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

By Timothy D. Golden. 2007

226 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/a522d4aef0781fb61f7334f4bb08428bc38ab40e

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In Organizational Behavior and Human Resource Management

In Social Psychology

In Sociology and Political Science

Citations in the corpus

To leave or not to leave: When receiving interpersonal citizenship behavior influences an employee’s turnover intention (2013, background): “It has also been shown that satisfaction with coworkers is negatively associated with turnover intention (Golden, 2007), indicating that positive connections with coworkers tie individuals to the organization.”
The impact of professional isolation on teleworker job performance and turnover intentions: does time spent teleworking, interacting face-to-face, or having access to communication-enhancing technology matter? (2008, background): “This may include structuring activities between coworkers to ensure sufficient levels of both task and affective exchanges occur, so as to build and strengthen interpersonal connections during the course of achieving work objectives (Golden, 2007).”
Does it matter where your manager works? Comparing managerial work mode (traditional, telework, virtual) across subordinate work experiences and outcomes (2011, background): “Such feelings seem especially prone for subordinates who are not able to enjoy the reported work-family benefits of telework or virtual work, yet see their manager doing so (Golden, 2007; Guimaraes and Dallow, 1999).”
Testing the Connectivity Paradox: Linking Teleworkers' Communication Media Use to Social Presence, Stress from Interruptions, and Organizational Identification (2012, background): “Transparency regarding teleworkers’ availability may also benefit officebased employees, who have been found to experience dissatisfaction when telework is prevalent in the organization (Golden, 2007).”
Workplace isolation: salespeople and supervisors in USA (2011, background): “During FTF communication, people use voice, tone, gestures, and facial expressions to convey, as well as receive, information and emotions (Golden 2007 ).”
Does Turnover Intention Matter? Evaluating the Usefulness of Turnover Intention Rate as a Predictor of Actual Turnover Rate (2016, background): “This idea that telework might have adverse consequences on non-teleworkers was also introduced by Golden (2007).”
How Effective Is Telecommuting? Assessing the Status of Our Scientific Findings (2015, background): “Golden (2007) found that a higher prevalence of teleworkers in an organization was associated with less satisfaction with coworkers among employees who did not telecommute.”
Assessing the growth of remote working and its consequences for effort, well‐being and work‐life balance (2017, unknown): “…work workers will be prepared to make sacriﬁces such as doing unpaid work, working harder to get noticed or putting in extra effort out of obligation to the employer and/ or ofﬁce-bound colleagues (Golden, 2007; Kelliher and Anderson, 2010; de Menezes and Kelliher, 2011; Elsbach et al. , 2012).”
In Good Company? A Multi-Study, Multi-Level Investigation of the Effects of Coworker Relationships on Employee Well-Being. (2010, background): “Most of the recent research on coworker satisfaction considers it as a dependent variable, as predicted by variables such as telework (Golden, 2007), organizational politics (Fedor, Maslyn, Farmer, & Bettenhausen, 2008), the interaction between job insecurity and participation in decision-making…”
Why Teleworkers are More Satisfied with Their Jobs than are Office-Based Workers: When Less Contact is Beneficial (2010, background): “In addition, future studies should examine the effects of telework on all employees, as office workers may be adversely affected by telework prevalence and intensity (Golden, 2007).”
Flexible Working and Performance: A Systematic Review of the Evidence for a Business Case (2011, unknown): “Taking a slightly different stance, Golden (2007) examined the satisfaction of co-workers of teleworkers, and found that teleworker prevalence was negatively associated with co-worker satisfaction and that this was influenced by the amount of time teleworkers worked.”
A Within-Person Examination of the Effects of Telework (2014, background): “For example, a series of studies (Golden et al. 2006, 2008; Golden 2007; Golden and Veiga 2005; Virick et al. 2010) have measured the extent of telecommuting as ‘‘the average number of hours per week spent consistently away from one’s office working as a telecommuter’’ (Golden 2006, p. 326).”