Less need to be there: Cross-level effects of work practices that support work-life flexibility and enhance group processes and group-level OCB

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Organizational Citizenship Behavior and Performance (2009, background): “For example, a proposed crosslevel model suggests that collaborative time management, the redefinition of work contributions, proactive availability, and strategic self-presentation could all enhance group-level OCB (Van Dyne, Kossek, & Lobel, 2007).”
Workplace isolation: salespeople and supervisors in USA (2011, background): “In addition, salespeople also welcome this arrangement for increased autonomy, reduction in unproductive commute time, and greater flexibility to satisfy demands of work and life (VanDyne, Kossek and Lobel 2007 ).”
Does it matter where your manager works? Comparing managerial work mode (traditional, telework, virtual) across subordinate work experiences and outcomes (2011, background): “…suggestions illustrate, the matching and mismatching of work modes within the organizational unit may generate important exchange complications for both the worker and their manager, which given the growing likelihood of such occurrences (Van Dyne et al., 2007), demands significant future study.”