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?