Validation evidence is provided for scales that measure five aspects of affective well-being in relation to the work context: anxiety-comfort, depression-pleasure, bored-enthusiastic, tiredness-vigour and angry-placid. Confirmatory factor analysis is used to test four alternative structures for the items in the scales in two samples (n = 871, n = 1915). Analyses in both samples support one structure. The final scales have acceptable internal reliability. The unique explanatory power of each scale is suggested by partial correlations with theoretically related variables. Confirmatory factor analysis indicates that the five factor solution has a better fit with the data than other first order solutions with fewer factors. Second order factor analysis shows that two superordinate factors, corresponding to negative and positive affect, can account for the relationships amongst the five first order factors.
Boredom is an emotional state that has a long history in organizational research. Despite recent changes in technology and the organization of work, boredom remains a part of the experience of work. The available evidence indicates that boredom is associated mainly with negative individual and organizational outcomes. The authors organize the review of the antecedents of boredom around four major themes in the literature: boredom in relation to jobs; individual differences; social context; and goals and coping. The authors conclude that the major challenge for researchers is to provide an integrative account of boredom which subsumes multiple areas of research, and that one most promising avenue for future research requires further attention to boredom in relation to coping processes, pursuit and attainment of personal goals
Teleworking is a work practice that entails remote working for at least some of the time. Common arrangements include work done at home or in the field, by teleworkers in a range of occupations. As such, telework is one of the most radical departures from standard working conditions in the suite of flexible work practices now gaining widespread acceptance. In this paper, we develop an explanatory model of organizational adoption of teleworking. We do this as a means of integrating the current literature on the incidence of teleworking and to provide a theoretical grounding and framework for understanding differentials in the growth of teleworking in different organizations, industries and countries. We begin by developing an appropriate framework for conceptualizing teleworking. We propose a multivariate approach that is able to differentiate the various forms of teleworking. We then use this framework to develop a model and a series of propositions concerning the adoption of different forms of teleworking. Neo-institutional theory, as well as recent empirical evidence on teleworking informs this model
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