Telecommuting as a True Workplace Alternative

Green, Kelli A.; López, M. Villamil; Wysocki, Allen F.; Kepner, Karl

doi:10.32473/edis-hr021-2003

Cited by 4 publications

(5 citation statements)

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“…From employees' perspective flexible work arrangements are considered to result in increased autonomy over working arrangements (Tremblay, 2002), increased work productivity (Hill et al, 2003), reduced commuting and decreased interruptions (Haddad et al, 2009) as well as enhanced opportunities of managing work-life balance (Tremblay, 2002). From the organization's point of view the benefits include an increased ability to attract and retain talented staff (Maruyama and Tietze, 2012), greater productivity and decreased office accommodation costs (Green et al, 2012). Telework arrangements also support the goals of regional development (Cornford et al, 1996).…”

Section: The Possible Impacts Of Telework On Workers' Well-beingmentioning

confidence: 99%

“…Telework has included promises of better work satisfaction, balance between work and private life, and work peace and autonomy for the employee and increased efficiency, motivated workers and decreasing office accommodation costs for the employer (cf. Van Horn and Storen, 2000;Green et al, 2012;Heinonen, 2000). However, research results on the effects of telework on well-being have in many ways been contradictory.…”

Section: Introductionmentioning

confidence: 99%

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Slowing work down by teleworking periodically in rural settings?

Vesala

Tuomivaara²

2015

Personnel Review

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Purpose-The rise of knowledge work has entailed controversial characteristics for well-being at work. Increased intensification, discontinuities and interruptions at work have been reported. However, knowledge workers have the opportunity to flexibly adjust their work arrangements to support their concentration, inspiration or recuperation. The purpose of this paper is to examine whether the experienced well-being of 46 knowledge workers was subject to changes during and after a retreat type telework period in rural archipelago environment. Design/methodology/approach-The authors conducted a longitudinal survey among the participants at three points in time: one to three weeks before, during, and two to eight weeks after the period. The authors analyzed the experienced changes in psychosocial work environment and well-being at work by the measurement period by means of repeated measures variance analysis. In the next step the authors included the group variable of occupational position to the model. Findings-The analysis showed a decrease in the following measures: experienced time pressure, interruptions, negative feelings at work, exhaustiveness of work as well as stress and an increase in work satisfaction. There were no changes in experienced job influence, clarity of work goals and work engagement. Occupational position had some effect to the changes. Private entrepreneurs and supervisors experienced more remarkable effects of improvement in work-related well-being than subordinates. However, the effects were less sustainable for the supervisors than the other two groups. Originality/value-This paper provides insights into how work and well-being are affected by the immediate work environment and how well-being at work can be supported by retreat type telework arrangements.

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Section: The Possible Impacts Of Telework On Workers' Well-beingmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Slowing work down by teleworking periodically in rural settings?

Vesala

Tuomivaara²

2015

Personnel Review

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“…Although telework studies often focus on benefits of teleworking employees, it is at the same time employers and the requirements of the work which bring workers to home (Tremblay et al , 2006). For example, employers use telework as a means to reduce the expenditure on office accommodation (Daniels et al , 2000; Green et al , 2003; Hopkinson et al , 2002), or as a reward only to hard‐working employees in order to develop a performance culture in their organisation (Taskin, 2009; Taskin and Edwards, 2007). Telework is also introduced to make the work more attractive to potential employees and to reduce turnover and absenteeism (Green et al , 2003; Daniels et al , 2000; Taskin and Edwards, 2007).…”

Section: Motivations Concerns and Experiences Of Teleworkmentioning

confidence: 99%

“…For example, employers use telework as a means to reduce the expenditure on office accommodation (Daniels et al , 2000; Green et al , 2003; Hopkinson et al , 2002), or as a reward only to hard‐working employees in order to develop a performance culture in their organisation (Taskin, 2009; Taskin and Edwards, 2007). Telework is also introduced to make the work more attractive to potential employees and to reduce turnover and absenteeism (Green et al , 2003; Daniels et al , 2000; Taskin and Edwards, 2007). In terms of concerns about adopting telework, researchers often quote potential tensions in relationships between teleworkers and other household members and partners due to work pressure (Baines, 2002; Baines and Gelder, 2003) and lack of opportunity to meet colleagues, managers, and business partners (Jackson, 1999).…”

Section: Motivations Concerns and Experiences Of Teleworkmentioning

confidence: 99%

“…As a result, employers have a statutory duty to seriously consider such requests (Grainger and Holt, 2005). In addition to such obligations the regularly reported benefits for employers include greater productivity, reduced accommodation costs, lower absenteeism, and effective recruitment and retention of staff (Green et al , 2003; Daniels et al , 2000).…”

Section: Introductionmentioning

confidence: 99%

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From anxiety to assurance: concerns and outcomes of telework

2012

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PurposeThis paper aims to compare pre‐telework anxieties, expectations and motivators reported by 394 teleworkers with their corresponding actual experiences of telework.Design/methodology/approachBased on an organizational survey, 394 samples were generated who had been teleworking for less than 12 months at the time of the survey. By using χ2 tests, comparisons were made between pre‐telework expectations and post‐telework outcomes reported by teleworkers with different characteristics such as gender, job type, the presence of dependent children, and working hours spent at home.FindingsThe study found that prior to adopting telework sampled teleworkers tended to underestimate positive and overestimate negative experience of telework. It further demonstrated some statistically significant differences in pre‐telework expectations and post‐telework outcomes reported by different groups of teleworkers. For example, female teleworkers were more likely to report that telework made it easier to cope with caring responsibilities. Sales and marketing teleworkers were more likely to report reduced visibility and career development.Practical implicationsImplementing and maintaining successful telework schemes requires managers to take heed of the emotional aspects that accompany the use of such flexible work arrangements. Furthermore, career implications and the development of appropriate support structures for teleworkers need to be taken into account.Originality/valueThe contribution of this paper lies in the comparative approach between pre‐telework expectations and post‐telework outcomes. It compares different social and occupational groups.

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Erkenntnisse aus COVID-19 – Was bedeuten diese für die Rolle der Telearbeit in internationalen, mittelständischen Unternehmen?

Fritz¹,

Städter

2022

Erkenntnisse Aus COVID-19 Für Zukünftiges Pandemiemanagement

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Telecommuting as a True Workplace Alternative

Cited by 4 publications

References 0 publications

Slowing work down by teleworking periodically in rural settings?

Slowing work down by teleworking periodically in rural settings?

From anxiety to assurance: concerns and outcomes of telework

Erkenntnisse aus COVID-19 – Was bedeuten diese für die Rolle der Telearbeit in internationalen, mittelständischen Unternehmen?

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