Please, Do Not Disturb. Telework, Distractions, and the Productivity of the Knowledge Worker

An unanswered question regarding telework is how differences in workplace distraction levels influence the effect of the extent of telework on productivity. Drawing from research and theory on cognitive overload and distraction conflict, we developed a quasi-field experiment to test the influence of so-called \u27distraction gains\u27 (indicating lower distraction levels at home compared to the office work environment) on the telework-productivity relationship. The results of our study (N=141) show that distraction gains will increase the positive effect of telework on productivity for knowledge workers (i.e. those with high levels of task complexity, novelty and non-routineness). A subgroup characterized by low knowledge work did not show any relationship between telework and productivity. This study provides much needed longitudinal research findings on the relationship between telework and productivity, and may serve as a basis for future studies on the importance of situational factors regarding telework

Please, do not disturb. telework, distractions, and the productivity of the knowledge worker

An unanswered question regarding telework is how differences in workplace distraction levels influence the effect of the extent of telework on productivity. Drawing from research and theory on cognitive overload and distraction conflict, we developed a quasi-field experiment to test the influence of so-called 'distraction gains' (indicating lower distraction levels at home compared to the office work environment) on the telework-productivity relationship. The results of our study (N=141) show that distraction gains will increase the positive effect of telework on productivity for knowledge workers (i.e. those with high levels of task complexity, novelty and nonroutineness). A subgroup characterized by low knowledge work did not show any relationship between telework and productivity. This study provides much needed longitudinal research findings on the relationship between telework and productivity, and may serve as a basis for future studies on the importance of situational factors regarding telework

EXAMINING MANAGERIAL LEADERSHIP BEHAVIOR, PERCEIVED PROXIMITY, AND JOB SATISFACTION IN DISTRIBUTED WORK ARRANGEMENTS

More than 70% of all employers and managers utilize flexible or distributed work arrangements (Greenfield, 2017; World at work, 2017). Yet, it appears that few organizations are prepared to manage the relationship elements that come with a distributed workforce (Boss, 2017; Miller & Campell, 2013). Using structural equation modeling and data from 838 participants, the study examined the relationship between managerial behavior, perceived proximity, and job satisfaction within organizations that utilize distributed work. The results indicate that managerial behavior has a positive relationship with perceived proximity and employee job satisfaction and supports previous literature showing perceived proximity to be more reliable than objective physical distance when evaluating relationship outcomes

Making Telework Work: The Effect of Telecommuting Intensity on Employee Work Outcomes

The current study examined the effects of telecommuting intensity – the amount of scheduled time that employees spend doing work away from the central work location – on employee outcomes. Results of this study provided insight into how telecommuting intensity relates to turnover intent and supervisor-rated performance through mediating mechanisms of work-life conflict, professional isolation, and Leader-Member Exchange. An online survey instrument was created, and an invitation to participate was sent by e-mail to telecommuters. Each participant was asked to provide an email address for his or her direct supervisor. The supervisor was asked to complete a shortened version of the telecommuter survey including an evaluation of the employee’s performance and an assessment of Leader-Member Exchange relationships. Data from these surveys were analyzed using structural equation modeling. Results indicated professional isolation fully mediated the relationship between telecommuting intensity and turnover intent. Further, work-life conflict, professional isolation, and LMX quality all were significantly related to turnover intent and LMX quality was significantly related to supervisor-rated performance. Implications for future research and practice are presented

Explaining Organizational Virtuality: Insights from the Knowledge Based View

Despite a sizable body of literature on virtual organization, little attention has been paid to defining organizational virtuality and identifying organizational factors that influence degree of virtuality of virtual organizations. Based on the virtual organization literature and the knowledge-based view, we develop a working definition of organizational virtuality by conducting a review on the existing definitions of virtual organization, and identify knowledge-related organizational factors that influence organizational virtuality. More specifically, we propose that 1) an organization’s need for knowledge exchange and ability to engage in knowledge exchange jointly determine the level of organizational virtuality that exists in the firm; 2) The higher the need for and ability to engage in knowledge exchange, the higher the level of organizational virtuality of the firm. The contribution the study makes to the academia and the practitioners are also discussed

When Being More Different and Less Visible Leads to Commitment and Justice for All

Little empirical research is available that counters the viewpoint that both demographically dissimilar individuals and telecommuters have low-levels of commitment, in addition to the role of procedural justice in this context. Using a multi-company sample of 201 respondents employed by U.S. firms each with more than 100 employees; the results indicate significant support for high-levels of demographic dissimilarity associated with low-levels of affective commitment towards one’s organization. Contrary to the hypotheses, high-intensity telecommuting was found to be more strongly related to affective commitment, especially when procedural justice was high. Non-significant results were found for telecommuting intensity as a moderator of the negative relationship between perceived relational demography and affective commitment. Overall, these results indicate that the frequency of telecommuting does not minimize the negative effects of demographic dissimilarity on commitment; however, perceptions of fair processes to determine telecommuting are important

