Assessing The Impact Of Telecommuting On Employee Commitment Commerce Essay Example

most of whom work from home (Wikipedia, 2010).

According to Gray et al. (1995), telecommuting is defined as using electronic processing of information and telecommunications to maintain connectivity between employer and employee on either a full-time or part-time basis. However, this definition does not include traditional outworkers or occasional home-based workers. Other terms synonymous with telecommuting include teleworking, networking, remote working, flexible working, and home-working – each carrying slightly different meanings for this phenomenon.According to Hobbs and Armstrong (1998), this text explores different modes of work within telecommuting, such as place, satellite offices, and neighborhood work centers. Green (1997) explains that satellite offices are remote locations sponsored by employers for their employees only, while neighborhood work centers are shared office spaces where employees from different companies can utilize facilities and potentially receive secretarial support. JALA International (1998) states that teleworking encompasses all forms of using information technologies for job-related tasks without commuting, while telecommuting specifically involves bringing the work to the workers instead of relocating them to a physical workplace. The text further discusses the definition and various forms of telecommuting – working outside the main office for one or more days per week at home, a client's site, or a designated telework center – with an emphasis on reducing or eliminating daily commutes. It is important to differentiate between these two forms when specifying terms and conditions related to their application (Mudhawo, 2006).A "home-based teleworker" primarily works from home without a permanent desk in an office. In contrast, an "office-based teleworker" has a permanent desk in an office but occasionally works from home with a computer there. There are different types of teleworkers, including flexi

office teleworkers who work from home part or all of their work days, whether it's during evenings, weekends, or when on call. Another type is the home-mobile office teleworker who has both a desk and computer at their office and at home. They typically spend 2 or 3 days at the office and the rest of the week working from home, although they may use a laptop instead of a computer at their office.

Various studies have highlighted how telecommuting has impacted job performance for workers. Moving on to deductions for telecommuting, Thatcher and Zhu (2006) state that it reduces direct supervision, coordination, and feedback. As a result, supervisors must find alternative ways to oversee workers and provide feedback. This involves scheduling regular meetings, conducting phone conferences, and creating formal work programs. Additionally, supervisors must adjust how they evaluate productivity since direct observation is no longer possible.Instead of focusing on time spent on tasks,

performance is assessed based on outcomes and quality.Furthermore

telecommuting requires workers to be more proactive and make independent decisions without explicit guidance from supervisors.
Therefore, organizations should select independent and self-motivated individuals for telecommuting positions. Even workers without the necessary qualities for complex decision-making and problem-solving can still perform less demanding teleworking tasks, such as routine data entry. According to Topi (2004), successful teleworking depends on adopting technology. Workers need to be proficient in using fax machines, computers, and communication software to effectively carry out their job responsibilities. They also need knowledge of computer security measures to protect against hackers, viruses, and other malicious software. Additionally, both workers and supervisors should have a basic understanding of networking technology to address minor connectivity issues that may

arise. Technical training may be required to prepare them for the intricacies of telecommuting. To adequately support telecommuters, human resource and support functions need to undergo changes as stated by Topi (2004). These departments will require automation in order to provide various services since workers will not be physically present. For example, the human resource department may need to post forms on web pages so that remote workers can access them.
The computer support department should also make adjustments in handling worker issues as they are located off-site. If computer support technicians cannot solve problems using phone or networking solutions, they may need to send a technician on-site for resolution. Equal support should be provided to telecommuters as traditional workers. However, if a telecommuter is employed by a foreign-based company, they may have to hire a local technician at their own expense for expert help.

Telecommuting allows employees to work from home instead of following the typical workday, providing flexibility to manage work and personal responsibilities such as childcare, errands, hobbies, sports, attending important events, and dealing with daily issues (Hunton, 2005).

Modern organizations rely on various communication tools like telephone, fax, email, videoconferencing, Skype, and Instant Messaging (IM) (AOL's Third Annual Instant Messenger Trends Survey., 2005). According to the survey data , 70% of internet users use IM with 26% of employed IM users utilizing it during work.

IBM's Lotus Sametime is a leading enterprise IM system with over 15 million worldwide users (Topolski ,2006).Telecommuting has become more accessible thanks to the convenience of portable computers and communication devices. This accessibility has made face-to-face meetings, conferences, and written memos obsolete. Effective teleworking relies on seamless communication, which can

connect virtual offices and facilitate productive conferences through modems and telephone lines.

