the early stage of COVID‐19 pandemic

Explaining individual job performance in work from home (WFH) arrangements

Normative telecommuting: the effects of group composition and task interdependence on telecommuter and non-telecommuter performance

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