The Impact of Working at Home on Career Outcomes of Professional Employees

This research examines the claim that working at home adversely affects employees\u27 career progress, by comparing the career achievements of professional employees who work at home and those who do not. The findings contradict assertions of negative consequences of working at home. Implications for research and practice are discussed

Faculty Research in Progress, 2018-2019

The production of scholarly research continues to be one of the primary missions of the ILR School. During a typical academic year, ILR faculty members published or had accepted for publication over 25 books, edited volumes, and monographs, 170 articles and chapters in edited volumes, numerous book reviews. In addition, a large number of manuscripts were submitted for publication, presented at professional association meetings, or circulated in working paper form. Our faculty\u27s research continues to find its way into the very best industrial relations, social science and statistics journal

Travel Demand Growth: Research on Longer-Term Issues. The Potential Contribution of Trip Planning Systems

INTRODUCTION 1.1 The growth in demand for travel Over the 20 years hm 1965, National Travel Survey (NTS) data shows a 61% growth in total person - km of travel. More detailed analysis suggests that this is made up roughly as follows:- due to increased population 4% due to more journeys 22% due to longer journeys 35% This implies that around 60% of the growth in travel has been due to people travelling further, rather than making more journeys. It is interesting to note, too, that the same phenomenon occurs even in the most congested areas. Between 1975 and 1985, NTS shows an 11% growth in person -km by London residents, at a time when population fell by 5%. In this case, the growth is made up roughly as follows:- due to lost population -5% due to more journeys 4% due to longer journeys 12% It is of course difficult to estimate the extent to which future growth in travel will be generated by longer journeys. The NRTF, which predicts a growth in car-km of between 120% and 180% between 1985 and 2025, is not based on a procedure which enables the effects of journey making and journey length to be separated. However, it is worth noting that if the same pattern were to exist at a national level in future, the predicted growth in car travel due to longer journeys could be equivalent to between 75% and 100% of today's car travel. It seems appropriate to ask whether it is a wise use of scarce resources to provide the infrastructure and energy needed to enable people to carry out their activities further from home. (Continues...

Impact of Flexible Work Arrangements on Workers' Productivity in Information and Communication Technology Sector: An Empirical Study of the Gaza Strip ICT Firms

This research aimed to highlight the concept of flexibility in work and to study the impact of five types of flexible work arrangements (FWAs) on workers' productivity in information and communication technology sector, as an empirical study of the Gaza strip information and communication technology companies. The study used the analytical descriptive methodology and used a questionnaire distributed to a sample consisting of 178 employees who are working in the information and communication technology companies. Using the statistical methods and processed through SPSS program, the most notable finding of the study was the presence of the positive impact of flexible work arrangements on workers' productivity since 65.68% of the employees agreed on that. The study recommended that information and communication technology companies should raise the awareness of the management and staff about FWAs programs and its importance and its great effects on employees' productivity. The researchers recommended companies to support family-friendly organizational culture and to go toward writing companies policies and laws that lay down the applicability of various FWAs and govern the selection processes among the various FWAs

An empirical investigation of technology usage, virtual status, organizational justice, need for affiliation, organizational identification and their influence on work success

Advancements in information communication technology have led to a growth in the telecommuting work force and increased interest in telecommuting research. Antecedents of work success are re-examined. This study attempts to disclose the relationships among communication technology usage, need for affiliation, organizational justice, employee\u27s virtual status and organizational identification and how these factors affect work success. Four main questions drove this research: Do organizational justice and employee\u27s virtual status moderate the relationship between communication technology usage and organizational identification? ; Do organizational justice and employee\u27s virtual status moderate the relationship between need for affiliation and organizational identification? ; Do organizational identification, organizational justice, and employee\u27s virtual status help explain employee\u27s work success? ; and How does the communication technology usage portfolio of telecommuters differ from that of their non-telecommuting counterparts? Cross-sectional data were collected using an online survey. A total of 263 full-time employees affiliated with a variety of industries in the US provided responses to the questions included in the survey. Upon developing testable hypotheses, the results of employing hierarchical regression analysis reveal that (1) both communication technology usage and need for affiliation positively influence organizational identification; (2) employee\u27s virtual status moderates the two relationships between communication technology usage as well as need for affiliation and organizational identification; (3) organizational justice positively moderates the relationship between communication technology usage and organizational identification; and (4) both organizational identification and organizational justice positively influence work success. Applying multivariate statistical methods to the usage data of 22 communication technology devices led to the classification of the devices into four groups: office technology; mobile technology; new technology; and older technology. A comparison of usage between telecommuters and non-telecommuters reveal, among others, that (1) telecommuters use office technologies significantly less frequently than non-telecommuters; (2) telecommuters use mobile technologies significantly more frequently than non-telecommuters; and (3) telecommuters do not use new or older technologies any different from their non-telecommuting counterparts. Interpretation of research findings, contributions of the study to information systems theory and practice, its limitations, and directions for future research are highlighted

