Telework as a dependent care solution: Examining current practice to improve telework management strategies.

Abstract

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.

Are Teleworkers Less Likely to Report Leave Intentions in the United States Federal Government Than Non-teleworkers Are?

“…Thus, support was found for the social exchange hypothesis, even after controlling for other antecedents of turnover. Furthermore, a decade-long study at the Institute for the Study of Distributed Work found that well-implemented telework programs can reduce employee turnover by 20% (Major et al, 2008), also supporting this theory. The hypothesis is then as follows:…”

The Impact of Teleworking on Work Motivation in a U.S. Federal Government Agency

“…A study that took place over a decade concluded that telecommuting reduced the cost of facilities by 35%, turnover by 20%, and training costs by 25% (Major et al, 2008). Another even found that it reduced corporate travelling costs (Andrew, 2004).…”

Telework Considerations for Public Managers with Strategies for Increasing Utilization

“…Personnel evaluations in the public sector have shown improved employee morale/quality of worklife issues associated with telework (Joice, 2000). Government teleworkers report improved job performance because telework assists them in dependent care responsibilities (Major, Verive, and Joice, 2008). Mongioi, McNally, and Thompson (2010) believe telework arrangements improve emergency preparedness because they allow continuity of operations.…”

“…However, the reward system should also accommodate exceptional individual performance that has a positive impact on the achievement of team goals. A majority of surveyed federal teleworkers believe telework eligibility approval processes could be more fair and consistent (Major, Verive, and Joice, 2008).…”

“…Olaniran (1996) Major, Verive, and Joice (2008) found that federal teleworkers believe that improved "hardware and software that supports telework would facilitate job performance and expand the types of tasks that can be done at home" (p. 81). Hertel, Konradt, and Orlikowski (2004) found that high task interdependence among assignments to team members who collaborate virtually, enhances trust and team effectiveness during the early stages of team development by building a sense of unity and individual contribution.…”