An exploration of the psychological factors affecting remote e‐worker's job effectiveness, well‐being and work‐life balance

By Christine Grant, L. Wallace, P. Spurgeon. 2013

416 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/ea604ef28f484af17799268b0f0521160f55e083

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In Organizational Behavior and Human Resource Management

In Social Psychology

In Sociology and Political Science

Citations in the corpus

Working Anytime, Anywhere: The Effects on the World of Work (2017, background): “A report from Grant et al (2013) confirms that there are risk factors associated with T/ICTM, resulting from intensification and lack of time to recuperate, which could go beyond the simple social exchange between the employer and the employee.”
Boundary Management Preferences, Boundary Control, and Work-Life Balance among Full-Time Employed Professionals in Knowledge-Intensive, Flexible Work (2015, background): “Thus, through an increased use of ICT, employees can complete their work regardless of time and space (Grant et al., 2013) and can also be available for their employers at all hours (Wajcman et al., 2008).”
A review and agenda for examining how technology-driven changes at work will impact workplace mental health and employee well-being (2020, background): “Several studies have highlighted that a central hallmark of good management of flexible workers involves allowing for autonomy while also maintaining close communication and providing support when and as needed (e.g. Frolick et al., 1993; Grant et al., 2013; Richardson, 2010).”
Systematically reviewing remote e-workers’ well-being at work: a multidimensional approach (2018, methodology): “The current study will, thus, employ “remote e-worker” as an umbrella term, including any employee who first spends time away from the traditional office, and second uses ICTs to access work (Grant et al., 2013).”
Employee isolation and telecommuter organizational commitment (2020, background): “According to the relational cohesion theory and studies of interpersonal networks, one benefit of remaining with an organization is the maintenance of an individual’s power and density in personal and professional networks as both may influence employment opportunities, salary growth, and career dev”
Achieving Effective Remote Working During the COVID‐19 Pandemic: A Work Design Perspective (2020, background): “As management scholars, we might assume that we already have a sufficient evidence base to understand the psychological challenges or risks that remote workers are facing during the pandemic, given the large body of research on remote working (e.g., Grant et al., 2013; Konradt et al., 2003).”