A group which will monitor and share the progress made with Results Only Work Environment in the federal government.
Telework AND Flextime and work life balance
September 10, 2010 at 12:01 pm #110489
Interesting read! ….
date of the study is June 2007….
From Science Daily:
Telecommuters With Flextime Stay Balanced Up to 19 Hours Longer
ScienceDaily (July 13, 2010) — Not surprising: Telecommuters balance work and family life better than office workers.
Surprising: They can maintain that balance even while sometimes squeezing in a couple extra days’ worth of work each week.
Researchers from Brigham Young University analyzed data from 24,436 IBM employees in 75 countries, identifying the point at which 25 percent of employees reported that work interfered with personal and family life.
For office workers on a regular schedule, the breaking point was 38 hours per week. Given a flexible schedule and the option to telecommute, employees were able to clock 57 hours per week before experiencing such conflict.
Not all of those 57 hours are telecommuting hours, notes lead study author E. Jeffrey Hill, a professor in BYU’s School of Family Life. The typical high-flexibility work arrangement includes a mix of office time and firing up the laptop from home, the venue depending on the task at hand.
“Telecommuting is really only beneficial for reducing work-life conflict when it is accompanied by flextime,” Hill said.
Before he joined BYU’s faculty, Hill was a pioneering telecommuter at IBM starting in 1990, working for the company’s Armonk, New York headquarters while living in Arizona and then Utah. A few years later, the organization made a big telecommuting push and saved millions on the cost of office space.
“Managers were initially skeptical about the wisdom of working at home and said things like ‘If we can’t see them, how can we know they are working?'” Hill said.
Nowadays more than 80 percent of IBM managers agree that productivity increases in a flexible environment.
In the current economy, the scenario is being repeated with other businesses feeling the pinch.
“A down economy may actually give impetus to flexibility because most options save money or are cost-neutral,” Hill said. “Flexible work options are associated with higher job satisfaction, boosting morale when it may be suffering in a down economy.”
The study, titled “Finding an Extra Day or Two,” will appear in the June issue of the Journal of Family Psychology. Study coauthors include BYU School of Family Life professors Jenet J. Erickson and Erin K. Holmes, and Maria Ferris, a retired IBM researcher.
Previous research by this group found that family dinnertime isn’t just good for kids — it recharges working parents. Slate dubbed their findings the “Mac-and-Cheese Effect” for the extra benefit the family dinner hour gives to working mothers of young children.
In the new study, telecommuting’s benefits were apparent among both genders.
“Men are as likely as women to use flexible work arrangements,” Hill said.
one can purchase the study from PSYCNET
This study explores the influence of workplace flexibility on work-life conflict for a global sample of workers from four groups of countries. Data are from the 2007 International Business Machines Global Work and Life Issues Survey administered in 75 countries (N = 24,436). We specifically examine flexibility in where (work-at-home) and when (perceived schedule flexibility) workers engage in work-related tasks. Multivariate results indicate that work-at-home and perceived schedule flexibility are generally related to less work-life conflict. Break point analyses of sub-groups reveal that employees with workplace flexibility are able to work longer hours (often equivalent to one or two 8-hr days more per week) before reporting work-life conflict. The benefit of work-at-home is increased when combined with schedule flexibility. These findings were generally consistent across all four groups of countries, supporting the case that workplace flexibility is beneficial both to individuals (in the form of reduced work-life conflict) and to businesses (in the form of capacity for longer work hours). However, work-at-home appears less beneficial in countries with collectivist cultures. (PsycINFO Database Record (c) 2010 APA, all rights reserved)
September 10, 2010 at 2:14 pm #110491
Interesting study! Did the researchers also look at task productivity during a given work hour by a teleworker versus an office worker? For example, do teleworkers produce more work product per an hour than office workers?
You must be logged in to reply to this topic.