Impact of Telework on Exhaustion and Job Engagement: A Job Demands and Job Resources Model

By Shruti Sardeshmukh, Dheeraj Sharma, Timothy D. Golden. 2012

417 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/528d35520ab63f9d92734131dc6438bee4d82cee

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In Organizational Behavior and Human Resource Management

In Social Psychology

In Sociology and Political Science

Citations in the corpus

The role of organisational support in teleworker wellbeing: a socio-technical systems approach. (2016, background): “…literature suggests that not all telework arrangements are effective and that negative outcomes are observed under some conditions (Mahler, 2012; Sardeshmukh et al., 2012; Tremblay and Thomsin, 2012), including social isolation (Golden et al., 2008), co-worker dissatisfaction (Golden, 2007),…”
Do new ways of working increase work engagement (2018, background): “Sardeshmukh et al. (2012) find that 519 New ways of working teleworking could increase work engagement (through increased autonomy, reduced time pressure, and reduced role conflict) but also decrease work engagement (through increased role ambiguity, reduced feedback, and reduced support).”
Assessing the growth of remote working and its consequences for effort, well‐being and work‐life balance (2017, neutral): “…Commons Attribution License, which permits use, distribution and reproduction in any medium, provided the original work is properly cited. appeared in journals such as this one (Hislop and Axtell, 2007; Maruyama et al. , 2009; Sardeshmukh et al. , 2012; Wheatley, 2012; Vilhelmson and Thulin, 2016).”
Systematically reviewing remote e-workers’ well-being at work: a multidimensional approach (2018, background): “For instance, autonomy was found to be a mechanism through which remote e-working decreased emotional exhaustion (Sardeshmukh et al., 2012), increasing job satisfaction (Gajendran & Harrison, 2007).”
Wellbeing Costs of Technology Use during Covid-19 Remote Working: An Investigation Using the Italian Translation of the Technostress Creators Scale (2020, background): “Telework was found to be associated with significantly lower work–family conflict [72], work-role stress and work exhaustion [72,73].”
Definitional and Conceptual Muddling: Identifying the Positionality of Employee Engagement and Defining the Construct (2017, methodology): “Other scales that were utilized included Saks’s (2006) Organizational Engagement Scale, the Rich et al. (2010) JES, and Britt’s (1999) six-item Engagement Scale (Anaza & Rutherford, 2012; Chen et al., 2014; Sardeshmukh et al., 2012).”
How Effective Is Telecommuting? Assessing the Status of Our Scientific Findings (2015, background): “Further, there is evidence that the relationships are partially mediated by increased autonomy (Gajendran & Harrison, 2007; Sardeshmukh et al., 2012).”