Telecommuting and job outcomes: A moderated mediation model of system use, software quality, and social Exchange

Kuruzovich, Jason; Paczkowski, William; Golden, Timothy D.; Goodarzi, Soheil; Venkatesh, Viswanath

doi:10.1016/j.im.2021.103431

Cited by 48 publications

(61 citation statements)

References 117 publications

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“…There are numerous studies on the relationship between telework and job performance, but the findings are somewhat contradictory (Kuruzovich et al, 2021). According to the social exchange theory, which has been used to explain the connection between these two parameters (Blau, 1964), if telework is perceived as beneficial to the employees, they tend to feel indebted to the organization and make stronger efforts to deliver better results (Bae & Kim, 2016;Golden & Gajendran, 2019;Vayre, 2019).…”

Section: Telework and Job Performancementioning

confidence: 99%

The Relationship Between Telework, Job Performance, Work–Life Balance and Family Supportive Supervisor Behaviours in the Context of COVID-19

Campo

Avolio

Carlier

2021

Global Business Review

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Telework has become a very popular arrangement that has grown rapidly worldwide, most recently due to the COVID-19 pandemic. It is important to deepen our knowledge about the performance of companies and employees in the context of telework because the results of previous studies are contradictory. The present study examines the relationship among telework, job performance, work–life balance (WLB) and family supportive supervisor behaviour (FSSB) in the context of COVID-19. The data ( N = 519), which are collected from large private service companies in Colombia during the COVID-19 pandemic, are analysed using partial least squares structural equation modelling (PLS-SEM). The results do not indicate a correlation between telework and job performance or WLB in the context of the pandemic. However, positive relationships are found between job performance and both FSSB and WLB, and between FSSB and WLB. The findings help us to understand both the importance of WLB and FSSB for teleworkers and the way these factors impact job performance. The present results could help companies design strategies for the implementation of telework after COVID-19.

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Section: Telework and Job Performancementioning

confidence: 99%

The Relationship Between Telework, Job Performance, Work–Life Balance and Family Supportive Supervisor Behaviours in the Context of COVID-19

Campo

Avolio

Carlier

2021

Global Business Review

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“…Similarly, DSS outside of work improves job satisfaction by compensating employees for the lack of interpersonal interaction during working hours and by providing a release from work pressure [ 76 ]. However, others have argued that the low-quality communication afforded by digital technologies may undermine job satisfaction by amplifying information uncertainty [ 20 ].…”

Section: Theoretical Background and Literature Reviewmentioning

confidence: 99%

“…Both social exchange theory and organizational justice theory posit that people seek a balance between an investment in a relationship and what they receive in return [ 18 , 19 ]. Studies based on social exchange theory contend that social support in the workplace can strengthen home-based workers’ job satisfaction and sense of embeddedness [ 20 ]. According to justice theory, employees who are unable to participate in WFH because of technical or management issues tend to compare their situation with that of home office workers, perceive inequity and unfairness, and attempt to remove such feelings by reducing their job satisfaction and intention to stay [ 21 ].…”

Section: Introductionmentioning

confidence: 99%

The Impact of Enforced Working from Home on Employee Job Satisfaction during COVID-19: An Event System Perspective

2021

IJERPH

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During the COVID-19 pandemic, working from home (WFH) became the only option for many organizations, generating increasing interest in how such arrangements impact employee job satisfaction. Adopting an event system perspective, this study employed an online survey to capture the WFH experiences of 256 workers from 66 Chinese enterprises during the pandemic. Using fuzzy-set qualitative comparative analysis (fsQCA), the study examined how satisfaction was affected by five job characteristics when working from home: longevity (time), home workspace suitability (space), job autonomy (criticality), digital social support (novelty) and monitoring mechanisms (disruption). The findings reveal that three configurations promote employee job satisfaction and that a suitable home workspace is a core condition. In the absence of a suitable workspace, digital social support and an appropriate monitoring mechanism, long-term WFH was found to undermine job satisfaction. However, job autonomy is not a necessary condition for employee job satisfaction. These findings have clear implications for theory and practice.

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“…Therefore, their satisfaction with work is propelled by the opportunity to work from home to accomplish their conventional organizational activities remotely (Bae and Yang, 2017). The positive implications of teleworking on job satisfaction are underpinned by the availability of adequate organizational support systems, allowing teleworkers to be effectively integrated into organizational dynamics, although they are far from the physical, organizational context (Kuruzovich et al, 2021). In sum, it can be argued that the employees' awareness of getting greater support from the organization to fulfill their work assignments through teleworking arrangements may drive their job motivation and job satisfaction (Bentley et al, 2016).…”

Section: Theoretical Framework and Research Hypothesismentioning

confidence: 99%

Disentangling the implications of teleworking on work–life balance: a serial mediation analysis through motivation and satisfaction

Palumbo

Flamini

Gnan

et al. 2021

JOEPP

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PurposeLiterature is not consistent in discussing the implications of teleworking on work–life balance (WLB). Even though teleworking may enhance work arrangements’ flexibility, it blurs boundaries between life and work, endangering the individual WLB. The paper intends to illuminate this issue, moving forward our understanding of teleworking’s implications using the Social Exchange Theory framework.Design/methodology/approachSecondary data were collected from Eurofound’s sixth European Working Condition Survey. A large sample of Europeans (n = 16,473) was involved in this study. The authors designed a serial mediation analysis to investigate the direct and indirect effects of teleworking on WLB. The authors included employees’ job motivation and job satisfaction as intervening variables that mediate the relationship between teleworking and WLB.FindingsThe authors found teleworking to negatively affect WLB, putting under stress the teleworkers’ ability to handle the interplay between work and life. However, the serial mediation analysis pointed out that teleworking triggers an improvement of job motivation, which, in turn, boosts job satisfaction. Increased job motivation and job satisfaction nurture positive employees’ perception of WLB.Practical implicationsThe study results invite us to pay attention to the complex interplay between teleworking and WLB, emphasizing the mediating role of job motivation and job satisfaction. As a flexible work arrangement, teleworking may increase the employees’ sense of control over their work, which leads to better perceived WLB. However, confounding the boundaries between work and daily life, it may nourish work-to-life and life-to-work conflicts.Originality/valueThis paper advances what is currently known about teleworking’s implications on WLB, envisioning avenues for further conceptual and empirical developments.

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Telecommuting and job outcomes: A moderated mediation model of system use, software quality, and social Exchange

Cited by 48 publications

References 117 publications

The Relationship Between Telework, Job Performance, Work–Life Balance and Family Supportive Supervisor Behaviours in the Context of COVID-19

The Relationship Between Telework, Job Performance, Work–Life Balance and Family Supportive Supervisor Behaviours in the Context of COVID-19

The Impact of Enforced Working from Home on Employee Job Satisfaction during COVID-19: An Event System Perspective

Disentangling the implications of teleworking on work–life balance: a serial mediation analysis through motivation and satisfaction

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