Artykuły w czasopismach: „Telecommuting”

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Lachapelle, Ugo, Georges A. Tanguay i Léa Neumark-Gaudet. "Telecommuting and sustainable travel: Reduction of overall travel time, increases in non-motorised travel and congestion relief?" Urban Studies 55, nr 10 (13.06.2017): 2226–44. http://dx.doi.org/10.1177/0042098017708985.

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Existing research has concluded that shares of telecommuting are low but stable, increase with distance from the workplace and that telecommuting may reduce commuting-related travel. Its effect on work and non-work travel are subject to rebound effects and, thus, still debated. Additionally, telecommuting does not necessarily occur entirely at home. The paper studies telecommuting’s potential as a sustainable mobility tool in Canada to reduce overall travel time and peak hour travel, and to increase non-motorised travel. Do types of telecommuting arrangements have varying relationships with these studied travel patterns? Using time use data from the 2005 Canadian General Social Survey, studied outcomes are regressed on telecommuting arrangements (all day home working, part-day home working and a combination of other locations and home and/or workplace) and other personal characteristics. Depending on telecommuting arrangements and travel outcomes, results vary. Working from home is associated with decreases in overall travel time by 14 minutes and increases in odds of non-motorised travel by 77%. Other forms of telecommuting yield different results. Telecommuters may be more likely to avoid peak hours when they do take trips. Types of telecommuting arrangements have different impacts on sustainable travel outcomes that should be considered depending on policy priorities.

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Childre, Frances, i Merrie L. Healy. "Telecommuting". AAOHN Journal 48, nr 6 (czerwiec 2000): 305–15. http://dx.doi.org/10.1177/216507990004800607.

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D'Arruda, Kimberley A. "Telecommuting". AAOHN Journal 49, nr 10 (październik 2001): 471–77. http://dx.doi.org/10.1177/216507990104901003.

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Hamilton, Carol-Ann. "Telecommuting". IEEE Engineering Management Review 15, nr 4 (grudzień 1987): 37–47. http://dx.doi.org/10.1109/emr.1987.4306316.

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Bush, William R. "Telecommuting". Technological Forecasting and Social Change 37, nr 3 (maj 1990): 235–50. http://dx.doi.org/10.1016/0040-1625(90)90025-q.

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Hong, Renyi. "Telecommuting Pedagogies". Social Text 40, nr 2 (1.06.2022): 21–48. http://dx.doi.org/10.1215/01642472-9631117.

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Abstract This article examines the early telecommuting discourse of the 1980s and 1990s, understanding it as a pedagogical context for white plasticity, an ecological project in which racial privilege is protected through the transformation of homes and inhabitants. Rationalized initially as a crisis of adjustment, pedagogies of telecommuting were disseminated largely to upper-middle-class white professionals to build a “telecommuting personality,” a subjectivity that was also meant to buffer them from the growing precarious nature of jobs. Not content to focus simply on work, however, telecommuting gurus took occasion to urge the enhancement of relationships between partners, families, and communities. The home office was core to this imaginary. Convertible, modular, ergonomic home offices that can be changed to suit the needs of the home's many inhabitants were said to yield more integrated and rounded personalities that would radiate outward, creating emotionally mature children and stronger community bonds. Emerging at a moment when “telecommuting” condensed the political stakes of digital labor, this strand of discourse reveals how working from home was appropriated to ensure the protection of white plasticity—the racialized capability of adaptation that was to be passed as inheritance from parents to progeny.

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Omoyajowo, Koleayo Oluwafemi, Adeyemi Adewale Akinola, Mary Adetutu Adewunmi, Grace Ojo-Emmanuel, Allen Ebosiem, Kolawole Ayodeji Omoyajowo i Aziba-anyam Gift Raimi. "Assessment of Factors Underpinning Employee’s Interest and Preference for Telecommuting in Lagos Island, Lagos, Nigeria". International Journal of Business, Technology and Organizational Behavior (IJBTOB) 1, nr 4 (12.08.2021): 276–86. http://dx.doi.org/10.52218/ijbtob.v1i4.104.

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Public awareness on environmentally sound practices viz-a-viz strategies that may also sustain a balanced work life culture cannot be overemphasized. Telecommuting represents one of those viable environmentally sound practices that offer flexibility to employees through working from their homes which to a great extent have improved employee’s productivity. This study assessed the level of awareness about telecommuting as well as the factors underpinning employee’s interest and preference for telecommuting in Lagos, Nigeria. A total of 220 responses from structured questionnaires was designed to capture the level of awareness, interest, readiness, and perception of employees towards telecommuting in Lagos Island, both descriptive and inferential analysis was used for the study. The study shows that 72% were aware of telecommuting and its associated benefits while about 90% opined that telecommuting will be suitable to their work. There was also a significant positive but weak relationship among employee’s preference for telecommuting and factors such as age, marital status, awareness about telecommuting, and the experience of traffic gridlock and its associated stress .This study concluded that with the high level of awareness of telecommuting, organisations should gainfully harness the wide array of prospects that accompanies the adoption of telecommuting which has the long term advantage of stimulating labor productivity.

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Lee, Chulwon, i Kyungho Lee. "Factors Affecting Corporate Security Policy Effectiveness in Telecommuting". Security and Communication Networks 2021 (7.09.2021): 1–13. http://dx.doi.org/10.1155/2021/2634817.

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COVID-19 has prompted a rise in telecommuting practices in most companies worldwide. Meanwhile, companies are struggling to cope with the new and evolving security threats in telecommuting using old control methods. Specifically, there is an increased danger of hacking attacks in telecommuting environments. Furthermore, corporate concerns regarding telecommuting security have led to a questioning of existing control methods that no longer seem adequate. Significant research has been conducted on the factors that improve the effectiveness of corporate security policies, such as formal control, informal control, and extrarole behaviors. However, these studies did not consider telecommuting environments, which surged after the COVID-19 outbreak. Telecommuting loosens the physical control over employees and eliminates the collegial environment in which employees encourage each other to protect system information. This study determined how the factors that influence the effectiveness of existing information security policies behave in a telecommuting environment. Our study shows that specification and mandatoriness are the most important factors for an effective telecommuting security policy. We conclude that this sudden change in the working environment has rendered existing security controls obsolete, and specification and mandatoriness are likely to receive increasingly more attention in the growing field of telecommuting security policy.

