capacrao annual meeting presentation 2016
TRANSCRIPT
The Lived Experience of Teleworking:
A Research ReviewCAPACRAO Annual Meeting
9.26.16Dr. Kristin Albright Waters
Goals of Session Review Case Study Research Understand current trends and tips for
teleworkingLearn strategies for creating a teleworking
environmentDetermine if it is “right for you”Answer remaining questions
Topic Review Professional Staff Senate
Taskforce – Flexible Work Life BalancePersonal Experience
Two jobs and teleworkingGap in the literature
Lived experienceHigher Education
The Lived Experience of Teleworking: A Case Study from the Higher Education Environment
History of Telework Jack Nilles: "Father of Telecommuting" 1974. -Teleworking:
Work that is conducted away from the usual place of business but mostly at home and that is often supported by telecommunications, Internet access, or a computer.
Falls under the umbrella of Flexible Work/Life Balance (FWLB).
Other FWLB: shared work schedules, modified schedule, Hoteling, remote working, modified work week, Flexitour, etc.
Originally designed in response to relocating to suburbs and rising oil and energy costs.
Federal Government
Today’s Teleworker
Research QuestionsRQ #1: What are the lived experiences of
exempt employees who telework?Results = Chapter 4Narratives of the lived experiences
RQ #2: Do these employees experience fit as outlined by the Concept of Fit theoretical framework? Results = Chapter 5Findings organized by the theoretical
framework
Theoretical Framework:Concept of Fit
DISTRIBUTED WORK ARRANGEMENTS
Figure 1. A framework for studying distributed work arrangements (Belanger & Collins, 1998).
Organizational Characteristics
Individual
Characteristics
Work
Characteristics
Technology Characteristics
FIT Outcomes
Societal
Individual Organizational
Theoretical Framework:Concept of Fit
SUMMARY OF MODEL VARIABLES Organizational Characteristics ExamplesOrganizational objectives Cost savings, increased productivity and employee demands/incentivesOrganizational culture Employee commitment and loyaltyOrganizational control mechanisms Outcome, behavioral, personal, and clan controlsIndividual Characteristics ExamplesIndividual objectives Cost savings, control of work scheduleIndividual skills Technical and problem solving-skills, communication, reliability and
self-sufficiencyWork Characteristics ExamplesCommunication pattern Base on task type: high or low information exchange requirementsCoordination requirements Based on task type: standardized, scheduled, mutual agreement and
team coordinationTechnology Characteristics ExamplesSecurity requirement Appropriate equipment and furniture, information ownership and
control establishedPhysical setup Quiet space, access to appropriate equipment and supportOutcomes ExamplesSocietal Reduced pollution, work provided in low employment areasOrganizational Increased productivity, employee retention, reduced overheadIndividual Increased satisfaction, control of work schedule, increased productivity,
reduced commuting time and costs, stress from work-family conflicts
Figure 2. Summary of model variables.
Participant ProfileDemographic Characteristics of Participants
Participant Gender Ethnicity Participant
Code Telework
Day Bertha F AA 1 Monday Laya F AA 2 Wednesday Mindi F C 3 Wednesday Paul M C 4 Tuesday Oobleck M C 5 Monday Terry F SEA 6 Wednesday Lynn F C 7 Wednesday Lucy F C 8 Friday Jim Hatfield M C 9 N/A Wendy F AA 10 Friday Anne F C 11 N/A Note. F = Female; M = Male; AA = African American; C = Caucasian; SEA = Southeast Asian.
Findings
Similar experiences among participants
Plan tasks to ‘save’ for telework dayDistractions in the office/focusEmail – first ‘thing’ they do on telework daySupportive supervisorsCommuteTechnology: internet and computerWant to telework moreOffice of support
Unique experiences among participants
Communication with officeStart and end time of telework dayPersonal tasksDistraction at homeTechnologyTasks – processing/creativityNegative thoughts/perceptions
RQ #1: What are the lived experiences of exempt employees who telework?RQ #2: Do these employees experience fit as outlined by the Concept of Fit theoretical framework?
Findings, Con’t. 4 characteristics = all presentFit = participants not aware of framework3 outcomes = all present
Overall, participants experience fit as outlined by the Concept of Fit theoretical framework.
RecommendationsRECOMMENDED MODIFICATION TO DISTRIBUTED WORK ARRANGEMENTS
Figure 1. A recommended framework (Belanger & Collins, 199) for studying distributed work arrangements. The dashed line is the recommended addition posed by the researcher.
Organizational Characteristics
Individual
Characteristics
Work
Characteristics
Technology Characteristics
FIT Outcomes
Societal
Individual Organizational
Implications for Future ResearchFurther analysis of Concept of Fit
Modification to Concept of Fit
Gender roles
Supervisory style/relationship
Results Oriented/Only Workplace Environment (ROWE)
Day of Week for teleworking
Next StepsPublish findings
ProQuestWorld at WorkAACRAO
Additional analysisNew study utilizing Concept of FitFurther analysis with current data
Policy modificationHR representations at site institution
PresentationsSite Institution: Professional Staff Senate/President’s CouncilRegional and National Organizations: World at
Work/HR/HigherEdSystem schools with teleworking policy
Employer: Pros to TeleworkSave in expenses: water, electricity, paper, rentSupporting decrease in carbon footprint/environmental
sustainabilityLoss production due to outside factors decreasedIncreased productivity: productivity studies consistently find
that teleworkers outperform their peers at the traditional office by about 16 percent; which means that companies save $2 for every $1 invested in remote equipment and extra phone lines” (Hequet, 1994).
Increased office spaceMore 'favorable' to people with special needsIncreased range for recruitment of employeesLess vacation/sick time used for employees
Employee: Pros to TeleworkSaved resources: fuel, car repair, dry cleaning, etc.:
"teleworking one day a week, the average commuter could save an estimated $2,104 per year" (Markarian, 2007).
Increase in timeDecrease in distractions at workFlexibility in the workplaceTrust and Organization Commitment: "common thread in the
commitment research is that when employers provide employees with a rewarding job and supportive work environment, employees reciprocate by becoming committed to the organization" (Knudsen, Johnson, Martin, & Roman, 2003).
Increase in productivity; sense of deeper appreciation to the institution
Cons to TeleworkResources are neededTechnology is not full proofRisk of confidential dataRisk of staff not completing workMissed "water cooler" conversationsSocial isolationToo much productivity/Work Life Balance issuesCreativity can flourish or flounderNot suited for all employees (person and
position)
Things to keep in mind….
Is it Right For You – Write It OutConcept of Fit:
Organizational CharacteristicsIndividual CharacteristicsTask CharacteristicsTechnology Characteristics
Registrar and AdmissionsSIS – Electronic?Document Imaging System – Electronic?Access/VPN/Staff with ComputersDegree AuditsRequest Tickets/EmailsTranscripts?Reading of Admissions FileGeneration of LettersResidency Review and AppealsDigital Catalog and Course Scheduling
How to get startedReview HR website for policy or benefitEnsure you have a performance review of effectiveTalk to your supervisor – mention to benefits to the
organization FIRST, and ones that will keep you engageOffer a trial periodOffer to complete all paperwork/Make is hard for them
to say NOOffer a “remote location” on campusOffer 1 x monthBe clear with deliverablesSet clear expectations for communication
Thank youQuestions?Comments?
References available upon request
Contact Information:[email protected]