Does it matter where you work? A comparison of how three work venues (traditional office, virtual office, and home office) influence aspects of work and personal/family life

By E. Jeffrey Hill, M. Ferris, Vjollca Märtinson. 2003

580 citations recorded by the source corpus.

Subfields: Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/5168f72cdb9d912a920b54efdf511e3640d96f9a

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Social Psychology

In Sociology and Political Science

Citations in the corpus

Methodological choices in work-life balance research 1987 to 2006: a critical review (2010, background): “Indeed, the first quantitative work-life study was published as late as 2003 (Hill, Ferris and Martinson, 2003 ), followed by four papers published in 2004, five in 2005, and five in 2006.”
Engaging in Personal Business on the Job: Extending the Presenteeism Construct. (2007, background): “This may be due to a high degree of confidence in the anonymity and confidentiality of Internet surveys (Hill et al., 2003).”
Smartphone Use, Work–Home Interference, and Burnout: A Diary Study on the Role of Recovery (2014, background): “In addition, the scarce studies that have examined the impact of smartphone use on employee well-being are either qualitative (e.g. Jarvenpaa & Lang, 2005; Middleton, 2007) or cross-sectional in nature (e.g. Hill et al., 2003; OlsonBuchanan & Boswell, 2006).”
Why Teleworkers are More Satisfied with Their Jobs than are Office-Based Workers: When Less Contact is Beneficial (2010, background): “High-intensity teleworkers also benefit from a greater balance between work and their personal lives, which should increase job satisfaction, decrease turnover intent and job stress (Gajendran & Harrison, 2007), and relate to employee motivation and other positive outcomes (Hill et al., 2003).”
The influence of flexible work arrangements on employee engagement: An exploratory study (2020, background): “Some researchers have argued that FWAs can negatively impact work–life balance because employees are unable to differentiate between work and personal time, especially when working from home (Hill et al., 2003) and that working from home can increase stress (Schmidt & Neubach, 2007).”
A Within-Person Examination of the Effects of Telework (2014, background): “In another study, Hill et al (2003) found that teleworkers are more motivated than, and perform as well as, traditional office workers.”
Flexible Working and Performance: A Systematic Review of the Evidence for a Business Case (2011, unknown): “Virtual vs traditional worker Hill et al. (1998), Johnson et al.”
Work‐life balance, travel‐to‐work, and the dual career household (2012, background): “Meanwhile, those using flexible working arrangements may be able to alleviate the pressures of the “school run” by avoiding peak journey times, and home-workers can circumvent the commute entirely (Hill et al., 2003).”