Turnover Intention: An Examination of Job Characteristics and Transactional Leadership Style Among Operators in Electrical and Electronics Sub-Sector

Job turnover is traditionally faced by organizations in many industries. Implications such as resources wastage and low productivity can be derived from turnover issue. Turnover intention is found as best predictor for actual turnover in previous studies. Consequently, this demands some insights on turnover intention subject in Malaysia context. This study investigated factors that may predict operator’s turnover intention towards their current manufacturing companies. In this respect, the objective of the study was to determine the significance relationship of job characteristics and transactional leadership styles on turnover intention among manufacturing employees particularly in electrical and electronics sub-sector. The study was conducted amongst the operators of manufacturing industry in Peninsular Malaysia (N=800). Considering that Malaysia manufacturing industry has shown a strong economic growth through large investment in economic activities, it is important for all manufacturing companies to retain talented employees and reduce turnover problem in order to be more productive and competitive. The findings resulted in acceptance of the study hypothesis formulated. Dimensions of job characteristics (i.e. skill variety, task identity and feedback) and transactional leadership styles (i.e. contingent rewards, management-by-exception passive) significantly correlated and contributed to the turnover intention. Based on the research findings, theoretical and practical implications are discussed. Limitation and suggestion for future research are also highlighted. Hence, with limited literature on the subject of job characteristics, transactional leadership style and turnover intention in Malaysia manufacturing sector, the findings have, to some extent, contributed to the understanding of the concept and further enhance the knowledge of these subjects especially in Malaysian context

An Empirical Examination of the Computer Security Behaviors of Telecommuters Working with Confidential Data through Leveraging the Factors from Fear Appeals Model (FAM)

Computer users’ security compliance behaviors can be better understood by devising an experimental study to examine how fear appeals might impact users’ security behavior. Telecommuter security behavior has become very relevant in information systems (IS) research with the growing number of individuals working from home. The increasing dependence on telecommuting to enhance the viability and convenience has created an urgency with the advent of the COVID-19 pandemic to examine the behavior of users working at home across a corporate network. The home networks are usually not as secure as those in corporate settings. There is seldom a firewall setting and lack of an up-to-date antivirus can make home computers more susceptible to attacks – especially when a user clicks on an attachment or malware. The goal of this study was to investigate how the home computer user’s behavior can be modified, especially among telecommuters who work with sensitive data. The data collected using a web-based survey. A Likert scale was used on all survey items with a pre-analysis of the data preceding the data assessment. The Partial Least Square (PLS) was used to report the analysis of the data gathered from a total of 376 response. The study outcomes demonstrated that response efficacy, self-efficacy, and social influence positively influenced protection motivation. The perceived threat severity positively affected both response efficacy and self-efficacy, while the perceived threat susceptibility did not affect both response efficacy and self-efficacy. The Fear Appeals Model (FAM) extension with computer security usage showed the positive significance of protection motivation on computer security usage. This study adds to the awareness and theoretical suggestions to the current literature. The results disclose the FAM capability to envisage user behavior established on threat and coping appraisals from home computer security usage. Furthermore, the study\u27s FAM extension implies that telecommuters can take recommended responses to protect their computers from security threats. The outcome will help managers communicate effectively with their telecommuting employees to modify their security behavior and safeguard their data

Individual psychological factors and strategies for successful working from home

This thesis examines individual psychological factors and strategies that enable employees to successfully work from home (WFH). It offers two studies that advance the understanding of this area. The first study, a systematic literature review (SLR), followed best practice SLR methodology to explore individual psychological factors that enable employees to successfully WFH, with an additional focus on how ‘successful’ WFH is defined in the literature. Definitions of successful WFH ranged from performance to wellbeing outcomes of WFH. Similarly, a wide variety of individual psychological factors were explored across studies within the SLR. Whilst there appeared to be promising evidence for the role of individual psychological factors overall in WFH outcomes, none of the thirteen studies identified in the SLR focused specifically on early careers employees. The SLR additionally showed that the literature was dominated by quantitative methodologies, largely missing out the rich, subjective experience of WFH, and there was limited consideration of theory. To address the limitations identified in the SLR, the second study used a qualitative design to examine individual psychological factors and strategies that enable early careers employees to successfully WFH, within the context of Person Environment Fit and Job Crafting theories. It offers Person-Environment Fit as a useful definition of successful WFH. Results indicated a range of individual psychological factors or strategies that early careers employees who identify as having a good ‘fit’ with WFH have or use. Taken together, the results of the first and second study respond to calls for an increased focus on the role of the individual in successful WFH, demonstrating promising evidence for the role of individual psychological factors in successful WFH. Implications for theory, research and practice are discussed