B
BOOKEND
Talk among yourself
Esther Canonico, fellow at the LSE's
Department of Management, sums up the
vices and virtues of working from home.
THE VICES OF WORKING
FROM HOME
B
lurring of boundaries,which may
lead to increased work-life conflict.
Employees working from home report
working harder and longer, suggesting
that working from home is a form of
work intensification rather than freedom.
P
THE VIRTUES OF
WORKING FROM HOME
A
better work-life balance: Remote or
home working has been associated with
lower work-life conflict.
I
mproved organisational commitment and
job satisfaction: The use and availability
of remote working is linked to increased
organisational commitment. Enhanced job
satisfaction is also related to an greater sense
of autonomy and control.
H
igher productivity: Remote working may
give employees the flexibility to manage
the demands of their jobs and private lives
better. Remote workers lack the distractions
of the office and tend to be less involved in
office politics, meaning they have a chance
to focus more effectively. Having a high level
of discretion over the conditions under which
their work is conducted (eg, choosing to work
in the hours when one is most efficient) could
also lead to productivity gains. Employees
working from home may simply put more
hours into work: they may have more time
than office-based workers as they do not have
to factor in a commute and choose to use
this extra time to work; or they may feel the
need to reciprocate the flexibility provided by
the organisation.
rofessional isolation: Feelings of isolation
from colleagues are often cited and have
been linked to reduced performance and lower
organisational commitment. Homeworkers
who report experiencing a lack of contact
are more likely to feel disconnected from the
organisation.
R
educed opportunities for career
advancement: Employees may feel that
working from home gives the impression that
they are not as committed as office-based
colleagues and fear they might miss out on
career opportunities. Those experiencing
feelings of isolation report reduced access to
informal development opportunities, learning
and mentoring. Research suggests that
private-sector employees are more likely to
report that homeworking leads to a reduction
in career development opportunities.
L
ess job satisfaction: Research has
suggested that increases in job satisfaction
drop off as homeworking becomes more
extensive. When the extent of homeworking
is small, homeworkers can minimise negative
effects (such as isolation and frustration)
and benefit from the feelings of increased
autonomy and higher job satisfaction. However,
extensive homeworking also increases the
likelihood of isolation and frustration, which
may counteract the benefits and reduce
job satisfaction.
March – May 2019
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