• Corpus ID: 38120546

Telecommuting Attitudes and the 'Big Five' Personality Dimensions

@article{Clark2012TelecommutingAA,
  title={Telecommuting Attitudes and the 'Big Five' Personality Dimensions},
  author={Leigh Anne Clark and Steven J. Karau and Michael D. Michalisin},
  journal={Journal of Management Policy and Practice},
  year={2012},
  volume={13},
  pages={31-46}
}
Telecommuting and virtual work are modifying the traditional work arrangement. This exploratory research examined the relationships between personality and telecommuting attitudes. We hypothesized that individuals with personality traits that provide a good fit with the typical demands of a telecommuting environment would have more favorable telecommuting attitudes. In Study 1, we developed an internally-consistent scale for measuring telecommuting attitudes. In Study 2, we explored… 

Tables from this paper

Communication and Teleworking: A Study of Communication Channel Satisfaction, Personality, and Job Satisfaction for Teleworking Employees

This study examines teleworkers’ job satisfaction related to the use of and satisfaction with a variety of communication channels and workers’ personality type. U.S. teleworkers (N = 384) completed

How teachers’ personality affect on their behavioral intention to use tablet PC

Purpose The purpose of this paper is to explore the effects of personality traits on teachers’ technology acceptance. Design/methodology/approach To this end, a demographic

Predicting employee telecommuting preferences and job outcomes amid COVID-19 pandemic: a latent profile analysis

In this two-study research using latent profile analysis (LPA), intra-individual combinations of conscientiousness, autonomy, self-regulation, and extraversion are investigated and profiles are designed and explored telecommuting preferences and job outcomes of employees during the COVID-19 pandemic.

The impact of telework on emotional experience: When, and for whom, does telework improve daily affective well-being?

Teleworking has become increasingly popular in organizations around the world. Despite this trend towards working outside of the traditional office setting, research has not yet examined how people

Employee Job Satisfaction and Attitudes in Virtual Workplaces

Employee Job Satisfaction and Attitudes in Virtual Workplaces by Rebecca K. Mansfield MS, Walden University, 2011 BA, University of Hawaii at Hilo, 2006 Dissertation Submitted in Partial Fulfillment

The effects of flexible work practices on employee attitudes: evidence from a large-scale panel study in Germany

Abstract We explore the effects of flexible work practices (FWPs) on the work attitudes (job satisfaction and turnover intention) and non-work attitudes (leisure satisfaction and perceived health) of

The influence of personality traits and ICT use on the boundary management of home-based teleworkers

This mixed methods study contains two studies that are linked together sequentially to explore the work/nonwork boundary management of home-based teleworkers through the overarching research

The Perceptions of Managers Relating to Subordinate Productivity in Virtual Work Arrangements

The Perceptions of Managers Relating to Subordinate Productivity in Virtual Work Arrangements by Frank Melvin MA, Webster University, 1986 BS, Grambling State University, 1978 Dissertation Submitted

U.S. Federal Government Telework Management Strategies

U.S. Federal Government Telework Management Strategies by Blaine E. Mills MS, Webster University, 2010 MS, University of Phoenix, 2004 BS, University of Phoenix, 2001 Doctoral Study Submitted in

References

SHOWING 1-10 OF 45 REFERENCES

APPLICANT PERSONALITY, ORGANIZATIONAL CULTURE, AND ORGANIZATION ATTRACTION

This study examined the dispositional basis of job seekers' organizational culture preferences and how these preferences interact with recruiting organizations' cultures in their relation to

Attitudes towards telecommuting: the Turkish case

Results suggest that women, married employees, employees who have children less than five years old, employees whose house is big enough, employeeswhose house is relatively farther to the workplace, and those who perceived more advantages accruing from telecommuting, to themselves, to their organization or to the society, have a more favorable attitude towardstelecommuting.

Five-Factor Model of personality and Performance in Jobs Involving Interpersonal Interactions

In this article, the results of a meta-analysis that investigates the degree to which dimensions of the Five-Factor Model (FFM) of personality are related to performance in jobs involving

THE BIG FIVE PERSONALITY DIMENSIONS AND JOB PERFORMANCE: A META-ANALYSIS

This study investigated the relation of the “Big Five” personality dimensions (Extraversion, Emotional Stability, Agreeableness, Conscientiousness, and Openness to Experience) to three job

Five-factor model of personality and job satisfaction: a meta-analysis.

Support for the validity of the dispositional source of job satisfaction when traits are organized according to the 5-factor model is indicated.

Personality and work : reconsidering the role of personality in organizations

Foreword (Neal Schmitt). Preface. The Contributors. 1. The Structure of Personality Attributes (Gerard Saucier, Lewis R. Goldberg). 2. The Happy Worker: Hypotheses About the Role of Positive Affect

To work or not to work at home‐An empirical investigation of factors affecting attitudes towards teleworking

Examines the effects of demographic characteristics (gender and marital status), work‐related attitudes (organizational commitment and job security), support factors, and perceived advantages and

Adding Liebe und Arbeit: The Full Five-Factor Model and Well-Being

Neuroticism, extraversion, and openness to experience have been shown to have systematic effects on psychological well being. The remaining dimensions in the five-factor model of

TELECOMMUTING AND EMPLOYEE EFFECTIVENESS: CAREER AND MANAGERIAL ISSUES

Telecommuting takes the concept of decentralization to its furthest degree. Managerial careers change, in that facilitation and the ability to service employees become the essential skills. Results,