To enable effective telecommuting, individuals can utilize various modern communication technologies such as computers, laptops, high-speed broadband internet connectivity, email programs like Gmail or Microsoft Outlook, instant messaging software like Skype or MSN Messenger, telephones, mobile phones, BlackBerrys, fax machines, and collaboration software tailored to specific industries and company structures. These tools allow telecommuters to stay connected with their office and convey information electronically.

However, there are both advantages and disadvantages of telecommuting for individuals, organizations,and society as a whole. The changes brought about by telecommuting have benefits for workers who may struggle with public speaking or interacting face-to-face with colleagues. Email or other electronic means of communication offer a simpler alternative for them.Electronic communication provides an alternative platform for workers who hesitate to express valuable ideas in traditional meetings due to fear or anxiety. The convenience of other communication mediums used in telecommuting helps overcome barriers to effective communication. Studies have demonstrated that successful telecommuting workers are 10-15% more productive than those who do not telecommute. This increased productivity is attributed to the personalized work environment, which eliminates distractions from coworkers and office politics, granting individuals more freedom and control over their work. By eliminating the need for physical commuting, time is saved along with associated inconveniences and expenses. This extra time, equivalent to an hour each day for the average person, can be utilized for various essential tasks such as thinking, writing, calling, planning, and paperwork necessary for smooth business operations. Regardless of the work structure, lack of direct supervision tends to enhance an individual's level of responsibility within the organization, particularly among

telecommuters. Working independently satisfies one's desire for freedom, control, responsibility, and challenge. Autonomy over one's work naturally arises when working from home and requires minimal effort. Moreover,flexibility in working hours further contributes to independence.
Having a home-based workstation with efficient technology and better leisure time scheduling allows for work flexibility throughout the day or night. This balance between work and personal life provides employees with more control over their time, enabling them to take short breaks during the day like having lunch with friends or picking up children from school while still being able to cook dinner for their family later on. Additionally, telecommuting offers individuals the freedom to work in their desired profession and even have multiple employers simultaneously, opening up possibilities for career advancement. Working from home also reduces expenses such as gas costs, clothing wear and tear, and food expenses since meals can be prepared at home.

However, remote workers sometimes feel isolated and have privacy concerns when they need to go into the office for essential tasks. It may also hinder an individual's ability to influence others and events in the workplace, which can be detrimental for those who value social interaction. According to Bussing (1998), people express a need to interact with others and share their accomplishments. The integration of personal and work domains presents challenges for telecommuters as there is no clear separation between work and home, making it challenging to set boundaries.In typical situations, commuting creates a physical distance between work and personal life. However, when boundaries are not clear, family members may assume that telecommuters are always available, resulting in decreased productivity. Telecommuters face challenges in establishing themselves as

employees because they often get interrupted by family members and neighbors, which leads to their recognition as workers being undermined (Hunton, 2005). Hunton's research also revealed that telecommuters who exclusively worked from home took longer non-work-related breaks compared to those who worked part-time in satellite locations or the main office. Based on this finding, Hunton concluded that solely telecommuting from home is not ideal for both companies and employees. To address this issue, it is recommended to establish satellite locations or have workers fulfill some responsibilities from the office instead. Moreover, telecommuting results in a longer working day since there is no clear separation between work and personal life for telecommuters. Unlike traditional workers with set clock-in and clock-out times, telecommuters often continue working past their normal hours since they are already at home (Dimitrova, 2003). Dimitrova's study found that telecommuters tend to start earlier and finish later because they do not have to commute like traditional workers. The text highlights an important discovery by Butler et al.(2007) that on average telecommuters work four extra hours compared to traditional workers.This increase in working hours is attributed to the need for telecommuters to prove their value due to their physical absence. One challenge faced by telecommuters is the perception that they must demonstrate their worth. Another challenge is the lack of face-to-face interaction, which can result in information overload when they receive more information than they can process mentally. Capella University (2005) suggests that telecommuting work groups relying on electronic communication tools are more susceptible to experiencing information overload. Additionally, Henderson (2000) points out that despite claims of improving work-life balance, some telecommuting companies expect instant

accessibility from employees, potentially invading privacy or causing overavailability syndrome. The existing legal framework does not adequately address specific issues related to flexible work arrangements, creating potential loopholes concerning employee-employer relations and insurance matters. Questions may arise regarding a worker's entitlement to social security or workers' compensation if they have an accident at home. Inquiries can also be made regarding the worker's rights in relation to sick leave, overtime, and vacations.