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Pouri, Yasasvi D., i Chandra R. Bhat. "On Modeling Choice and Frequency of Home-Based Telecommuting". Transportation Research Record: Journal of the Transportation Research Board 1858, nr 1 (styczeń 2003): 55–60. http://dx.doi.org/10.3141/1858-08.

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A joint model of home-based telecommuting choice and weekly telecommuting frequency is proposed. The model is applied to an empirical analysis by using data from a household survey conducted by the New York Metropolitan Transportation Council. The empirical results underscore the importance of socioeconomic and occupational characteristics of employees in explaining telecommuting behavior. Further, the analysis indicates that failure to accommodate common unobserved factors affecting telecommuting choice and frequency can lead to inconsistent estimation of the effects of exogenous variables and misleading projections of the magnitude of telecommuting.

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Omoyajowo, Koleayo, Susan Ebosiem, Adeyemi Akinola, Sunday Amiolemen, Kolawole Omoyajowo, Andrew Oriola, Olapeju Adenekan i Aziba-anyam Gift Raimi. "Drivers of Telecommuting Policy in Nigerian Organisations". International Journal of Business, Technology and Organizational Behavior (IJBTOB) 1, nr 4 (12.08.2021): 263–75. http://dx.doi.org/10.52218/ijbtob.v1i4.105.

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This study evaluates factors influencing the adoption of telecommuting among the selected organisations in Nigeria. A questionnaire research tool was used basically to capture the level of awareness, interest, readiness, and perception of Nigerian organisations towards telecommuting. A total of 180 questionnaires was administered to 180 Nigerian firms in Lagos, 120 questionnaires were counted valid for analysis. This study observed high level of awareness among Nigerian organisations but paradoxically, this high level of awareness does not engender the adoption of telecommuting by those organisations. Findings revealed that the fright of difficulty in assessing employees’ performance, inadequacy of ICT infrastructures and the fear of corporate data theft are the key factors inhibiting the adoption of telecommuting by organisations. This study concluded there is a need for organisations to be aware of the benefits of telecommuting and how telecommuting policy can be devised to strategically fit into the work culture for productivity. Keywords: Telecommuting; Public Research Institutes, Adoption, Factors, Lagos.

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Bernardino, Adriana, i Moshe Ben-Akiva. "Modeling the Process of Adoption of Telecommuting: Comprehensive Framework". Transportation Research Record: Journal of the Transportation Research Board 1552, nr 1 (styczeń 1996): 161–70. http://dx.doi.org/10.1177/0361198196155200122.

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A comprehensive model of the telecommuting adoption process, incorporating employer and employee perspectives, is developed. A probabilistic modeling approach is taken. The employer decision to offer a telecommuting program is modeled as a function of motivations and constraints and of the perceived impacts of telecommuting on the organization's productivity and costs. The employee decision to adopt telecommuting is modeled as a function of motivations and constraints as well as of the impact of the program on lifestyle quality, work-related costs, and income. The results indicate that telecommuting has a significant potential to increase productivity and improve lifestyle quality, if the right program is designed for the right employee. The potential of telecommuting to reduce organization and employee work-related costs is perceived to be limited. An overall negative perception about the potential impact on productivity and lifestyle quality of telework center–based telecommuting programs is identified, pointing to a need for further research to assess the market for telework centers.

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Iscan, Omer Faruk, i Atilhan Naktiyok. "Attitudes towards Telecommuting: The Turkish Case". Journal of Information Technology 20, nr 1 (luty 2005): 52–63. http://dx.doi.org/10.1057/palgrave.jit.2000023.

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Examines the effects of demographic characteristics (gender, marital status), household attributes (small children, largeness of home and distance of home and workplace), support factors (supervisor, colleague and technological-bill support), and perceived advantages and disadvantages of telecommuting to individuals, organizations and society on individuals’ attitudes towards telecommuting. The sample comprised 664 IT professionals working in several internet (portal) companies in Turkey. Results suggest that women, married employees, employees who have children less than five years old, employees whose house is big enough, employees whose house is relatively farther to the workplace, and those who perceived more advantages accruing from telecommuting, to themselves, to their organization or to the society, have a more favorable attitude towards telecommuting. On the other hand, employees who perceived more disadvantages accruing from telecommuting to themselves or their organization have a less favorable attitude towards telecommuting. In addition, colleague support and technological-bill support positively influence the attitudes of employees towards telecommuting.

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Valk, Peter J., i Regis Hellot. "Telecommuting in Southern California in 1995". Transportation Research Record: Journal of the Transportation Research Board 1606, nr 1 (styczeń 1997): 86–94. http://dx.doi.org/10.3141/1606-11.

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Research on the telecommuting practices of employers and commuters in Southern California was conducted to better understand how individuals and organizations make decisions about telecommuting practices and policies and the characteristics of workers who telecommute and those who do not. Findings were used to guide marketing activities aimed at promoting telecommuting to employers in Southern California. Responses from the survey of 350 employers and 700 commuters revealed that telecommuting is found at 15 percent of firms with 20 or more employees and that employers allow telecommuting to help employees balance the demands of work and home while increasing productivity. Stimulating greater use of telecommuting requires an awareness of the impediments perceived by individuals and, more important, by organizations that manage how work gets done. For example, concerns for the fit of telecommuting with jobs poses the largest obstacle for greater use of telecommuting, although survey responses indicate that the jobs held by telecommuters are much different than those of employees working in the office. Employers also consider the need to provide equipment to telecommuters as an impediment to having employees work from home although many telecommuters are not provided with equipment by their employers. Research findings provided valuable data to identify employers with potential for telecommuting and focus precious resources and guide the development of materials, training programs, presentations, and sales tools.

