increased individual’s work-life balance (Ammons and Markham, 2004); harmonizing various facets of people’s lives (Dima et al., 2019); taking care of family members (Johnson et al., 2007); increased employees’ free time (Azarbouyeh and Naini, 2014); deeper integration between work and family roles (Raghuram and Wiesenfeld, 2004); time-planning autonomy (Gurstein, 2001; Morgan, 2004); increased individual’s flexibility and autonomy (Chapman et al., 1995); preserving employees’ energy (Azarbouyeh and Naini, 2014); increased productivity (Ward and Shabha, 2001); increased provision of human resources (Harpaz, 2002); savings in direct expenses (Ward and Shabha, 2001); creation of a positive organizational image (Harpaz, 2002); increased career opportunities for women (Schreiber, 1999); reduced temporal and spatial constraints in daily schedules (Pendyala et al., 1991); reduced stress (Sousa-Poza and Sousa-Poza, 2000); higher job satisfaction (Fonner and Roloff, 2010); enhanced job-related attitude (Gajendran and Harrison, 2007); increased value of the psychological contract employees has with their organization (Scandura and Lankau, 1997).
|
unbalanced work-life relations (Bailey and Kurkland, 2002); increased the permeability of work and family boundaries (Igbaria and Guimaraes, 1999). increased working time (Johnson et al., 2007); frequent work interruptions (Bailey and Kurkland, 2002); less support from others at work, especially from supervisors (Lapierre et al., 2015); lack of recognition from supervisors (Nohara et al., 2010); lower visibility of teleworkers (Cooper and Kurkland, 2002); reduced time for communication with colleagues (Wilson and Greenhill, 2004); frequent changes in work methods (Harpaz, 2002); new different legal issues (Harpaz, 2002); increased social isolation (Bailey and Kurkland, 2002); diminished social presence (Short et al., 1976); decreased the organizational identification of teleworkers (Cooper and Kurkland, 2002);
|
