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 ۲۰۲۱ |
تعداد صفحات مقاله انگلیسی | ۱۸ 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 | |
ایمپکت فاکتور(IF) |
۱٫۷۵۰ در سال ۲۰۲۰ |
شاخص H_index | ۵۸ در سال ۲۰۲۱ |
شاخص SJR | ۰٫۴۳۵ در سال ۲۰۲۰ |
شناسه ISSN | ۰۱۴۳-۷۷۲۰ |
شاخص Quartile (چارک) | Q2 در سال ۲۰۲۰ |
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 |
وضعیت ترجمه مقاله | ترجمه آماده این مقاله موجود نمیباشد. میتوانید از طریق دکمه پایین سفارش دهید. |
دانلود رایگان مقاله | دانلود رایگان مقاله انگلیسی |
سفارش ترجمه این مقاله | سفارش ترجمه این مقاله |
فهرست مطالب مقاله: |
Abstract ۱٫ Introduction ۲٫ Related literature and hypotheses ۳٫ Data and descriptive statistics ۴٫ Empirical strategy ۵٫ Estimation results ۶٫ 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. ۱٫ 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 30–۴۰% 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. |