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Al-Madadha, Amro, Mohammad Hamdi Al Khasawneh, Ola Al Haddid i Ahmad Samed Al-Adwan. "Adoption of Telecommuting in the Banking Industry: A Technology Acceptance Model Approach". Interdisciplinary Journal of Information, Knowledge, and Management 17 (2022): 443–70. http://dx.doi.org/10.28945/5023.

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Aim/Purpose: Currently, the world faces unprecedented challenges due to COVID-19, particularly concerning individuals’ health and livelihood and organizations and industrial performance. Indeed, the pandemic has caused rapid intensifying socio-economic effects. For instance, organizations are shifting from traditional working patterns toward telecommuting. By adopting remote working, organizations might mitigate the impact of COVID-19 on their workforce, explicitly concerning their safety, wellbeing, mobility, work-life balance, and self-efficiency. From this perceptive, this study examines the factors that influence employees’ behavioral intention to adopt telecommuting in the banking industry. Background: The study’s relevance stems from the fact that telecommuting and its benefits have been assumed rather than demonstrated in the banking sector. However, the pandemic has driven the implementation of remote working, thereby revealing possible advantages of working from home in the banking industry. The study investigated the effect of COVID-19 in driving organizations to shift from traditional working patterns toward telecommuting. Thereby, the study investigates the banking sector employees’ behavioral intention to adopt telecommuting. Methodology: The study employed a survey-based questionnaire, which entails gathering data from employees of twelve banks in Jordan, as the banking sector in Jordan was the first to transform from traditional working to telecommuting. The sample for this research was 675 respondents; convenience sampling was employed as a sampling technique. Subsequently, the data were analyzed with the partial least square structural equation modeling (PLS-SEM) to statistically test the research model. Contribution: Firstly, this study provides a deep examination and understanding of facilitators of telecommuting in a single comprehensive model. Secondly, the study pro-vides a deeper insight into the factors affecting behavioral intention towards telecommuting from the employees’ perspective in the banking sector. Finally, this study is the first to examine telecommuting in the emerging market of Jordan. Thereby, this study provides critical recommendations for managers to facilitate the implementation of telecommuting. Findings: Using the Technology Acceptance Model (TAM), this study highlights significant relationships between telecommuting systems, quality, organizational support, and the perceived usefulness and ease of use in telecommuting. Employees who perceive telecommuting systems to be easy and receive supervision and training for using these systems are likely to adopt this work scheme. The results present critical theoretical and managerial implications regarding employees’ behavioral intentions toward telecommuting. Recommendations for Practitioners: This study suggests the importance of work-life balance for employees when telecommuting. Working from home while managing household duties can create complications for employees, particularly parents. Therefore, flexibility in terms of working hours is needed to increase employees’ acceptance of telecommuting as they will have more control over their life. These increase employees’ perceived self-efficacy with telecommuting, which smooths the transition toward remote working in the future. In addition, training will allow employees to solve technical issues that can arise from using online systems. Recommendation for Researchers: This study focused on the context of the banking sector. The sensitivity of data and transactions in this sector may influence employers’ and employees’ willingness to work remotely. In addition, the job descriptions of employees in banks moderate specific factors outlined in this model, including work-life balance. For instance, executive managers may have a higher overload in banks in contrast to front-line employees. Thus, future studies should explore different contexts, including manufacturing and consultation, to understand the industry’s effect on remote working. Similarly, future research should concentrate on the influence of job descriptions on employees’ intentions toward telecommuting. Impact on Society: The COVID-19 pandemic created a sudden shift towards telecommuting, which made employees struggle to adopt new work schemes. Therefore, managers had to provide training for their employees to be well prepared and increase their acceptance of telecommuting. Furthermore, telecommuting has a positive effect on work-life balance, it provides employees with the flexibility to organize their daily schedule into more activities. Along the same line, the study highlighted the correlation between work-life balance and telecommuting. Such a relationship provides further evidence for the need to understand employees’ lifestyles in facilitating the adoption of telecommuting. Moreover, the study extends the stream of literature by outlining critical factors affecting employees’ acceptance of telecommuting. Future Research: Future studies should explore different contexts, including manufacturing and consultation, to understand the industry’s effect on remote working. Similarly, future research should concentrate on the influence of job descriptions on employees’ intentions toward telecommuting. Furthermore, the research team conducted the study by surveying 12 banks. Future research recommends surveying the whole banking industry to add more validation to the model.

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Sadida, Nuri, i Zulfa Febriani. "Mengikat Karyawan Dengan Telecommuting (Studi Keterikatan Kerja Karyawan Telecommuting)". Journal Psikogenesis 4, nr 1 (20.03.2018): 114. http://dx.doi.org/10.24854/jps.v4i1.522.

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Survei pada tahun 2012 menunjukkan bahwa hanya ada 1/3 karyawan yang memiliki keterikatan kerja dengan pekerjaannya di Indonesia. Salah satu sebab permasalahan yang dipersepsikan karyawan adalah kurangnya keseimbangan antara kehidupan kerja dan kehidupan pribadi. Hal ini terjadi karena belum banyak perusahaan yang menerapkan kebijakan jam kerja fleksibel. Akan tetapi, beberapa tahun belakangan beberapa perusahaan di Indonesia mulai menerapkan disain kerja telecommuting, sebuah disain kerja yang memungkinkan karyawan untuk tidak bekerja di kantor yang terpusat. Beberapa penelitian sebelumnya menyajikan beberapa keuntungan penerapan telecommuting, diantaranya meningkatnya produktivitas, kepuasan kerja, dan menurunnya stres kerja. Namun belum ada penelitian yang meneliti perbedaan tingkat keterikatan kerja pada karyawan yang bekerja di kantor tersentralisasi dengan karyawan telecommuting. Oleh karena itu, penelitian ini bertujuan untuk mengetahui perbedaan tersebut. Sejumlah 53 karyawan berpartisipasi dalam penelitian ini, dimana jumlah karyawan telecommuting adalah 21 karyawan dan karyawan yang bekerja tersentralisasi sejumlah 32 orang. Dimensi keterikatan kerja yang diukur adalah absorpsi, dedikasi, dan semangat. Pengambilan data menggunakan kuesioner Utrecht Work Engagement Scale (UWES) dengan 17 aitem yang diadaptasikan. Data dianalisis menggunakan teknik statistik non parametrik. Hasilnya dapat disimpulkan bahwa kelompok karyawan telecommuting menunjukkan rata-rata tingkat keterikatan kerja yang lebih tinggi secara signifikan dibandingkan kelompok karyawan yang bekerja tersentralisasi (U = 180,5 , p = .005). Hasil dari penelitian ini diharapkan dapat menjadi masukan bagi perusahan di Indonesia untuk mempertimbangkan penerapan telecommuting. Kata kunci: keterikatan kerja, telecommuting, telework, UWES engagement scale, jam kerja fleksibel, work-life balance

