Moderators of the curvilinear relation between extent of telecommuting and job and life satisfaction: The role of performance outcome orientation and worker type

By M. Virick, N. Dasilva, K. Arrington. 2010

184 citations recorded by the source corpus.

Subfields: Marketing, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/c105731d07e90044aa8f5e64f3e4fe32cdbf591f

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Citations in the corpus

Communication and Teleworking: A Study of Communication Channel Satisfaction, Personality, and Job Satisfaction for Teleworking Employees (2018, background): “Teleworking is an internationally growing trend and while there are many benefits, some employees do not experience greater job satisfaction because of teleworking (Cooper & Kurland, 2002; Golden, 2006; Golden & Viega, 2005; Virick et al., 2010).”
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).”
Whistle While You Work (2012, background): “Quality of Nonwork Life Wilensky’s (1960) spillover hypothesis suggests that work experiences color one’s nonwork experiences.”
How Effective Is Telecommuting? Assessing the Status of Our Scientific Findings (2015, background): “For example, several studies have found that job satisfaction is highest among individuals who telecommute a moderate amount compared to those who telecommute either a small amount or more extensively (Golden, 2006b; Golden & Veiga, 2005; Virick et al., 2010).”
Systematically reviewing remote e-workers’ well-being at work: a multidimensional approach (2018, background): “Moreover, the positive relationship between remote e-working and job satisfaction was found to be moderated by low task interdependence and/or high levels of job discretion (Golden & Veiga, 2005); as well as performance-outcome orientation and workaholic levels (i.e., high drive and low enjoyment; V”