Why Teleworkers are More Satisfied with Their Jobs than are Office-Based Workers: When Less Contact is Beneficial

By K. Fonner, Michael E. Roloff. 2010

467 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/3919aa75c5960e56aca980a183a8622ad55b1771

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In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

All in a Day's Work, at Home: Teleworkers’ Management of Micro Role Transitions and the Work–Home Boundary (2012, unknown): “Telework has been associated with benefits such as lower work–life conflict (Gajendran and Harrison, 2007) and less stress from work-related interruptions (Fonner and Roloff, 2010).”
Communication and Teleworking: A Study of Communication Channel Satisfaction, Personality, and Job Satisfaction for Teleworking Employees (2018, background): “Teleworking offers many benefits at the organizational and individual levels such as increased employee performance, decreased organizational expenses, higher employee morale, and more employee autonomy (Caillier, 2011; Cooper & Kurland, 2002; Fonner & Roloff, 2010).”
Examining the tensions in workplace flexibility and exploring options for new directions (2014, background): “…and negotiations (Buzzanell and Liu, 2007; Kirby and Krone, 2002; Miller et al., 1996), telecommuting and use of technology (Broadfoot, 2001; Fonner and Roloff, 2010; Golden and Geisler, 2006; Peters et al., 2010; Peters and Wildenbeest, 2012), community and family infrastructure (Grzywacz…”
How Effective Is Telecommuting? Assessing the Status of Our Scientific Findings (2015, background): “…identification have been noted, including amount of social support received, amount of stress from interruptions, coworker inclusionary and exclusionary behaviors, and quality of relationships with coworkers (Fay & Kline, 2012; Fonner & Roloff, 2010; Wiesenfeld, Raghuram, & Garud, 2001).”
Systematically reviewing remote e-workers’ well-being at work: a multidimensional approach (2018, background): “For example, instead of taking for granted that working in solitude will lead individuals to become socially isolated, we could explore where they may also benefit (e.g., greater satisfaction) due to filtering out office-based distractions (Fonner & Roloff, 2010).”
A Within-Person Examination of the Effects of Telework (2014, background): “One explanation for these results is that teleworking is associated with fewer unanticipated disruptions while working, thereby leading to less work-related stress and job dissatisfaction (Fonner and Roloff 2010).”
Work-Related Communication Technology Use Outside of Regular Work Hours and Work Life Conflict (2014, background): “…communication technologies can be perceived both positively and negatively by workers who use them to perform work-related tasks and communicate with coworkers outside of the workplace (Edley, 2001; Fonner & Roloff, 2010, 2012; Gajendran & Harrison, 2007; Kossek & Ozeki, 1998; Shia & Monroe, 2006).”
Testing the Connectivity Paradox: Linking Teleworkers' Communication Media Use to Social Presence, Stress from Interruptions, and Organizational Identification (2012, background): “…1999) and to experience greater job satisfaction and less frequent information exchange, work life conflict, stress from meetings and interruptions, and exposure to general office politics relative to employees working the majority of their time in a collocated environment (Fonner & Roloff, 2010).”
Coworker Relationships and Informal Communication in High-Intensity Telecommuting (2011, background): “Fonner and Roloff (2010) have further linked lower work-life conflict among high-intensity teleworkers with their job satisfaction.”