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Wei, Ting, Weiwei Wang i Suihuai Yu. "Analysis of the Cognitive Load of Employees Working from Home and the Construction of the Telecommuting Experience Balance Model". Sustainability 14, nr 18 (19.09.2022): 11722. http://dx.doi.org/10.3390/su141811722.

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Adapting to working from home caused physical and psychological difficulties, leading to work–family imbalance and lower employee performance during the COVID-19 pandemic. This study intends to identify the relationship between variables affecting telecommuting experience and improve employees’ perceived organizational support by constructing a balanced model of telecommuting experience. An online questionnaire survey was conducted with 142 employees from different organizations telecommuting during the epidemic in Xi’an. The NASA-TLX scale was used to quantitatively evaluate the cognitive load of employees working from home, and the Analytic Hierarchy Process method was applied to map negative experience factors with cognitive load to obtain the weight value of each factor. Finally, a balanced model of telecommuting experience was constructed through a system map. The results show that mental demand was the key factor affecting employees’ telecommuting experience. A good telecollaboration system could effectively manage work tasks and reduce the psychological load of employees. Frustration and temporal demand also significantly affected employees’ telecommuting experience, mainly due to work–family conflict. Adopting flexible work hours and organizing online sharing activities could reshape employees’ social relationships with their families and colleagues, effectively improving the telecommuting experience. The empirical study validated the effectiveness of the telecommuting experience balance model.

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Yen, Jin-Ru, i Hani S. Mahmassani. "Telecommuting Adoption: Conceptual Framework and Model Estimation". Transportation Research Record: Journal of the Transportation Research Board 1606, nr 1 (styczeń 1997): 95–102. http://dx.doi.org/10.3141/1606-12.

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The substitution of travel by telecommunications has long been advocated as an approach that might alleviate congestion on transportation facilities during peak periods. Among the various applications of telecommunications, telecommuting is considered a promising substitute for work trips, the major determinants of traffic congestion and air pollution during peak hours. Although positive effects from telecommuting have been demonstrated through small-scale pilot projects in the United States, systematic research is still limited, especially on the adoption of telecommuting, which ultimately determines the magnitude of its impact. A framework of the telecommuting adoption process is proposed, and a mathematical model of the employee’s telecommuting adoption process on the basis of a dynamic generalized ordinal probit model is developed. The framework identifies two principal factors in the decision process, employees and employers. Stated preferences for various telecommuting programs are elicited from employees and used to estimate the adoption model. To address correlations among responses from the same individual, a general error structure is also specified in the model. Estimation results confirm that employee adoption is affected by his or her personal, household, and job characteristics; commuting trip attributes; attitudes toward telecommuting; and the program design, defined on the basis of who assumes the additional costs of telecommuting and the corresponding salary changes for the telecommuter.

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FAWZIAH, SITI APRIANI, i Irwansyah Irwansyah. "Telecommuting/Teleworking – Work From Home – Sebagai Solusi Efektif Mobilisasi Kerja". Jurnal Infortech 2, nr 1 (9.06.2020): 69–77. http://dx.doi.org/10.31294/infortech.v2i1.7941.

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Telecommuting/teleworking adalah salah satu pilihan metode baru yang melibatkan teknologi untuk menyelesaikan suatu pekerjaan dari jarak jauh. Kategori telecommuting/teleworking – work from home sendiri terdiri atas tiga jenis yaitu home-based working, mobile working dan satellite office. Apabila dilihat dari jenis pekerjaannya, dapat disimpulkan bahwa secara umum telecommuting/teleworking lebih cocok untuk digunakan pada jenis pekerjaan yang memang membutuhkan tingkat mobilitas tinggi dan tidak diharuskan menetap di kantor. Tetapi, dengan adanya perkembangan teknologi saat ini sistem kerja telecommuting/teleworking dapat diaplikasikan bagi pekerjaan mobile maupun back office. Teknologi yang digunakan pun harus lengkap seperti IT infrastruktur, laptop, VPN dan jaringan internet nya. perusahaan akan membuat skema struktur organisasi bagian mana saja yang memang perlu untuk bekerja secara telecommuting/teleworking dan pada situasi-situasi tertentu misalnya dalam keadaan bencana alam atau adanya gejala sosial yang tidak memungkinkan pekerjanya untuk datang ke kantor dan harus tetap efektif bekerja seperti biasa. Penerapan telecommuting/teleworking pun tetap membutuhkan pengawasan dari sisi manajerial agar tidak ada pekerja yang melakukan kecurangan saat hal ini diterapkan Dengan begitu, tujuan dari penerapan telecommuting/teleworking – work from home pun dapat tercapai.

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Parajuli, Dilip. "Advantages and Disadvantages of Telecommuting: An Observation". Pravaha 26, nr 1 (1.06.2020): 57–62. http://dx.doi.org/10.3126/pravaha.v26i1.41668.

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This paper aims to explore the advantages and disadvantages of telecommuting. In particular, the research design for the study is descriptive. A basic research tool used to gather data on the advantages and disadvantages of telecommuting is the questionnaire survey. The questionnaire was sent to 73 faculties of the three constituent campuses of Tribhuvan University. Based on the results, it is found that flexible working hours are the key advantage of telecommuting in the teaching field. The second key advantage is an improvement in time management. The third advantage is savings in travel time and expenses. The least advantage of telecommuting is professional flexibility. It is also found that feeling of isolation is one of the key disadvantages of telecommuting. The second key disadvantage is no separation between spheres of work and home that is followed by over-availability syndrome, ditched society, investment in training, and personality unsuitability. The least disadvantage of telecommuting is the lack of professional support. By avoiding such types of disadvantages, our organizations can get many benefits by adapting telecommuting as the few and flexible work methods.

