The Impact of Extent of Telecommuting on Job Satisfaction: Resolving Inconsistent Findings

By Timothy D. Golden, John F. Veiga. 2005

465 citations recorded by the source corpus.

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

View Paper: https://www.semanticscholar.org/paper/6ff1222a9041e2d3896f7984f75ed6e1443dda30

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In Organizational Behavior and Human Resource Management

In Sociology and Political Science

Citations in the corpus

Comparing telework locations and traditional work arrangements: Differences in work‐life balance support, job satisfaction, and inclusion (2010, background): “Job satisfaction Working from home is associated with job satisfaction (e.g. Bailey and Kurland, 2003; Belanger, 1999; Golden and Veiga, 2005).”
New Ways of Working: Impact on Working Conditions, Work–Family Balance, and Well-Being (2014, background): “of flexible working practices on employee outcomes (Golden and Veiga 2005).”
The role of organisational support in teleworker wellbeing: a socio-technical systems approach. (2016, background): “Each of these studies reported a relationship between support for teleworkers and either positive telework outcomes, including satisfaction (Golden, 2006; Golden and Veiga, 2005), or absence of negative telework outcomes.”
Moderators of the curvilinear relation between extent of telecommuting and job and life satisfaction: The role of performance outcome orientation and worker type (2010, background): “Golden and Veiga (2005) reported that the curvilinear relation between extent of telecommuting and job satisfaction was moderated by task interdependence, with telecommuters with high task interdependence experiencing a slower rise in job satisfaction than those with lower levels of…”
How Effective Is Telecommuting? Assessing the Status of Our Scientific Findings (2015, background): “…in the literature, brought largely to the forefront by a series of studies (Golden, 2006a, 2006b, 2007, 2012; Golden & Raghuram, 2010; Golden & Veiga, 2005; Golden, Veiga, & Dino, 2008; Golden, Veiga, & Simsek, 2006; Morganson, Major, Oborn, Verive, & Heelan, 2010; Virick, DaSilva, &…”
A Study of the Association between Level of Slack Reduction Following Downsizing and Innovation Output (2010, unknown): “We entered the lagged downsizing for t-1, t-2, and t-3 in the same model to account for their simultaneous effects on the dependent variable (Golden and Viega, 2005).”
Placing Job Characteristics in Context: Cross-Temporal Meta-Analysis of Changes in Job Characteristics Since 1975 (2018, unknown): “For instance, skill variety (Chen & Chiu, 2009), autonomy (De Jonge & Schaufeli, 1998; Golden & Veiga, 2005), interdependence (Harrison, Johns, & Martocchio, 2000; Wong, DeSanctis, & Staudenmayer, 2007), and job scope (i.e., combination of job characteristics; Xie & Johns, 1995; Champoux, 1980)…”
Achieving Effective Remote Working During the COVID‐19 Pandemic: A Work Design Perspective (2020, background): “The key implication from these studies is that managers should provide remote working for appropriate jobs and workers (Golden & Veiga, 2005).”
Systematically reviewing remote e-workers’ well-being at work: a multidimensional approach (2018, methodology): “An interesting viewpoint was that the positive link between remote e-working and job satisfaction occurs under specific conditions; indicating a curvilinear relationship (i.e., Caillier, 2012; Golden & Veiga, 2005; Virick, DaSilva, & Arrington, 2010).”
Dead Or Alive? The Development, Trajectory And Future Of Technology Adoption Research (2007, background): “In fact, Notani (1998) presented a meta-analysis of the various moderators of relationships tied to perceived behavioral control.”
Communication and Teleworking: A Study of Communication Channel Satisfaction, Personality, and Job Satisfaction for Teleworking Employees (2018, background): “Specifically, Golden and Viega (2005) argued that in small amounts, teleworkers are more satisfied because they experience all the benefits of teleworking and in turn”
Co-workers who telework and the impact on those in the office: Understanding the implications of virtual work for co-worker satisfaction and turnover intentions (2007, methodology): “The time co-workers telework refers to the amount of time co-workers telework in a typical week (Golden & Veiga, 2005; Wiesenfeld et al., 1999).”
Employee isolation and telecommuter organizational commitment (2020, background): “…isolated telecommuters tend to feel frustrated and untrusted, prone to loneliness, and have poorer organizational identification and an inability to maintain meaningful relationships with coworkers (Cooper and Kurland, 2002; Golden and Veiga, 2005; Fay and Kline, 2012; McCloskey and Igbaria, 2003).”
Work–Family Conflict: The Importance of Family-Friendly Employment Practices and Family-Supportive Supervisors (2008, background): “A central premise throughout much of the literature is that ‘‘telecommuters are better able to meet nonwork, familyrelated responsibilities’’ ( Golden and Veiga 2005, p. 302 ).”
A Meta-Analytic Examination of the Construct Validity of the Michigan Organizational Assessment Questionnaire Job Satisfaction Subscale. (2008, methodology): “The MOAQ was developed as an alternative to the Job Diagnostic Survey (JDS; Hackman & Oldham, 1980) and thus includes subscale that assess the variables identified by Hackman and Oldham’s (1976) Job Characteristics Model (for reviews of the development and early history of the MOAQ see Cammann et al”