Good to Be Home? Time‐Use and Satisfaction Levels Among Home‐Based Teleworkers

By D. Wheatley. 2012

161 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/9daed9b0cbebee833f0a1c17aae9fb6e652648bc

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In Organizational Behavior and Human Resource Management

In Social Psychology

In Sociology and Political Science

Citations in the corpus

Autonomy in Paid Work and Employee Subjective Well-Being (2017, background): “These results are consistent with the benefits for women of flexibility in both the timing and location of paid work (Wheatley, 2012b).”
Does Telework Stress Employees Out? A Study on Working at Home and Subjective Well-Being for Wage/Salary Workers (2019, background): “…2004), higher productivity (Kemerling 2002), greater work–life balance and less stress (Felstead et al. 2002; Raghuram and Wiesenfeld 2004; Sullivan and Lewis 2006; Azarbouyeh and Naini 2014), greater employee satisfaction (Wheatley 2012), and better job performance (Fonner and Roloff 2010).”
Working Anytime, Anywhere: The Effects on the World of Work (2017, background): “In all these countries, T/ICTM – especially home-based telework – is becoming an increasingly important strategy for groups struggling to combine the daily use of time for various purposes at different locations (see Wheatley, 2012a).”
An exploration of the psychological factors affecting remote e‐worker's job effectiveness, well‐being and work‐life balance (2013, background): “It has now been recognised that there are numerous benefits to employers who seek to improve job effectiveness and the productivity of employees through implementing remote working practices (Butler et al., 2007; Wheatley, 2012; Noonan and Glass, 2012).”
Assessing the growth of remote working and its consequences for effort, well‐being and work‐life balance (2017, unknown): “Using the British Household Panel Survey (BHPS), for example Wheatley (2012) demonstrates that those who work at home are more satisﬁed with their working hours and their job overall.”