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Virick, Meghna, Nancy DaSilva i Kristi Arrington. "Moderators of the curvilinear relation between extent of telecommuting and job and life satisfaction: The role of performance outcome orientation and worker type". Human Relations 63, nr 1 (18.12.2009): 137–54. http://dx.doi.org/10.1177/0018726709349198.

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The purpose of this study is to determine factors that are related to employee satisfaction with telecommuting. Recent research supports the notion of a curvilinear relation between extent of telecommuting and job satisfaction. Drawing on control theory, we find that performance outcome orientation (degree to which objective criteria are used in employee evaluation) moderates the curvilinear relation between extent of telecommuting and job satisfaction. We also find support for a curvilinear (inverted U) relation between extent of telecommuting and life satisfaction, with worker type (defined by work drive and work enjoyment) moderating that relation.

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Walls, Margaret, Elena Safirova i Yi Jiang. "What Drives Telecommuting?" Transportation Research Record: Journal of the Transportation Research Board 2010, nr 1 (styczeń 2007): 111–20. http://dx.doi.org/10.3141/2010-13.

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Tung, Lai Lai, Shailendra Palvia, Lee Chia Huei, Ye-Meng Loy i Teng Min Yee. "Telecommuting in Singapore". Journal of Global Information Management 5, nr 1 (styczeń 1997): 27–35. http://dx.doi.org/10.4018/jgim.1997010103.

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Westfall, Ralph D. "The Telecommuting Paradox". Information Systems Management 14, nr 4 (styczeń 1997): 15–20. http://dx.doi.org/10.1080/10580539708907070.

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Rothman, Johanna. "Making Telecommuting Work". IEEE Software 17, nr 5 (wrzesień 2000): 124–26. http://dx.doi.org/10.1109/52.877944.

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Falcao, Pedro F., Nelson Ramalho i Deveani Babu. "Telecommuting potential analysis". Global Business and Economics Review 23, nr 1 (2020): 100. http://dx.doi.org/10.1504/gber.2020.10029806.

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Babu, Deveani, Nelson Ramalho i Pedro F. Falcao. "Telecommuting potential analysis". Global Business and Economics Review 23, nr 1 (2020): 100. http://dx.doi.org/10.1504/gber.2020.108396.

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Goodrich, Jonathan N. "Telecommuting in America". Business Horizons 33, nr 4 (lipiec 1990): 31–37. http://dx.doi.org/10.1016/0007-6813(90)90053-e.

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Pliskin, Nava. "The telecommuting paradox". Information Technology & People 10, nr 2 (czerwiec 1997): 164–72. http://dx.doi.org/10.1108/09593849710175002.

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Golden, Timothy D., i John F. Veiga. "The Impact of Extent of Telecommuting on Job Satisfaction: Resolving Inconsistent Findings". Journal of Management 31, nr 2 (kwiecień 2005): 301–18. http://dx.doi.org/10.1177/0149206304271768.

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Although popular management wisdom has suggested that telecommuting enhances job satisfaction, research has found both positive and negative relationships. In this study, the authors attempt to resolve these inconsistent findings by hypothesizing a curvilinear, inverted U-shaped relationship between the extent of telecommuting and job satisfaction. Using hierarchical regression analysis on a sample of 321 professional-level employees, their findings suggest a curvilinear link between extent of telecommuting and job satisfaction, with satisfaction appearing to plateau at more extensive levels of telecommuting. In addition, task interdependence and job discretion moderated this link, suggesting that some job attributes play an important, contingent role.

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Olszewski, Piotr, i Soi-Hoi Lam. "Assessment of Potential Effect on Travel of Telecommuting in Singapore". Transportation Research Record: Journal of the Transportation Research Board 1552, nr 1 (styczeń 1996): 154–60. http://dx.doi.org/10.1177/0361198196155200121.

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Recently, there has been an increased interest in telecommuting in Singapore. A survey of 630 companies indicated that although only 1.7 percent have a formal telecommuting arrangement, 3.6 percent plan to introduce it in the near future and an additional 21.6 percent would like to explore the concept. Singapore has many of the prerequisites for telecommuting to become popular: a high and growing proportion of information workers, an excellent telecommunications infrastructure, and a large installed base of personal computers. To assess the potential effects of telecommuting, a stratified travel demand analysis was performed by using travel characteristics specific to different groups of information workers. The results indicate that a considerable reduction in vehicle trips to work can be achieved if telecommuting becomes more popular. The potential reduction is up to 4.9 percent in the year 2005 and up to 11.2 percent in 2010. The corresponding savings in distance traveled are in the range of 512 000 to 1 309 000 vehicle-km. Although these predictions have a high degree of uncertainty, they indicate that telecommuting has a potential to provide significant travel reduction benefits in Singapore and should be used as a travel demand management tool.

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Abilash, K. M., i Nitha Mary Siju. "Telecommuting: An Empirical Study on Job Performance, Job Satisfaction and Employees Commitment during Pandemic Circumstances". Shanlax International Journal of Management 8, nr 3 (1.01.2021): 1–10. http://dx.doi.org/10.34293/management.v8i3.3547.

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Telecommuting can assist various organizations in complying with any ordinance during pandemic situations. This study investigates the link of adopting telecommuting in the organization during the crucial situation and how it enables the employee to perform, satisfy, committed to working with full effectiveness. Additionally, this research elicits other factors such as employee engagement and how it bolsters the job autonomy of individuals to control or shape professional dynamics connected with responsibility and the environment. The researcher has employed descriptive statistics, coefficient of correlation and one sample t-test method to analyze data, and the result indicated which shows a good relationship between employee commitment and job satisfaction during the adoption of telecommuting method in an organization. Also observed from the study, telecommuting can abreast routine work and official meetings during the current situations. It is also recommended that employees should ensure the work environment properly before adopt with telecommuting method.

