The Lived Experience of Teleworking:

A Case Study from the Higher Education Environment

Doctoral DefenseKristin Albright Waters

April 1, 2016, 3:00pm

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

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

Thank youQuestions?Comments?