The Experts below are selected from a list of 5874 Experts worldwide ranked by ideXlab platform
Joe Colihan - One of the best experts on this subject based on the ideXlab platform.
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influences of the virtual office on aspects of work and work life balance
Personnel Psychology, 1998Co-Authors: Jeffrey E Hill, Brent C Miller, Sara P Weiner, Joe ColihanAbstract:Millions of employees now use portable electronic tools to do their jobs from a “virtual office” with extensive flexibility in the timing and location of work. However, little scholarly research exists about the effects of this burgeoning work form. This study of IBM employees explored influences of the virtual office on aspects of work and work/life balance as reported by virtual office Teleworkers (n = 157) and an equivalent group of traditional office workers (n= 89). Qualitative analyses revealed the perception of greater productivity, higher morale, increased flexibility and longer work hours due to Telework, as well as an equivocal influence on work/life balance and a negative influence on teamwork. Using a quasi-experimental design, quantitative multivariate analyses supported the qualitative findings related to productivity, flexibility and work/life balance. However, multivariate analyses failed to support the qualitative findings for morale, teamwork and work hours. This study highlights the need for a multi-method approach, including both qualitative and quantitative elements, when studying Telework.
Timothy D Golden - One of the best experts on this subject based on the ideXlab platform.
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altering the effects of work and family conflict on exhaustion Telework during traditional and nontraditional work hours
Journal of Business and Psychology, 2012Co-Authors: Timothy D GoldenAbstract:Purpose The current study investigates the impact of time and strain-based work-to-family conflict (WFC) and family-to-work conflict (FWC) on exhaustion, by considering the moderating effect of Telework conducted during traditional and non-traditional work hours.
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co workers who Telework and the impact on those in the office understanding the implications of virtual work for co worker satisfaction and turnover intentions
Human Relations, 2007Co-Authors: Timothy D GoldenAbstract:Telework and other forms of virtual work have experienced dramatic growth over the last decade. While research is beginning to understand its impacts on Teleworkers themselves, studies to date have not looked at its effect on those who remain in the office. This study therefore shifts the focus to non-Teleworkers in offices where Telework is present, to investigate if the prevalence of Teleworkers in an office impacts the work outcomes of non-Teleworkers. Using a sample of 240 professional employees, results suggest Teleworker prevalence is negatively associated with co-worker satisfaction, and that this relationship is influenced by the amount of time co-workers Telework, the extent of face-to-face interactions, and job autonomy. Moreover, a non-Teleworker's satisfaction with co-workers was also found to be negatively associated with turnover intentions. Together, results suggest the need to consider the full range of Telework's impacts including the potential adverse consequences for non-Teleworkers.
Elmustapha Najem - One of the best experts on this subject based on the ideXlab platform.
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Telework a way to balance work and family or an increase in work family conflict
Canadian journal of communication, 2006Co-Authors: Dianegabrielle Tremblay, Renaud Paquet, Elmustapha NajemAbstract:Abstract: Some see in Telework a way to better balance professional and personal or family responsibilities. We analyzed the data on Telework in the Workplace Employee Survey (WES) and found that only a small percentage of workers indicate that they Telework because of family obligations, while for two thirds, it is because of employers’ demands. Data is compared according to gender and number of children, and again this highlights the fact that work–family balance is not the main reason for working at home. The data show that it is employers’ requirements that explain the majority of hours of work done at home. Resume : Certains voient dans le teletravail une facon de mieux concilier les responsabilites parentales et professionnelles. Nous presentons ici une analyse des donnees de l’Enquete sur le milieu de travail en evolution, et constatons plutot que ce sont les exigences de l’employeur qui amenent les gens a travailler a la maison. Les donnees sont comparees selon le sexe, ainsi que le nombre d’enfants, et ceci permet de montrer que la conciliation emploi-famille n’est pas la principale raison pour travailler a domicile. Les donnees indiquent que ce sont les demandes des employeurs qui expliquent l’importance des heures de travail effectuees a domicile.
Jeffrey E Hill - One of the best experts on this subject based on the ideXlab platform.
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influences of the virtual office on aspects of work and work life balance
Personnel Psychology, 1998Co-Authors: Jeffrey E Hill, Brent C Miller, Sara P Weiner, Joe ColihanAbstract:Millions of employees now use portable electronic tools to do their jobs from a “virtual office” with extensive flexibility in the timing and location of work. However, little scholarly research exists about the effects of this burgeoning work form. This study of IBM employees explored influences of the virtual office on aspects of work and work/life balance as reported by virtual office Teleworkers (n = 157) and an equivalent group of traditional office workers (n= 89). Qualitative analyses revealed the perception of greater productivity, higher morale, increased flexibility and longer work hours due to Telework, as well as an equivocal influence on work/life balance and a negative influence on teamwork. Using a quasi-experimental design, quantitative multivariate analyses supported the qualitative findings related to productivity, flexibility and work/life balance. However, multivariate analyses failed to support the qualitative findings for morale, teamwork and work hours. This study highlights the need for a multi-method approach, including both qualitative and quantitative elements, when studying Telework.