Administration's Claimed Advantages:

There are numerous advantages claimed by administration that they can benefit from.One notable advantage is cost savings for employers.With fewer employees physically present in the office, there is a reduced need for various resources such as desks, chairs, bathrooms, computers, copy machines, parking spaces, heating and lighting systems, telephones, and other necessities required to maintain a functional office space. This reduction in physical presence contributes to savings on expenses like rent payments, real estate costs, taxes, maintenance fees typically associated with properties located in expensive city center areas or industrial parks. Additionally, it leads to decreased expenditure on parking and transportation costs as well as travel expenses. Consequently , this results in significant reductions in overtime payments and workers' expenses leading to extra savings for employers.

Another advantage of telecommuting is the access to a larger pool of talent across greater distances facilitated by telecommuting. It becomes practical for organizations to seek out qualified individuals who may be located 20 or 30 miles away or even further from their physical offices. Furthermore , there is a decrease in substantial costs related to workers relocating due to telecommuting allowing organizations access skilled individuals who were previously unreachable;including parents of young children , disabled or

elderly individuals ,and those facing family ,cultural ,or geographical barriers . Telecommuting offers the advantage of a broader workforce including those seeking part-time work with flexible hours (Harpaz, 2002).According to studies, e-workers are more productive than office-based workers because they spend less time and effort resolving interpersonal issues commonly found in shared office spaces (Hesse and Grantham, 1991). Telecommuting also reduces absence rates as personal circumstances no longer hinder work obligations, allowing e-workers to continue working even when not feeling well. The public views the embrace of telecommuting positively as it reflects an organization's adoption of innovative working methods. However, concerns exist regarding its impact on organizational commitment and identification. Physical presence at the workplace fosters a stronger sense of loyalty and commitment. When employees work remotely, it becomes more challenging to control and motivate them effectively. Implementing telecommuting also involves legal considerations such as workers' insurance, work hours, vacation policies, and data confidentiality. Data security is particularly crucial as breaches can occur if homes are not properly secured or if guests access sensitive information. These breaches result in costs like customer notifications, damage to reputation, and legal expenses. Telecommuting has a positive impact on the environment by reducing the need for travel to workplaces, resulting in less strain on conveyance systems and decreased pollution from cars. Additionally, it helps reduce noise pollution.The advantages of telecommuting extend beyond the environment and can provide opportunities for individuals with special needs, such as women with young children, elderly individuals, or those with religious or cultural reasons for staying at home. However, there are concerns about the potential negative effects of increased telecommuting on society. These include creating

a disconnected society where people are isolated from each other and public institutions. Workers who do not regularly interact with others may find it difficult to form professional relationships with colleagues and participate in sponsored programs that benefit society. Additionally, the sedentary lifestyle often associated with telecommuting can contribute to obesity. Although minimal research has been conducted on this topic in Mauritius, the government is actively promoting telecommuting through their National Sensitisation Campaign under the Ministry of Education, Culture, and Human Resources. Telecommuting plays a crucial role in the government's 24/7 program according to a report by PRB. Gartner (2002) states that the ITES and BPO sector has the highest concentration of telecommuters. BPO involves delegating IT-enabled business processes to a third party as defined by Gartner. A recent survey by the Human Resource Development Council in Mauritius revealed that most telecommuters in the country work in this sector (Figure 1).The text discusses the increasing empirical literature on teleworking and its impact on research methods. In the past, studies focused on specific locations with organized telecommuting programs and had smaller sample sizes. However, recent research aims to understand work-related and individual-related factors influencing telecommuting across different locations and employers.

The text also analyzes the sustainability of telecommuting and why employees choose to continue participating in such programs. It includes sections like a literature review, discussions on administration, virtual organization, and organizational commitment.

Within this context, the term "administration" is examined in relation to virtual administration and its implications. Virtual administration refers to a flexible structure without spatial constraints that poses challenges to traditional organizational cultures.

Despite their physical separation from organizations, teleworkers still maintain a connection to their

workplace. They work outside of traditional boundaries and raise issues such as trust deficit, visibility requirements, and the assumption that physical presence is necessary for knowledge-sharing within the organization.The literature suggests that the transition to telework necessitates a reconsideration of the definition of an organization, perceiving it as a network of relationships rather than a physical space.

Virtual Organization = Virtual Management

The implementation of information technologies has resulted in numerous transformations and difficulties within organizations.

Organizational Commitment: Meaning

As stated by Goliath (2005), organizational commitment pertains to...