مقاله انگلیسی رایگان در مورد کار از خانه، رضایت شغلی و تعادل کار و زندگی – امرالد 2021

 

مشخصات مقاله
ترجمه عنوان مقاله کار از خانه، رضایت شغلی و تعادل کار و زندگی – ارتباطات ناهمگن یا مستحکم؟
عنوان انگلیسی مقاله Working from home, job satisfaction and work–life balance – robust or heterogeneous links?
انتشار مقاله سال 2021
تعداد صفحات مقاله انگلیسی  18 صفحه
هزینه دانلود مقاله انگلیسی رایگان میباشد.
پایگاه داده نشریه امرالد
نوع نگارش مقاله
مقاله پژوهشی (Research Article)
مقاله بیس این مقاله بیس نمیباشد
نمایه (index) scopus – master journals – JCR
نوع مقاله ISI
فرمت مقاله انگلیسی  PDF
ایمپکت فاکتور(IF)
1.750 در سال 2020
شاخص H_index 58 در سال 2021
شاخص SJR 0.435 در سال 2020
شناسه ISSN 0143-7720
شاخص Quartile (چارک) Q2 در سال 2020
فرضیه
ندارد
مدل مفهومی ندارد
پرسشنامه ندارد
متغیر دارد
رفرنس دارد
رشته های مرتبط مدیریت
گرایش های مرتبط مدیریت منابع انسانی، منابع انسانی و روابط کار
نوع ارائه مقاله
ژورنال
مجله / کنفرانس مجله بین المللی قدرت انسان – International Journal of Manpower
دانشگاه University of Erlangen-Nuremberg, Nurnberg, Germany
کلمات کلیدی ارتباط از راه دور، دورکاری، اثرات بر کارکنان، رضایت شغلی، تعادل کار و زندگی
کلمات کلیدی انگلیسی Telecommuting, Remote work, Effects on employees, Job satisfaction, Work–life balance
شناسه دیجیتال – doi
https://doi.org/10.1108/IJM-10-2019-0458
کد محصول E16027
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فهرست مطالب مقاله:

Abstract

1. Introduction

2. Related literature and hypotheses

3. Data and descriptive statistics

4. Empirical strategy

5. Estimation results

6. Conclusions

References

بخشی از متن مقاله:

Abstract

Purpose – It is analyzed whether working from home improves or impairs the job satisfaction and the work–life balance and under which conditions.
Design/methodology/approach – Blocks of influences on job satisfaction and work–life balance – personal traits, job characteristics, skills and employment properties – are estimated separately and in combination. To select the variables, the least angle regression is applied. The entropy balancing approach is used to determine causal effects. The study investigates whether imbalances are determined by private or job influences, whether firm-specific regulations and the selected control group affect the results and whether it only takes place during leisure time.
Findings – No clear effects of remote work on job satisfaction are revealed, but the impact on work–life balance is generally negative. If the imbalance is conditioned by private interests, this is not corroborated in contrast to job conditioned features. Employees working from home are happier than those who want to work at home, job satisfaction is higher and work–life balance is not worse under a strict contractual agreement than under a nonbinding commitment.
Originality/value – A wide range of personality traits, skills, employment properties and job characteristics are incorporated as determinants. The problem of causality is investigated. It is analyzed whether the use of alternative control and treatment groups leads to different results. The empirical investigation is based on new German data with three waves.

1. Introduction

Working from home, also called remote work (RW), telecommuting, teleworking, homework, home office, mobile work, outwork and the flexible workplace, is a work arrangement, in which employees do not commute to their workplace in the company. Despite advances in technology during the last decade, working from home has grown only modestly. Interestingly only 12% of all employees in Germany work primarily or occasionally from home, although this practice would theoretically be possible for 30–40% of the jobs (Brenke, 2016). The Bureau of Labor Statistics (2019) reported that in 2018 almost 25% of wage and salary workers at least occasionally worked from a home office.

The increasing acceptance of working from home may be led by management, because reduced labor costs and increasing productivity and profitability are expected. This development Working from home office. The increasing acceptance of working from home may be led by management, because reduced labor costs and increasing productivity and profitability are expected. This development also relates to concerns over deteriorating work–life balance (WLB) and the potential of RW to help address this, but thus there is a lack of systematic evidence or consensus. Even within a single industry, practices vary considerably. Many employers still insist on compulsory presence at the workplace. Unions were reluctant to support RW in the past. For their part fearing that establishments would use an extension of RW to save costs and that the employees would have to work under precarious conditions. This attitude has partially changed. For example, on Labor Day 2018, the German Confederation of Trade Unions (DGB) insisted on a legal claim on working from home in case it is not an impediment to the operation of the business. Since 2016, employers in the Netherlands have been obligated to check whether it is possible to allow RW if an employee expresses a preference for such work.

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