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Resea RRR CH
productivity, thus, affecting the organization itself. In an organization, job satisfactiom is an attitude
associated with the degree to which people like or dislike their job. A low-level job satisfaction predicts
negative attitudes and behavior in work, such as absenteeism, external turnover, and reduced
productivity. Among others, the characteristics of the work itself and the employee's job principles
determine the causes that can lead to dissatisfaction and satisfaction (Susanty, Miradipta, & Jie, 2013).
However, due to the growing number of workers, one of the things now considers . being the origin of
this is the disruption of family work (Galinsky, 2001).
The familywork conflict has become a relevant issue for contemporary organizations because both labor
and family life of an employee begins to override and, consequently, distract each other for a weighty
commitment atjwork. The relationship between job satisfaction and work-family conflict is such that an
increasc in work-family conflict reduces the level of satisfaction. Job satisfaction influenced by the
degree of compatibility between the work role and important part of life. Work and family roles are two
of the most important responsibility in life; we can imagine that the individual can also create a negative
attitude towards work. And since the organizational structures, policies, and practices are changing
abruptly; employees are important for employers and organizations. The group asks most of the time
employees, efforts, priorities, and attractions to be useful and beneficial to this ever-changing world
(Loretto, 2018).
The researchers found that the relationship between working remotely and job satisfaction subsided,
and the employees’ job satisfaction levels decreased at higher levels of remote work. In other words,
this finding’s main implication is that employees are able to socially connect in person with their
coworkers and managers, while also having the flexibility of meeting their personal needs when they
work remotely only several days out of the week. Alternatively, when employees work the majority of
their work week remotely, they experience more isolation due to less 8 social interaction with their
colleagues at work, which leads to a decline in their job satisfaction levels. Allen, Golden, and Shockley
(2015) found in a recent meta-analysis that remote work was positively associated with job satisfaction,
however, the correlation was small (r = .09).
Therefore, we expect the following: Hypothesis 2: Telecommuting is negatively related to work– family
conflict.
Communication/social keme
The third conceptual theme deals with concerns about telecommuting’s potential for relational
impoverishment at work. The reduction in face-to-face interactions, the lower frequency and richness of
communication between telecommuters and other organization members (Daft & Lengel, 1986), and,
thus, the diminCONSEQUENCES OF TELECOMMUTING 1525 ished social presence (Short, Williams, &
Christie, 1976) telecommuters have weakens the interpersonal bonds they have with their coworkers or
supervisors (Golden, 2006b; Nardi & Whittaker, 2002). These negative consequences are likely to be
especially severe for individuals who work away from their central work location for the major portion
of their work week.
Autonomy
Telecommuters in general are likely to experience increased feelings of freedom and discretion because
they are spatially and psychologically removed from direct, face-to-face supervision (DuBrin, 1991).
Those employees engaged in part-time telecommuting arrangements are also likely to experience
increased autonomy because of the flexibility they are afforded over the location of their work (Shamir
& Salomon, 1985). An implicit assumption in the telecommuting literature has been that flexibility in
work location is likely to increase self-reliance in scheduling particular tasks and to increase control over
the means of completing them: Flexibility equals control (Duxbury et al., 1998; Raghuram, Garud,
Wiesenfeld, & Gupta, 2001). This increased flexibility in the timing and execution of tasks enhances
employees’ perceptions of autonomy (Hackman & Oldham, 1976). In addition, performing one’s tasks at
home allows control over breaks, clothing, layout, decoration, lighting, ventilation, music, and other
ambient elements that can contribute to increased feelings of autonomy (Elsbach, 2003; Standen, 2000).
These arguments lead us to propose the following:
Job satisfaction
Telecommuting provides employees with the choice of working away from a central location. It also
leads to reduced costs of working, via savings in transportation hassles, time, and money for employees,
and (in many cases) formal business dress is not required. By providing the opportunity to telecommute,
such an arrangement could also symbolize an employer’s willingness to alter the work environment in
response to employees’ needs. This might also be perceived by employees as reflecting or allowing a
greater fit between themselves and their job, which is an aspect of positive work role adjustment
(Baltes, Briggs, Huff, Wright, & Neuman, 1999; Dawis, England, & Lofquist, 1968). Altogether, these
benefits of telecommuting lead us to assert the following: Hypothesis 4: Telecommuting is positively
related to job satisfaction
Job performance/productivity
Improved productivity is probably the most widely touted benefit associated with telecommuting
(McCloskey & Igbaria, 2003; Pinsonneault & Boisvert, 2001). A chief explanation for this proposed
advantage in performance is that doing tasks remotely also means fewer disruptions while working
(Bailey & Kurland, 2002). Telecommuting is also expected to increase productivity through increased
work hours made possible by time saved from not commuting (Apgar, 1998). Finally, telecommuting
provides individuals the opportunity to tailor or modify the work environment to better match how and
when they do their work most effectively. Baltes et al. (1999) made a similar argument for improved
performance in the context of flexible work scheduling. Therefore, we expect the following: Hypothesis
5: Telecommuting is positively related to job performance.
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