What’s in it for the workers? Benefits of Flex Work
By Madison Hanscom, PhD
In previous blogs, we have discussed the benefits companies can experience from Flex Work arrangements (1). Because flexible work requires less commuting and office space, this also has positive implications for the environment. This is because there is an associated reduction in greenhouse gas emissions (2). There are clear benefits to businesses and the environment, but how about individuals? Although some individuals experience negative components of remote work, such as loneliness (see our blog post on common challenges associated with Flex Work, (3)), there are many positive outcomes employees can enjoy from Flex Work.
According to researchers, telework is associated with…
• A reduction in work stress (4)
• More physical activity (5)
• Less work-family conflict (6)
• Increased feelings of autonomy (7)
• Greater accessibility for injured or disabled individuals (8)
• More organizational commitment (9)
• Higher job satisfaction (10)
• Better job performance (both normal job performance and extra-role behaviors) (11)
At Propulo Consulting, we partner with you to improve the world of work. Our team has the expertise to help your business plan and implement a sensible Flex Work strategy without pain. We work with you to ensure your company culture and processes develop accordingly during or after a Flex Work transition so you can continue to deliver results for your organization and customers. Please visit our website for the latest insights and research into flexible work.
(4) Raghuram S, Wiesenfeld B. 2004. Work-nonwork conflict and job stress among virtual workers. Human Resource Management, 43:259–78
(5) Henke, R. M., Benevent, R., Schulte, P., Rinehart, C., Crighton, K. A., & Corcoran, M. (2016). The effects of telecommuting intensity on employee health. American Journal of Health Promotion, 30(8), 604-612.
(6) Gajendran, R. S., & Harrison, D. A. (2007). The good, the bad, and the unknown about telecommuting: Meta-analysis of psychological mediators and individual consequences. Journal of Applied Psychology, 92(6), 1524.
(7) Kelliher C, Anderson D. 2008. For better or for worse? An analysis of how flexible working practices influence employees’ perceptions of job quality. International Journal of Human Resource Management. 19:419–31
(8) Montreuil, S., & Lippel, K. (2003). Telework and occupational health: a Quebec empirical study and regulatory implications. Safety Science, 41(4), 339-358.
(9) Hunton J, Norman C. 2010. The impact of alternative telework arrangements on organizational commitment: insights from a longitudinal field experiment. J. Inf. Syst. 24(1):67–90
(10) Virick M, DaSilva N, Arrington K. 2010. Moderators of the curvilinear relation between extent of telecommuting and job and life satisfaction: the role of performance outcome orientation and worker type. Human Relations. 63(1):137–54
(11) Gajendran R, Harrison D, Delaney-Klinger K. 2015. Are telecommuters remotely good citizens? Unpacking telecommuting’s effects on performance via i-deals and job resources. Personnel Psychology, 68:353–93