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work and family in the virtual office perceived influences of mobile Telework
Family Relations, 1996Co-Authors: Jeffrey E Hill, Alan J Hawkins, Brent C MillerAbstract:WORK AND FAMILY IN THE VIRTUAL OFFICE PERCEIVED INFLUENCES OF MOBILE Telework* E. Jeffrey Hill, Alan J. Hawkins, and Brent C. Miller** Telework is a rapidly emerging reality in the workplace. This study explores the influence of mobile Telework on family life as reported by Teleworkers in a large national corporation (n = 157). In addition, this group is compared to an equivalent group of office workers (n = S9) from the same corporation. Mobile Teleworkers reported much greater work flexibility. Some reported that their families thrived because of this flexibility. Others reported that their families struggled because workplace and schedule flexibility blurred the boundaries between work and family life. Suggestions are given for how family life educators might help mobile Teleworkers ease the transition from traditional work to the virtual office. Watching masses of peasants scything a field three hundred years ago, only a madman would have dreamed that the time would have come when the fields would be depopulated, when people would crowd into urban factories to earn their daily bread. And only a madman would have been right. Today it takes an act of courage to suggest that our biggest factories and office towers may, within our lifetimes, stand half empty, reduced to use as ghostly warehouses or converted into living space. Yet this is precisely what the new mode of production makes possible: a return to cottage industry on a new, higher, electronic basis, and with it a new emphasis on the home as the center of society. ([my emphasis) Toffler, 1980, p. 210) Since Toffler's (1980) Third Wave, many futurists have written about the promise of the "electronic cottage" to benefit family life. Advocates for family-friendly work policies have long called upon companies and governments to establish work-at-home programs as part of a flexible work agenda (Galinsky, 1992). The recent advent of truly portable electronic work tools and significant changes in work organizations have created the opportunity for millions of information workers to move into this frontier of flexible work. Still, there has been little research on how flexibility in the timing and location of work affects family life. The impetus for this exploratory study is the need to look at the perceived influence of the virtual office on the personal/family life of the mobile Teleworker. The Beginnings of Telework The general term for doing work away from the office via telecommunications equipment is Telework (see Bureau of National Affairs, 1992; Callentine, 1995; Nilles, 1994; Olson, 1988; Pitt-Catsouphes & Marchetta, 1991; U.S. Department of Transportation, 1993). Although Telework was foreseen as early as 1950, it did not become practical until the advent of personal computers and portable modems in the early 1970s (U.S. Department of Transportation, 1993). In 1973, the term telecommuting was introduced to emphasize that Telework could eventually replace the daily commute to the work site (Nilles, 1994). Companies first seriously considered the possibility of Telework as a means to make them less vulnerable to fuel shortages during the OPEC oil crisis in the early and mid 1970s (Tolbert & Simons, 1994). During the last decade, there has been a dramatic increase in the number of American Teleworkers. Ten years ago there were fewer than one million employees who Teleworked away from the office at least 8 hours per week during normal business hours (Callentine, 1995). The number of Teleworkers has grown more than eightfold, to about 8.4 million today (Henkoff, 1995). The number is projected to grow about 10% to 20% per year through the end of the 1990s to about 10-20 million (Greengard, 1994). Most early Teleworkers were telecommuters who voluntarily worked from home one or more days per week. In recent years, a companymandated virtual office form of Telework, sometimes called mobile Telework, has been a significant factor in the increase of Teleworkers (Greengard, 1994). …
Tammy D Allen - One of the best experts on this subject based on the ideXlab platform.
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work supportive family family supportive supervision use of organizational benefits and problem focused coping implications for work family conflict and employee well being
Journal of Occupational Health Psychology, 2006Co-Authors: Laurent M Lapierre, Tammy D AllenAbstract:Employees (n = 230) from multiple organizations and industries were involved in a study assessing how work-family conflict avoidance methods stemming from the family domain (emotional sustenance and instrumental assistance from the family), the work domain (family-supportive supervision, use of Telework and flextime), and the individual (use of problem-focused coping) independently relate to different dimensions of work-family conflict and to employees' affective and physical well-being. Results suggest that support from one's family and one's supervisor and the use of problem-focused coping seem most promising in terms of avoiding work-family conflict and/or decreased well-being. Benefits associated with the use of flextime, however, are relatively less evident, and using Telework may potentially increase the extent to which family time demands interfere with work responsibilities.
