Exploring Differences in Employee Turnover Intentions and Its Determinants Among Telecommuters and Non-Telecommuters.

Author List: Igbaria, Magid; Guimaraes, Tor;

Journal of Management Information Systems, 1999, Volume 16, Issue 1, Page 147-164.

As telecommuting programs proliferate, a better understanding of the relationship between telecommuting and career success outcomes is required to provide human resources managers, telecommuters, and information systems managers with information to decide the future of telecommuting arrangements. This paper addresses this need by exploring whether turnover intentions and their determinants differ for telecommuters and non-telecommuters. Four hundred salespeople from one large company in the southeastern United States were asked to participate in the study. The organization entry point was the marketing director. One hundred and four telecommuting employees and one hundred and twenty-one regular employees responded, with a total of 225 usable questionnaires. Telecommuters seemed to face less role conflict and role ambiguity and tended to be happier with their supervisors and more committed to their organizations. They also showed lower satisfaction with peers and with promotion. Based on the results, recommendations are proposed for managing the implementation of telecommuting programs and their impact on the rest of the organization's employee population.

Keywords: job satisfaction; organization commitment; role ambiguity; role conflict; telecommuting; turnover intentions

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#298	0.503	job employees satisfaction work role turnover employee organizations organizational information ambiguity characteristics personnel stress professionals conflict organization intention variables systems
#72	0.097	skills professionals skill job analysts managers study results need survey differences jobs different significantly relative required motivation programmers technical factors
#243	0.094	states united employment compensation labor workers paper work extent findings increasing implications concerns relationship managerial wage options offer salary entry
#121	0.080	human awareness conditions point access humans images accountability situational violations result reduce moderation gain people features presence increase uses means
#286	0.064	success model failure information impact variables failures delone suggested dimensions mclean reasons variable finally categories years recommendations benefits studies identify
#18	0.061	adaptive theory structuration appropriation structures technology use theoretical ast capture believe consensus technologies offices context based initial advanced exploring findings