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Tamrat, Elsabet, i Malcolm Smith. "Telecommuting and Perceived Productivity: An Australian Case Study". Journal of Management & Organization 8, nr 1 (2002): 44–69. http://dx.doi.org/10.1017/s1833367200005149.

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AbstractThe concept of widespread “telecommuting” in a community envisages the presence of large numbers of employees who, instead of commuting to work, perform either all or a significant fraction of their tasks at home. It is widely accepted that large-scale adoption of telecommuting is just a matter of time in those countries with the necessary telecommunications infrastructure.This paper reports on the conduct of a telecommuting project in a large Australian organisation. The data and the analyses demonstrate that, overall, the telecommuting project has been successful and brought benefits to both the employees and the organisation. The results also indicate the presence of strong positive links between the relationship/interactions telecommuters had with their supervisors, and the telecommuters' perception both of their own productivity, and their levels of satisfaction with the telecommuting experience. The tasks which telecommuters performed were also related to the employees' perception of productivity and job satisfaction.

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Tamrat, Elsabet, i Malcolm Smith. "Telecommuting and Perceived Productivity: An Australian Case Study". Journal of the Australian and New Zealand Academy of Management 8, nr 1 (2002): 44–69. http://dx.doi.org/10.5172/jmo.2002.8.1.44.

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AbstractThe concept of widespread “telecommuting” in a community envisages the presence of large numbers of employees who, instead of commuting to work, perform either all or a significant fraction of their tasks at home. It is widely accepted that large-scale adoption of telecommuting is just a matter of time in those countries with the necessary telecommunications infrastructure.This paper reports on the conduct of a telecommuting project in a large Australian organisation. The data and the analyses demonstrate that, overall, the telecommuting project has been successful and brought benefits to both the employees and the organisation. The results also indicate the presence of strong positive links between the relationship/interactions telecommuters had with their supervisors, and the telecommuters' perception both of their own productivity, and their levels of satisfaction with the telecommuting experience. The tasks which telecommuters performed were also related to the employees' perception of productivity and job satisfaction.

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Karia, Noorliza, Yuserrie Zainuddin i Muhammad Hasmi Abu Hassan Asaari. "PERCEPTIONS OF HUMAN RESOURCES MANAGERS ON TELECOMMUTING CONCEPT: Implementation in Malaysian Firms". Gadjah Mada International Journal of Business 5, nr 1 (12.01.2003): 97. http://dx.doi.org/10.22146/gamaijb.5395.

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Telecommuting concept has been a new phenomenon for most ofMalaysian firms, especially for human resource managers. Further, the drive towards promoting the telecommuting concept need to be done as part of paradigm change as Malaysia is becoming an industrialized nation–Vision 2020 of the Prime Minister. This study was conducted on the Malaysian human resource managers in representing their firm’s stand on the telecommuting concept. The purpose of this paper is to explore the level of acceptance of the telecommuting concept by the human resource managers. It was discovered that high percentage of the human resource managers shown their concern on the acceptance of the telecommutingconcept.

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Alfanza, Ma Theresa. "Telecommuting Intensity in the Context of COVID-19 Pandemic: Job Performance and Work-Life Balance". Economics and Business 35, nr 1 (1.01.2021): 107–16. http://dx.doi.org/10.2478/eb-2021-0007.

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Abstract The COVID-19 pandemic caused a prolonged and intensified telecommuting arrangement that raised a number of unprecedented concerns regarding its implications on employees’ job performance (JP) and work-life balance (WLB). This study primarily aimed at determining the relationship between telecommuting intensity and employees’ JP and WLB. Further, it sought to know if there was a significant difference in employees’ productivity when working at the office and at home. Lastly, it assessed whether previous frameworks on JP and WLB were still valid during the COVID-19 crisis. A total of 396 telecommuting employees from three BPO companies in the Philippines were gathered using stratified random sampling. Pearson correlation, T-test, and confirmatory factor analysis (CFA) were executed for this study. The result of this study provides evidence that intensified telecommuting has a negative relationship with employees’ WLB. It means that longer time spent in telecommuting decreases the work-life balance of employees. On the other hand, telecommuting intensity is not significantly correlated with employees’ JP, supporting the second finding that there is no significant difference in the percentage of work done and the amount of time spent to finish a job at home and at the office. Lastly, CFA generated that the frameworks on JP and WLB were still applicable in the context of COVID-19. This study provides managers with findings to more carefully design telecommuting programmes with emphasis on supporting the factors that contribute to employees’ work-life balance.

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Asgari, Hamidreza, i Xia Jin. "Impacts of Telecommuting on Nonmandatory Activity Participation: Role of Endogeneity". Transportation Research Record: Journal of the Transportation Research Board 2666, nr 1 (styczeń 2017): 47–57. http://dx.doi.org/10.3141/2666-06.

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Telecommuting has been regarded as an alternative work arrangement that provides higher levels of resilience and flexibility for the workforce. To provide a robust estimation of telecommuting activity, it is important to understand the extent of telecommuting and the underlying factors that contribute to telecommuters’ decisions. One line of discussion in behavioral decisions (including telecommuting) is the endogeneity issue, also referred to as simultaneity in cause and effect. The question is whether certain activity travel behaviors are the causes of telecommuting adoption or telecommuters are manifesting such behaviors because they telecommute. For instance, are people traveling more or farther because of the higher spatial–temporal freedom brought by telecommuting, or are they choosing to or having to telecommute because they already have those activity arrangements (e.g., take care of kids) in place. Exploring such interrelationships between the choice to telecommute, activity travel plans, and other personal and household decisions is the major motivation for this research. Structural equation models were developed. Results showed that adding feedback effects to the full model improved the goodness of fit of the model, and this improvement is statistically significant ( P-value = .032). Furthermore, it could be inferred that a decision to participate in nonmandatory activities has significant positive impact on propensity to telecommute, and it is more in favor of a full-day telecommuting arrangement (versus a part-day arrangement). This study used the 2010–2011 regional household travel survey data from the New York metropolitan region.

