Telecommuting: comparing Singapore to Southern California

Khan, M. B.; Tung, Lai Lai; Turban, Efraim

doi:10.3233/hsm-1997-16204

Cited by 4 publications

(2 citation statements)

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“…Finally, although there have been some efforts to extend the study of geographic regions outside of the United States [121][122][123], our findings do not provide insights into how job outcomes of telecommuters may be influenced by national cultural norms. Future work should investigate ways in which telecommuting may be influenced by societal and cultural factors including those experienced by multinational organizations that transcend multiple national and political boundaries.…”

Section: Limitations and Implications For Future Researchmentioning

confidence: 64%

Telecommuting and job outcomes: A moderated mediation model of system use, software quality, and social Exchange

Kuruzovich

Paczkowski

Golden

et al. 2021

Information & Management

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Section: Limitations and Implications For Future Researchmentioning

confidence: 64%

Telecommuting and job outcomes: A moderated mediation model of system use, software quality, and social Exchange

Kuruzovich

Paczkowski

Golden

et al. 2021

Information & Management

View full text Add to dashboard Cite

“…Similarly, we might not expect much change in individual level variables because workers are not away from the office frequently enough or for long enough periods. These variables include social and professional isolation, managerial control, employee evaluation and assessment, and loyalty to the firm, all of which have been cited as concerns in previous telework studies (e.g., Khan, Tung, & Turban, 1997;Mokhtarian et al, 1998;Olson, 1982;Pratt, 1984;Yap & Tng, 1990).…”

Section: What Happens When People Telework?mentioning

confidence: 99%

A review of telework research: findings, new directions, and lessons for the study of modern work

Bailey

Kurland²

2002

J Organ Behavior

1,156

982

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Telework has inspired research in disciplines ranging from transportation and urban planning to ethics, law, sociology, and organizational studies. In our review of this literature, we seek answers to three questions: who participates in telework, why they do, and what happens when they do? Who teleworks remains elusive, but research suggests that male professionals and female clerical workers predominate. Notably, work-related factors like managers' willingness are most predictive of which employees will telework. Employees' motivations for tele-working are also unclear, as commonly perceived reasons such as commute reduction and family obligations do not appear instrumental. On the firms' side, managers' reluctance, forged by concerns about cost and control and bolstered by little perceived need, inhibits the creation of telework programmes. As for outcomes, little clear evidence exists that tele-work increases job satisfaction and productivity, as it is often asserted to do. We suggest three steps for future research may provide richer insights: consider group and organizational level impacts to understand who telework affects, reconsider why people telework, and emphasize theory-building and links to existing organizational theories. We conclude with lessons learned from the telework literature that may be relevant to research on new work forms and workplaces.

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Telecommuting, professional isolation, and employee development in public and private organizations

Cooper

Kurland²

2002

J Organ Behavior

555

477

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SummaryThis study employs a grounded theory methodology to compare the impact telecommuting has on public and private employees' perceptions of professional isolation. It relied on 93 semi-structured interviews with telecommuters, non-telecommuters, and their respective supervisors in two high technology firms and two city governments. These organizations had active telecommuting programmes and a strong interest in making telecommuting a successful work option, providing an opportunity to investigate the challenges of telecommuting that existed even within friendly environments. The interviews demonstrated that professional isolation of telecommuters is inextricably linked to employee development activities (interpersonal networking, informal learning, and mentoring). The extent to which telecommuters experience professional isolation depends upon the extent to which these activities are valued in the workplace and the degree to which telecommuters miss these opportunities. Public respondents appeared to value these informal developmental activities less than private employees. Therefore, we stipulate that telecommuting is less likely to hinder the professional development of public sector employees than that of employees in the private sector.

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Telecommuting: comparing Singapore to Southern California

Cited by 4 publications

References 0 publications

Telecommuting and job outcomes: A moderated mediation model of system use, software quality, and social Exchange

Telecommuting and job outcomes: A moderated mediation model of system use, software quality, and social Exchange

A review of telework research: findings, new directions, and lessons for the study of modern work

Telecommuting, professional isolation, and employee development in public and private organizations

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