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Telecommuting Experiences and Outcomes: Myths and Realities

Telecommuting Experiences and Outcomes: Myths and Realities

Donna Weaver McCloskey
Copyright: © 2001 |Pages: 18
ISBN13: 9781878289797|ISBN10: 1878289799|EISBN13: 9781930708976
DOI: 10.4018/978-1-878289-79-7.ch013
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MLA

McCloskey, Donna Weaver. "Telecommuting Experiences and Outcomes: Myths and Realities." Telecommuting and Virtual Offices: Issues and Opportunities, edited by Nancy Johnson, IGI Global, 2001, pp. 213-230. https://doi.org/10.4018/978-1-878289-79-7.ch013

APA

McCloskey, D. W. (2001). Telecommuting Experiences and Outcomes: Myths and Realities. In N. Johnson (Ed.), Telecommuting and Virtual Offices: Issues and Opportunities (pp. 213-230). IGI Global. https://doi.org/10.4018/978-1-878289-79-7.ch013

Chicago

McCloskey, Donna Weaver. "Telecommuting Experiences and Outcomes: Myths and Realities." In Telecommuting and Virtual Offices: Issues and Opportunities, edited by Nancy Johnson, 213-230. Hershey, PA: IGI Global, 2001. https://doi.org/10.4018/978-1-878289-79-7.ch013

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Abstract

There are many contradictions concerning expected telecommuting experiences and outcomes. At one extreme telecommuting is believed to benefit the employee by providing increased flexibility and job satisfaction and reduced stress. On the other extreme telecommuting has been said to result in very negative experiences and outcomes for employees including isolation, increased stress and limited career advancement opportunities. This research attempts to separate the telecommuting myths and realities by examining the impact of this work arrangement on work experiences and outcomes for professional employees. This research found telecommuting experiences and outcomes are largely positive for professional employees. The telecommuters reported significantly more autonomy, boundary spanning activities and career advancement prospects and significantly less time and strain-based work-family conflict than their non-telecommuting peers. The only negative experience that was found was that telecommuters received less career support than non-telecommuters. The lack of career support did not hinder career advancement prospects.

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