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A Quasi-Experimental Examination of Telework Eligibility and Participation in the U.S. Federal Government

A Quasi-Experimental Examination of Telework Eligibility and Participation in the U.S. Federal... This article examines the causal effects of telework eligibility and participation on employee attitudes, including perceived fairness, job satisfaction, and intention to stay, in the U.S. federal government. Drawing on the literatures on social exchange and organizational justice, we investigate how telework eligibility and participation influence employee attitudes and whether different reasons for nonparticipation have varying impacts. Our findings show that those employees who are eligible to telework report higher levels of perceived fairness, job satisfaction, and intention to stay than do those employees who are ineligible. On the other hand, the effects of telework participation on employee attitudes depend upon the reasons why nonparticipants do not telework. Specifically, when employees do not telework because of insufficient technical or managerial support, they report significantly lower levels of perceived fairness, job satisfaction, and intention to stay than do teleworkers. However, nontelework due to job requirements or personal choice does not have significant, negative effects on work attitudes. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Review of Public Personnel Administration: The Journal of Public Human Resource Management SAGE

A Quasi-Experimental Examination of Telework Eligibility and Participation in the U.S. Federal Government

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References (63)

Publisher
SAGE
Copyright
© The Author(s) 2016
ISSN
0734-371X
eISSN
1552-759X
DOI
10.1177/0734371X16680269
Publisher site
See Article on Publisher Site

Abstract

This article examines the causal effects of telework eligibility and participation on employee attitudes, including perceived fairness, job satisfaction, and intention to stay, in the U.S. federal government. Drawing on the literatures on social exchange and organizational justice, we investigate how telework eligibility and participation influence employee attitudes and whether different reasons for nonparticipation have varying impacts. Our findings show that those employees who are eligible to telework report higher levels of perceived fairness, job satisfaction, and intention to stay than do those employees who are ineligible. On the other hand, the effects of telework participation on employee attitudes depend upon the reasons why nonparticipants do not telework. Specifically, when employees do not telework because of insufficient technical or managerial support, they report significantly lower levels of perceived fairness, job satisfaction, and intention to stay than do teleworkers. However, nontelework due to job requirements or personal choice does not have significant, negative effects on work attitudes.

Journal

Review of Public Personnel Administration: The Journal of Public Human Resource Management – SAGE

Published: Dec 1, 2018

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