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Paleti, Rajesh, i Ivana Vukovic. "Telecommuting and Its Impact on Activity–Time Use Patterns of Dual-Earner Households". Transportation Research Record: Journal of the Transportation Research Board 2658, nr 1 (styczeń 2017): 17–25. http://dx.doi.org/10.3141/2658-03.

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Telecommuting choices of workers in multiworker households are likely to be interdependent. These telecommuting choices may also affect the activity–time use choices of all people in the household. From the standpoint of travel behavior and travel demand forecasting, it is important to test these hypotheses and quantify the relationship between telecommuting choices and activity–time use patterns. To do this, the present study developed a generalized extreme value–based joint count model for analyzing the monthly frequency of choosing to telecommute of workers in dual-earner households. A panel multiple discrete continuous extreme value model was also developed to study activity–time use decisions while accounting for household-level interaction effects. The study findings confirm the presence of strong intrahousehold interaction effects in both the telecommuting and activity–time use choices of workers. Telecommuting choices were found to have a significant influence on daily activity–time use decisions for both mandatory and nonmandatory activities.

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Candel, Octav Sorin, i Monica Arnăutu. "Psychological Entitlement and Work-related Outcomes during the Covid-19 Pandemic. The Role of Telecommuting as a Moderator". Romanian Journal of Applied Psychology 23, nr 2 (30.12.2021): 46–52. http://dx.doi.org/10.24913/rjap.23.2.04.

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Telecommuting is a necessary change imposed by the Covid-19 pandemic. However, little is known about its interactions with the employees’ personal traits and their impact on work-related outcomes. With this study, we aimed to test the moderating role of telecommuting on the relationship between psychological entitlement and three work outcomes (job satisfaction, counterproductive work behavior and organizational citizenship behavior). Also, job satisfaction was included as a mediator between psychological entitlement and counterproductive work behavior, respectively organizational citizenship behavior. Our sample consisted of 253 employees who were either telecommuting or working from their workplace. The moderated mediation analyses showed significant differences between the two groups. The outcomes of telecommuting and their managerial implications are discussed.

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Reinsch, N. L. "Selected Communication Variables and Telecommuting Participation Decisions: Data from Telecommuting Workers". Journal of Business Communication 36, nr 3 (1.07.1999): 247–60. http://dx.doi.org/10.1177/002194369903600302.

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Sârbu, Roxana, Victor Marian Dumitrache, Cristina Alpopi i Petruț Cristian Vasilache. "Changes and challenges in telecommuting explained through multi-level perspective on socio technical transition". Proceedings of the International Conference on Business Excellence 15, nr 1 (1.12.2021): 455–67. http://dx.doi.org/10.2478/picbe-2021-0042.

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Abstract COVID-19 was responsible for a global health crisis beginning in early 2020 that saw telecommuting become commonplace regardless of the size of the firm, the sector or country. It’s possible that even before pandemics, there were some differences in the practice of telecommuting among countries and sectors. These differences were impacted by factors such as the cultural context and labor policies at governmental and corporate levels. Telecommuting in the EU had only reached 5.4% in 2019 before the Covid-19 outbreak, making it a relatively new trend when compared to the technological potential it offers. 40 percent of EU workers are expected to telecommute in 2020, in the early stages of the outbreak, according to estimates. This research uses the theory of socio-technical transitions (MLP) to examine how and why telecommuting suddenly became the norm among managers and workers from a variety of different industries. At landscape level, an opening was provided by the Covid-19 epidemic that allowed telecommuting to break over the niche-regime barrier.

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Mokhtarian, P. L., i I. Salomon. "Modeling the Choice of Telecommuting: 3. Identifying the Choice Set and Estimating Binary Choice Models for Technology-Based Alternatives". Environment and Planning A: Economy and Space 28, nr 10 (październik 1996): 1877–94. http://dx.doi.org/10.1068/a281877.

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In previous papers in this series we have presented a conceptual model of the individual decision to telecommute and explored relationships among constraints, preference, and choice. In a related paper we developed a binary model of the preference for home-based telecommuting. Noting that there is a wide gap between preferring to telecommute (88% of the sample) and actually telecommuting (13%), in this paper we develop binary logit models of telecommuting adoption. Two approaches to dealing with constraints are compared: incorporating them directly into the utility function, and using them to define the choice set. Models using the first approach appear to be statistically superior in this analysis, explaining 63–64% of the information in the data. Variables significant to choice include those relating to work and travel drives, and awareness, manager support, job suitability, technology, and discipline constraints. The best model was used to analyze the impact of relaxing three key constraints on the 355 people in the sample for whom telecommuting was previously identified to be a preferred impossible alternative (PIA). When unawareness, lack of manager support, and job unsuitability constraints are relaxed, 28% of the people in the PIA category would be expected to adopt telecommuting. The importance of behavioral models to forecast telecommuting adoption accurately is emphasized and is suggested to have wider implications for predicting technology-based activity changes.

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Li, Junjun, i Zhongwu Li. "Causes of intra-organization conflict: Telecommuting triggered by the epidemic". Problems and Perspectives in Management 20, nr 2 (3.05.2022): 161–74. http://dx.doi.org/10.21511/ppm.20(2).2022.14.

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The COVID-19 pandemic has made many companies in China adopting telecommuting to continue their operations. Like traditional office work, telecommuting requires communication and cooperation to complete the work, and getting along with others means the possibility of conflict. Therefore, conflict can also occur in telecommuting. The purpose of this paper is to analyze telecommuting based on conflict process theory and build a model to test the hypothesis. Quota sampling and convenience sampling are used to conduct online questionnaires, and quantitative research methods are used to analyze the collected data and provide solutions. To this end, 282 Chinese respondents from different service industries completed online questionnaires. Through empirical analysis, the results show that telecommuting has a significant negative relationship with inter-role conflict and interpersonal conflict but has a significant positive effect on stress. In addition, interpersonal conflict, stress, and inter-role conflict have significant positive impacts on affective conflict. Similarly, interpersonal conflict and stress have significant positive effects on cognitive conflict. However, the relationship between inter-role conflict and cognitive conflict, cognitive conflict, and affective conflict is not significant. Thus, the results provide suggestions for managers on how to manage telecommuters and key factors that need to be considered. It also provides a new way for other scholars to study telecommuting. Acknowledgments We thank LetPub (www.letpub.com) for its linguistic assistance during the preparation of this manuscript.

