Toward a telework taxonomy and test for suitability: A synthesis of the literature

Fritz, Mary Elizabeth Watson; Higa, Kunihiko; Narasimhan, Sridhar

doi:10.1007/bf01409777

Cited by 34 publications

(14 citation statements)

References 15 publications

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“…The use of inconsistent, unclear, or unsatisfactory definitions by different studies has resulted in a fundamental ambiguity with respect to the importance of the phenomenon. A number of attempts have been made to place telecommuting and its relatives within a typology of remote work options (Dick, 1996;Fritz, et al, 1995;Helling and Mokhtarian, 2001;Huws, et al, 1990;Kraut, 1988;Lamond, et al, 1997;Lindstrom, et al, 1997;Mokhtarian, 1991;Niles, 1994;Qvortrup, 1992Qvortrup, , 1996Salomon, 1990), yet we seem no closer to consensus than ever.…”

Section: Background For the Case Of Telecommutingmentioning

confidence: 77%

Measuring the Measurable: Why can’t we Agree on the Number of Telecommuters in the U.S.?

2005

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Using telecommuting as a case study, we demonstrate that definitions, measurement instruments, sampling and sometimes vested interests affect the quality and utility even of seemingly objective and "measurable" data. Little consensus exists with respect to the definition of telecommuting, or to possible distinctions from related terms such as teleworking. Such a consensus is unlikely, since the "best" definition of telecommuting depends on one's point of reference and purpose. However, differing definitions confound efforts to measure the amount of telecommuting and how it is changing over time. This paper evaluates estimates of the amounts of telecommuting occurring in the U. S. obtained from several different sources: the U. S. Census, the American Housing Survey, several Work at Home supplements to the Current Population Survey, a series of market research surveys, and the trade association-sponsored Telework America surveys. Many of the issues raised here are transferable to other contexts, and indirectly serve as suggestions for improving data collection in the future.

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Section: Background For the Case Of Telecommutingmentioning

confidence: 77%

Measuring the Measurable: Why can’t we Agree on the Number of Telecommuters in the U.S.?

2005

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“…For example, Bélanger and Allport [9] define teleworking as "working away from the traditional office using computers and telecommunication facilities to maintain a link to the office" [9, p. 102], whereas other studies perceive telework in a broader way, as any kind of distributed work enabled by information technologies [19]. Shin et al [53] focus on the location by defining telework as the reduction of commuting distance by working at home.…”

Section: Teleworkingmentioning

confidence: 99%

“…The type of work enabled by ICTs is known as teleworking [19] and is established to reduce an organizations' expenses [20]. Teleworking becomes an alternative to traditional office work as it improves employees' work-life balance.…”

Section: Introductionmentioning

confidence: 99%

Does teleworking negatively influence IT professionals?

Weinert

Maier

Laumer

et al. 2014

Proceedings of the 52nd ACM Conference on Computers and People Research

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Despite the wide dissemination and acceptance of teleworking in the IT industry, companies like Yahoo!, HP, or Best Buy have stopped their telework programs, which indicates that there might also be some negative side effects in this type of work. In regard to this, our research focuses on one particular negative side of teleworking by focusing on teleworking-induced stress of IT professionals. We theorize that teleworking-induced stressors influence IT personnel's psychological and behavioral strain in the form of exhaustion due to teleworking and discontinuous intention towards teleworking. Results of an empirical online survey with 57 IT professionals validate these dependencies, which gives us the grounds to identify work overload, work-home conflict, information underload, and social isolation as influence factors of exhaustion due to teleworking. Further results reveal that discontinuous intentions towards teleworking is directly influenced by social isolation and exhaustion due to teleworking, whereas the influence of work overload is mediated by exhaustion due to teleworking. Work overload due to telework has the strongest effect on exhaustion due to teleworking, which in turn is the strongest influence factor on the discontinuous intention towards teleworking.

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“…Non-traditional satellite offices tend to be sited in convenient locations and draw workers from across an organization based upon proximity rather than organizational structure. Neighborhood work centers serve a similar function, allowing workers to use offices closer to where they live or need to be; in these cases, however, the offices are shared by a number of organizations, allowing access to a greater number of locations than a single organization could provide (Fritz, Higa, & Narasimhan, 1995). Workers are able to "hotel" at the office that is most convenient to them at the time, rather than being restricted to where their particular department is located or their company's nearest sole occupancy office.…”

Section: The Form Of the Evolving Officementioning

confidence: 99%