Impact of Telecommuting on Employees’ Performance

Abstract

This work examined the impact of telecommuting on employees’ performance. The dynamic nature of the environment in which our organizations operate and customers need made this investigation very necessary. The objectives of the study were; to find out if arrangement that enables employee to work at home has a positive relationship with better quality of work and to ascertain whether an arrangement that allows employee to work at agreed location has significant relationship with speedy service delivery. To achieve the objectives, a survey research design was adopted. The techniques employed in analyzing the data were descriptive statistics and spearman rank correlation coefficient. The results indicated that the arrangement that enables employee to work at home has a weak and positive relationship with better quality of work. It was also found that arrangement that allows employee to work at agreed location has a significant relationship with speedy service delivery. Based on the findings, the researcher concluded that telecommuting has impact on employee performance. It was recommended that managers of telecommunication out-fits should continue with the arrangement that allows employees to work at agreed location since it was found to have significant relationship with speedy service delivery but also ensure that, there is a strong mechanism on ground to monitor the activities of the telecommuters.

Examining the Interrelation Between Job Autonomy and Job Performance: A Critical Literature Review

“…Different elements of job autonomy can be traced in organizations including (but not limited to): work method, work schedule, pace of work, work procedures, workplace, work evaluation, working hours, kind of work and amount of work, goals, priorities and work criteria (De Jonge, 1995). Telecommuting (Onyemaechi et al , 2018), flexible working hours (Kattenbach, Demerouti & Nachreiner, 2010;Beckmann, 2016), and job sharing (Ivancevich & Konopaske, 2013) are among sub-divisional areas of job autonomy that are practiced in numerous organizations. Job autonomy is considered within the process of job design in human resource management.…”

The Association between the Impacts of Telecommuting Work Arrangement and Employee Performance during Covid- 19 Pandemic: A Case Study in Private Sector

“…Telecommuting offers employee with several benefits that will enhance their working and personal life. Onyemaechi et al (2018) posit that telecommuting allows more flexibility in employee's schedule which helps them to respond quickly in case of unexpected events. Furthermore, (Fazrida et al, 2018) stated that telecommuting offers opportunity for working parents to balance their work and personal needs.…”

IT's Role in Reshaping Work Culture & Organizational Behavior - Remote Working as a Case in Point: A Case Study about "Maktabi" Project of the PDO Company

“…[7] Onyemaechi et al (2018) conducted a survey of telecommute (remote) workers to identify the impact of remote work on performance. The parameters that were used to assess performance were better quality of work and speedy delivery of service.…”

“…However, increased monitoring and supervision should be implemented to enhance the quality of work. [8] The paper by Onyemaechi et al (2018) demonstrated a positive response to telecommute work among employees. However, the survey was found to be highly subjective in nature and did not collect responses from supervisors or management who are better qualified to rate the quality of work.…”