مقاله انگلیسی کار از خانه، رضایت شغلی و تعادل کار و زندگی
عنوان فارسی مقاله: کار از خانه، رضایت شغلی و تعادل کار و زندگی - ارتباطات ناهمگن یا مستحکم؟
عنوان انگلیسی مقاله: Working from home, job satisfaction and work–life balance – robust or heterogeneous links?
مجله/کنفرانس: مجله بین المللی قدرت انسان - International Journal of Manpower
رشته های تحصیلی مرتبط: مدیریت
گرایش های تحصیلی مرتبط: مدیریت منابع انسانی، منابع انسانی و روابط کار
کلمات کلیدی فارسی: ارتباط از راه دور، دورکاری، اثرات بر کارکنان، رضایت شغلی، تعادل کار و زندگی
کلمات کلیدی انگلیسی: Telecommuting, Remote work, Effects on employees, Job satisfaction, Work–life balance
نوع نگارش مقاله: مقاله پژوهشی (Research Article)
نمایه: Scopus - Master Journals List - JCR
شناسه دیجیتال (DOI): https://doi.org/10.1108/IJM-10-2019-0458
دانشگاه: University of Erlangen-Nuremberg, Nurnberg, Germany
ناشر: امرالد - Emeraldinsight
ایمپکت فاکتور: 1.750 در سال 2020
شاخص H_index: 58 در سال 2021
شاخص SJR: 0.435 در سال 2020
شاخص Quartile (چارک): Q2 در سال 2020
وضعیت ترجمه: ترجمه نشده است
قیمت مقاله انگلیسی: رایگان
آیا این مقاله بیس است: بله
آیا این مقاله مدل مفهومی دارد: ندارد
آیا این مقاله پرسشنامه دارد: ندارد
آیا این مقاله متغیر دارد: دارد
آیا این مقاله فرضیه دارد: ندارد
رفرنس: دارای رفرنس در داخل متن و انتهای مقاله
فهرست مطالب (انگلیسی)
2. Related literature and hypotheses
3. Data and descriptive statistics
4. Empirical strategy
5. Estimation results
بخشی از مقاله (انگلیسی)
Purpose – It is analyzed whether working from home improves or impairs the job satisfaction and the work–life balance and under which conditions.
Design/methodology/approach – Blocks of influences on job satisfaction and work–life balance – personal traits, job characteristics, skills and employment properties – are estimated separately and in combination. To select the variables, the least angle regression is applied. The entropy balancing approach is used to determine causal effects. The study investigates whether imbalances are determined by private or job influences, whether firm-specific regulations and the selected control group affect the results and whether it only takes place during leisure time.
Findings – No clear effects of remote work on job satisfaction are revealed, but the impact on work–life balance is generally negative. If the imbalance is conditioned by private interests, this is not corroborated in contrast to job conditioned features. Employees working from home are happier than those who want to work at home, job satisfaction is higher and work–life balance is not worse under a strict contractual agreement than under a nonbinding commitment.
Originality/value – A wide range of personality traits, skills, employment properties and job characteristics are incorporated as determinants. The problem of causality is investigated. It is analyzed whether the use of alternative control and treatment groups leads to different results. The empirical investigation is based on new German data with three waves.
Working from home, also called remote work (RW), telecommuting, teleworking, homework, home office, mobile work, outwork and the flexible workplace, is a work arrangement, in which employees do not commute to their workplace in the company. Despite advances in technology during the last decade, working from home has grown only modestly. Interestingly only 12% of all employees in Germany work primarily or occasionally from home, although this practice would theoretically be possible for 30–40% of the jobs (Brenke, 2016). The Bureau of Labor Statistics (2019) reported that in 2018 almost 25% of wage and salary workers at least occasionally worked from a home office.
The increasing acceptance of working from home may be led by management, because reduced labor costs and increasing productivity and profitability are expected. This development Working from home office. The increasing acceptance of working from home may be led by management, because reduced labor costs and increasing productivity and profitability are expected. This development also relates to concerns over deteriorating work–life balance (WLB) and the potential of RW to help address this, but thus there is a lack of systematic evidence or consensus. Even within a single industry, practices vary considerably. Many employers still insist on compulsory presence at the workplace. Unions were reluctant to support RW in the past. For their part fearing that establishments would use an extension of RW to save costs and that the employees would have to work under precarious conditions. This attitude has partially changed. For example, on Labor Day 2018, the German Confederation of Trade Unions (DGB) insisted on a legal claim on working from home in case it is not an impediment to the operation of the business. Since 2016, employers in the Netherlands have been obligated to check whether it is possible to allow RW if an employee expresses a preference for such work.