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The Effects of Telework on Well-being
Abstract The Telework Enhancement Act of 2010 expanded the scope of telework within the federal government and encouraged eligible employees to take advantage of remote work opportunities. Many supervisors, however, remain skeptical of telework’s organizational benefits. Previous studies have demonstrated strong correlations between well-being and employee productivity, turnover, and engagement. This case study examined the impact of work location—home versus office—on well-being. Survey data using the day reconstruction method (DRM) were collected from a voluntary sample of 516 experienced part-time federal cabinet-level teleworkers living in the National Capital Region. Overall, employees spent more time engaged in work, family, and personal activities and experienced higher net positive affect when working at home compared to working at an office. Social relations at the office mediated and work-life balance moderated the relationship between family obligations and net positive affect. Cognitive load mediated and job satisfaction and opportunity for achievement moderated the relationship between work location and net positive affect. Job satisfaction also moderated the relationship between net positive affect and perceived performance at work. Although the generalizability of these results was limited by the non-representative nature of the sample surveyed, these findings suggest that telework may be an effective strategy for improving employee performance by enhancing employee well-being.
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Telework has grown exponentially due to COVID-19, and has revealed itself as a useful work condition with a largely positive impact on employees’ well-being. Since many variables are involved in determining the relationships between telework and well-being, this paper clarifies the role of teleworkability, employees’ preference for telework, and telework intensity; specifically, how the first two variables impact on well-being through telework intensity. A systematic review was carried out between 2012 and 2022 to analyze how these variables relate. Scarce literature connecting these subjects showed that teleworkability and the preference for telework influence the amount of time employees wish to telework. Teleworkability and preference for telework need to be studied from a multilevel perspective since country-, company-, and individual-level characteristics impact on them. The results also confirmed that telework intensity establishes direct relationships with well-being, and it .
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European Conference on Information Systems 2014 (ECIS 2014)
Engagement in work through information and communication technology from places other than a corporate office, often referred to as telework, is simultaneously transforming work and life. In order to support successful adoption of telework by organizations it is important to move away from re- search stacking up evidence for or against telework. Instead what is required is a more nuanced ex- amination that seeks to contribute to better understanding of work practices and the support for suc- cessful approaches to telework. Based on an analysis of an extensive online debate following Yahoo’s decision to ban telework, we identify important issues associated with telework in practice and con- trast them with their presence in extant literature. This leads to the identification of areas for research that should be further advanced to support organizations in improving their telework practices. In particular such research can be built on a more thorough assessment of teamwork and collaboration needs, as well as the nature of work that is to be undertaken by teleworkers.
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Journal of Organizational Behavior
