Telecommuting Versus Traditional Work Environment: Determinants of Job Satisfaction as Perceived by Individual Contribut
The study delved into telecommuting and traditional work environment as determinants of job satisfaction as perceived by individual contributors and supervisors of a multinational manufacturing firm based in the USA. Specifically, the researchers intend t
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Abstract The study delved into telecommuting and traditional work environment as determinants of job satisfaction as perceived by individual contributors and supervisors of a multinational manufacturing firm based in the USA. Specifically, the researchers intend to find out if there is a significant relationship between the respondents’ profile variables and the perception of the individual contributors and supervisors on telecommuting. Consequently, the paper established the relationship between job satisfaction and the traditional work environment and with telecommuting. The study employed quantitative-descriptive design by utilizing primary data through survey method. The study used the perception survey with three parts, namely, demographic profile, job satisfaction, and telecommuting survey. For the interpretation of data, frequency distribution, mean scores, percentage, and chi-square (tested at 0.05 level of significance) were used. The major results revealed that the respondents have better job satisfaction as they practice telecommuting and that they prefer this as an alternative work environment over the traditional office setup. In the light of the foregoing data, it is recommended that industries of today consider how technology can be of advantage not only for the machinery to improve its productivity and output but most importantly to enhance the employees’ welfare. Keywords Traditional work environment · Telecommuting · Job satisfaction
M. M. Caranto (*) College of Arts, Criminology, and Education, Jose Rizal University, Mandaluyong City, Philippines e-mail: melfi[email protected] R. P. Sergio Faculty of Psychology and Management, Canadian University Dubai, Dubai, United Arab Emirates e-mail: [email protected] M. Z. Oribiana University of Leeds, Leeds, UK © The Editor(s) (if applicable) and The Author(s), under exclusive licence to Springer Nature Switzerland AG 2020 M. H. Bilgin et al. (eds.), Eurasian Business Perspectives, Eurasian Studies in Business and Economics 15/2, https://doi.org/10.1007/978-3-030-48505-4_3
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1 Introduction The world and world of work have significantly changed over the last 20 years driven by time, technology, globalization, and demographics (Sergio et al. 2015a, b, 2017). Academics and learning institutions emphasize that technology brings about drastic change in humanity’s way of promoting productivity and positivity (Al Maktoum 2017) and motivation and leadership (Sergio et al. 2015a, b; Haladay et al. 2015). Today’s workplaces are filled with labor-saving devices, application software, and other sophisticated tools to enhance the quality of work-life balance among employees. The twenty-first century marks the humanistic era of promoting employee satisfaction not only in the areas of compensation and benefits employees receive from the company but also in developing quality of work-life balance (Sergio et al. 2017; Quinn and Thakor 2018). The human resource practitioners are in a quest to develop programs to improve the welfare of the workforce. Indeed, th
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