Men at Work and at Home: Managing Emotion in Telework

By K. Marsh, Gill Musson. 2007

90 citations recorded by the source corpus.

Subfields: Gender Studies, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/8735cd2734e684a05c22e84a2816de09de4fbcfc

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Citations in the corpus

Systematically reviewing remote e-workers’ well-being at work: a multidimensional approach (2018, background): “An alternative interpretation of emotions, based on narratives of three fathers, was that working from home could “provide a space where men can adopt the emotional discourses traditionally associated with women” (Marsh & Musson, 2008, p. 46).”
Identity and identification at work (2016, result): “This proposition is further supported by the research on home-based work concluding that in this context both genders experience significant strain between their work and family identities (Marsh & Musson, 2008; Wilson & Greenhill, 2004).”
Employee isolation and telecommuter organizational commitment (2020, background): “Such perceptions motivate managers and on-site coworkers to compensate for telecommuters’ absence with increased communications using ICTs (Marsh and Musson, 2008; Golden, 2006; and Leonardi et al., 2004).”
Comparing telework locations and traditional work arrangements: Differences in work‐life balance support, job satisfaction, and inclusion (2010, background): “Working from home increases the permeability of work and personal life domains (e.g. Hartig et al., 2007; Marsh and Musson, 2008).”
Assessing the growth of remote working and its consequences for effort, well‐being and work‐life balance (2017, unknown): “The prediction of border theory, then, is that remote working will heighten negative work-home spill-overs as suggested by several qualitative studies (Mirchandani, 2000; Crosbie and Moore, 2004; Marsh and Musson, 2008).”