Telecommuting In Higher Education: An Examination of the Decision-Making Factors

The purpose in conducting this study was to research some of the factors that influence the decision whether or not to adopt a telecommuting program in the higher education setting. The study examined some organizational characteristics and the perceived constraints and motivators that could influence adoption (or not) of a telecommuting program at an institution. The study also examined the current perceptions of success of recruiting and retaining information technology staff at each institution. A post hoc survey was developed by the researcher to gather information about the motivators and constraints involved in adoption of telecommuting programs. A total of 102 respondents from a sample of 181 (population of 347) provided an overall response rate of 62.19%. The study was conducted exclusively in the higher education setting. Descriptive statistics, including frequencies, percentages, and means, were used to report demographic information and to also analyze some of the research questions. Further analysis of the survey information included Spearman’s Rho, t test, and chi-square. Major findings of the study were: (a) Research University I institutions were found to be more likely to have a telecommuting program; Master’s Universities and Colleges I’s comprised the highest percentage of non-adopters followed by Associate of Arts Colleges, (b) budget cuts had a significant effect on recruiting success but no statistically significant effect was found on retention success, (c) adopters and non-adopters of telecommuting reported that “improvement of overall (employee) benefits” was or would be the primary motivator for adoption of telecommuting, (d) adopters reported cost of program implementation and legal issues as the primary constraints to adoption (e) non-adopters cited various reasons for not adopting that included a program was in the planning states, an informal program was already in place, there was not perceived need or suitable jobs, and negative issues would be or had been raised about telecommuting, (f) 62.5% of existing telecommuting programs were periodically evaluated, (g) the adoption of a telecommuting program was not related to more positive results in recruiting and retention of information technology staff, and (g) correlation coefficients indicated a positive relationship between the perceived level of success in recruiting and retention of IT staff and the success of the adopted telecommuting program, but not a statistically significant one

Consideration of the virtual team work and disabled citizens, as promising opportunity providers for the e government infrastructure's formation

The Information area has revolutionized the workplace. Douglas Kruse, a professor of human resources and the director of the program for disability research at Rutgers University, states that 7% of employed persons with disabilities work 20 hours or more a week from home. While some modern countries have established “virtual teams”, which are said to be comprised of people who are geographically scattered and who work across boundaries of space and time using computer driven communication technologies, it is also true that many developing countries remain structured around conventional face-to-face teams. A motive toward virtual team working may be cost effectiveness. Increasing transport and human resource costs makes face to face contact less attractive unless they are essential. In an environment of urging to move into the direction of governing the activities via electronic moves, consideration of the individuals who deliver their services to the society in the form of virtual teams are of the primary value which should accelerate the E culture while E government is aimed at. By reviewing literature and theories, this paper present the definition and characteristics of virtual teams. A comparison of different types of virtual teams along with the application, strengths and limitations of them regarding as the promising elements of e activities are elaborated. Persons with disabilities are entitled to and capable of the same career options as their non-disabled counterparts and increasing numbers of them are taking advantage of virtual workplaces therefore creating a condition to facilitate the cultivation of e moves in the society.Virtual team, Virtual Workplaces, Disabled Citizen, Workplace, E Government