Telework: What does it mean for management?

Long Range Planning

Volumn 37, Issue 4, 2004, Pages 319-334

  Illegems, Viviane ^a,b   Verbeke, Alain ^a,c,d  

^a VRIJE UNIVERSITEIT BRUSSEL   (Belgium)

^b Elia System Operator SA   (Belgium)

^c UNIVERSITY OF OXFORD   (United Kingdom)

^d UNIVERSITY OF CALGARY   (Canada)

Author keywords

[No Author keywords available]

Indexed keywords

JOB SATISFACTION; MANAGEMENT SCIENCE; PERSONNEL; PRODUCTIVITY; STRATEGIC PLANNING;

CAPITAL RESOURCE; EMPLOYEE RELATIONS; NEGATIVE EFFECTS;

TELECOMMUNICATION CONTROL;

HUMAN RESOURCE; MANAGEMENT PRACTICE; TELECOMMUTING; WORKING CONDITIONS;

EID: 4544356007     PISSN: 00246301     EISSN: None     Source Type: Journal    
DOI: 10.1016/j.lrp.2004.03.004     Document Type: Article

References (38)

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14. Positive views of adopters should be viewed with some caution, because teleworkers may be biased to claim a positive impact on job satisfaction if they are volunteers who requested to become teleworkers. See Bailey and Kurland (2002) op cit at Ref 2.
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28. A synthesis of the above effectscan be found in V. Illegems and A. Verbeke, Moving toward the Virtual Workplace: Managerial andSocietal Perspectives on Telework, Edward Elgar, Cheltenham, 2003
29. In a recent research monograph we develop the view that non-adopters may suffer from an ex ante bounded rationality problem, in the form of misperceptions and subjective biases against telework, (see Illegemsand Verbeke (2003) Ref 9 above). In the present paper, however, we advance the more sophisticated view that differences in stated preferences between adopters and non-adopters likely reflect the differential contribution of telework to the organization's resource-base, as well as to job satisfaction.
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36. If the calculated p-value is lower than or equal to 0.05 then the hypothesis is accepted with a confidence interval of 95 percent. If the calculated p-value is higher than 0.05 and lower or equal to 0.1 then the hypothesis is accepted with a confidence interval of 90 percent.
37. The sample consisted of 131 men and 130 women, with an age range from 21 to 62 years. Of these, 54 individuals were already engaged in telework at the time of the survey, while 111 individuals expressed their interest in teleworking on a regular basis in the future. Thus a total of 165 individuals indicated an interest in telworking on a regular basis, while another 23 expressed interest in adopting the practice occasionally in the future. 73 employees expressed a lack of interest in a adopting the practice.
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