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Yang, Yanzan. "“Enabling” or “Burdensome”: The Double-edged Sword Effect of Telecommuting on Employee Health". BCP Business & Management 15 (30.12.2021): 262–72. http://dx.doi.org/10.54691/bcpbm.v15i.281.

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With COVID-19 epidemic prevention and control entering into the regular state in China, flexible working schedule, featured by telecommuting, has been chosen by a large number of enterprises as an emergency work measure to ensure the normal operation of enterprises. For further analysis of effects on health of employees telecommuting, according to JD-R model, this paper constructs the telecommuting employee health impact of theoretical model, 225 valid questionnaires of the research results show that the telecommuting have a Double-edged effect on the employees physical and mental health effects of path, and employee Self-efficacy play a mediating role in this path. When telecommuting is manifested as work resources, employees will be willing to consume personal resources, improve work enthusiasm and participation, and Self-efficacy can be effectively played, and promote the improvement of employees' health level; on the contrary, it goes down. The research results will provide new ideas and new perspectives for the research on the adjustment of enterprise employment mode, the creation of employee Self-efficacy and the sustainable and healthy development of organizations under the background of the normalization of epidemic prevention and control.

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Corral Naveda, Alvaro Nicolás. "Telecommuting as a Sustainable Transportation Measure in Ecuador". Enfoque UTE 13, nr 1 (14.01.2022): 23–41. http://dx.doi.org/10.29019/enfoqueute.786.

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The purpose of this article is to provide information to determine that telecommuting in Ecuador can be used as a measure of sustainable transport. Briefly, sustainable development is described, and certain definitions and approaches related to sustainable transport are covered, for instance, the Avoid-Shift-Improve (ASI) approach, as well as the Transport Demand Management (TDM), which serve to validate from a conceptual point of view the application and usefulness of telecommuting. An overview of the current situation in the transport sector in Ecuador is analyzed; the final energy demand; the environmental aspects related to transport, and the amount of public and private employees that are telecommuting. Taking into consideration some hypothesis, such as car ownership rate, the total amount of kilometers driven per year, the assumption of the distance travelled by employees who take public transportation; the assumptions helped to determine the savings that can be obtained through telecommuting in the present time. Therefore, these results would provide adequate information for decision makers to establish a conclusive pronouncement on whether or not support telecommuting as a valid working approach, and to develop the necessary policies to maintain it over time.

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Robertson, Michelle M., Wayne S. Maynard, Yueng-hsiang E. Huang i Jamie R. McDevitt. "Telecommuting: An Overview of Emerging Macroergonomics Issues". Proceedings of the Human Factors and Ergonomics Society Annual Meeting 46, nr 15 (wrzesień 2002): 1330–34. http://dx.doi.org/10.1177/154193120204601502.

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Advances in information technology are allowing selective employees to work “anywhere” and at “anytime.” The work location for some employees is changing from the traditional corporate office to a virtual work location, such as the home, hotel, airport, shared and satellite office, client office and the car. This trend toward “alternative work styles” and the distributed workforce is likely to continue. As these work styles and virtual workplaces continue to emerge, understanding and designing effective work systems using a macroergonomics perspective is essential to achieve the benefits of distributed work and telecommuting. In this paper, we will provide an overview of the major macroergonomics issues associated with telecommuting. First, we present the literature databases used for this paper, a macroergonomics perspective and model. Next, examples of telecommuting programs, including the organizational structure, implementation process and evaluation strategy are given. A review of the existing empirical research concerning telecommuting and its implications are also discussed. Further, a macroergonomics process for managing the health and safety of telecommuters is described. In summary, a discussion of future telecommuting research and program development using a macroergonomics, work system design approach, is given.

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Masuda, Aline D., Claudia Holtschlag i Jessica M. Nicklin. "Why the availability of telecommuting matters". Career Development International 22, nr 2 (8.05.2017): 200–219. http://dx.doi.org/10.1108/cdi-05-2016-0064.

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Purpose In line with conservation of resources theory and signaling theory, the purpose of this paper is to conceptualize and test a multiple mediation model in which telecommuting affects engagement via perceived supervisor goal support and goal progress. Design/methodology/approach A three-phase longitudinal study carried out over ten months was used to test the hypotheses. Findings Individuals who worked in organizations that offer telecommuting were more engaged than those who worked in organizations that did not offer telecommuting. Furthermore, telecommuting availability was not only directly but also indirectly related to engagement via perceived supervisor goal support and goal progress. Engagement in general decreased over time. However, individuals who attained their personal work goals were able to maintain high levels of engagement. Research limitations/implications Giving employees the option to telecommute could increase employee engagement. This study is correlational in nature and relied on self-report data. Originality/value This is the first study examining the effects of telecommuting on engagement over a period of ten months. It is also the first study to use perceived supervisor goal support and goal progress as explanatory variables to the teleworking and engagement relationship.

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Zeleny, Milan. "Telework, telecommuting and telebusiness". Human Systems Management 17, nr 4 (13.11.1998): 223–25. http://dx.doi.org/10.3233/hsm-1998-17401.

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Abdel-Wahab, Ahmed G. "Employees' Attitudes Toward Telecommuting". International Journal of Business Data Communications and Networking 2, nr 2 (kwiecień 2006): 21–36. http://dx.doi.org/10.4018/jbdcn.2006040102.

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Davies, Rod. "Internet conference on telecommuting". Career Development International 1, nr 5 (wrzesień 1996): 29–37. http://dx.doi.org/10.1108/13620439610130623.

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Butler, E. Sonny, Cheryl Aasheim i Susan Williams. "Does telecommuting improve productivity?" Communications of the ACM 50, nr 4 (kwiecień 2007): 101–3. http://dx.doi.org/10.1145/1232743.1232773.

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