Get 20M+ Full-Text Papers For Less Than $1.50/day. Start a 14-Day Trial for You or Your Team.

Learn More →

Comparing telework locations and traditional work arrangements Differences in work‐life balance support, job satisfaction, and inclusion

Comparing telework locations and traditional work arrangements Differences in work‐life balance... Purpose – The purpose of this paper is to examine differences in work‐life balance (WLB) support, job satisfaction, and inclusion as a function of work location. Design/methodology/approach – Web‐based survey data were provided by 578 employees working at one of four locations (main office, client location, satellite office, and home). Multiple regression analyses were used to identify differences in WLB support, job satisfaction, and inclusion across employees working at the four locations. Findings – Results showed that main office and home‐based workers had similar high levels of WLB support and job satisfaction. Main office workers reported higher levels of WLB support than satellite and client‐based workers. Additionally, main office workers reported the highest levels of workplace inclusion. Research limitations/ implications – Data were originally gathered for practical purposes by the organization. The research design does not allow for manipulation or random assignment, therefore extraneous variables may have impacted the observed relationships. Practical implications – Allowing employees flexibility in choosing their work locations is related to positive outcomes. The authors suggest several practices for the effective implementation of alternative work arrangements. Originality/value – This paper is among the first to examine the outcomes of telework across locations. It uses a large single organization and a quasi‐experimental design, enhancing the validity of the findings. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Journal of Managerial Psychology Emerald Publishing

Comparing telework locations and traditional work arrangements Differences in work‐life balance support, job satisfaction, and inclusion

Download PDF
18 pages

Loading next page...
 
/lp/emerald-publishing/comparing-telework-locations-and-traditional-work-arrangements-wBN8GyQZ24

References (57)

Publisher
Emerald Publishing
Copyright
Copyright © 2010 Emerald Group Publishing Limited. All rights reserved.
ISSN
0268-3946
DOI
10.1108/02683941011056941
Publisher site
See Article on Publisher Site

Abstract

Purpose – The purpose of this paper is to examine differences in work‐life balance (WLB) support, job satisfaction, and inclusion as a function of work location. Design/methodology/approach – Web‐based survey data were provided by 578 employees working at one of four locations (main office, client location, satellite office, and home). Multiple regression analyses were used to identify differences in WLB support, job satisfaction, and inclusion across employees working at the four locations. Findings – Results showed that main office and home‐based workers had similar high levels of WLB support and job satisfaction. Main office workers reported higher levels of WLB support than satellite and client‐based workers. Additionally, main office workers reported the highest levels of workplace inclusion. Research limitations/ implications – Data were originally gathered for practical purposes by the organization. The research design does not allow for manipulation or random assignment, therefore extraneous variables may have impacted the observed relationships. Practical implications – Allowing employees flexibility in choosing their work locations is related to positive outcomes. The authors suggest several practices for the effective implementation of alternative work arrangements. Originality/value – This paper is among the first to examine the outcomes of telework across locations. It uses a large single organization and a quasi‐experimental design, enhancing the validity of the findings.

Journal

Journal of Managerial Psychology – Emerald Publishing

Published: Aug 17, 2010

Keywords: Teleworking; Conflict management; Job satisfaction

There are no references for this article.