Citation

Golden TD, Veiga JF, Simsek Z. J. Appl. Psychol. 2006; 91(6): 1340-1350.

Affiliation

Lally School of Management & Technology, Rensselaer Polytechnic Institute, Troy, NY, USA. GoldenT@rpi.edu

Copyright

(Copyright © 2006, American Psychological Association)

DOI

10.1037/0021-9010.91.6.1340

PMID

17100488

Abstract

The literature on the impact of telecommuting on work-family conflict has been equivocal, asserting that telecommuting enhances work-life balance and reduces conflict, or countering that it increases conflict as more time and emotional energy are allocated to family. Surveying 454 professional-level employees who split their work time between an office and home, the authors examined how extensively working in this mode impacts work-to-family conflict and family-to-work conflict, as well as the contextual impact of job autonomy, scheduling flexibility, and household size. As hypothesized, the findings suggest that telecommuting has a differential impact on work-family conflict, such that the more extensively individuals work in this mode, the lower their work-to-family conflict, but the higher their family-to-work conflict. Additionally, job autonomy and scheduling flexibility were found to positively moderate telecommuting's impact on work-to-family conflict, but household size was found to negatively moderate telecommuting's impact on family-to-work conflict, suggesting that contextual factors may be domain specific.

Language: en