The Dark Side of Working in a Virtual World: An Investigation of the Relationship between Workplace Isolation and Engagement among Teleworkers
Affiliation(s)
School of Business, Columbia Southern University, Orange Beach, USA. Graduate School of Business, Kaplan University, Fort Lauderdale, USA.
School of Business, Columbia Southern University, Orange Beach, USA. Graduate School of Business, Kaplan University, Fort Lauderdale, USA.
ABSTRACT
Teleworking is an alternate work arrangement that has transformed the workplace that allows workers to fulfill their job assignment from any location away from the traditional office. Although this work arrangement has been growing in popularity due to various factors such as concerns for the environment, advances in communication technologies, and the globalization of the workforce, there are growing concerns that frequent use of teleworking may cause increase perceptions of feeling isolated [1] Golden, 2001; [2] Marshall, 2007; [3] Golden & Veiga, 2006; [4] Copper & Kurland, 2002). Additionally little or no research has been conducted on how feeling isolated influence engagement among teleworkers. The purpose of this quantitative research study is to investigate the relationship between workplace isolation and engagement and to determine to what extent the relationship between workplace isolation and gender among teleworkers. A survey consisting of the Workplace Isolation Scale [2] Marshall, 2007, Employee Engagement Scale [5] DDI, 2005 and demographic factors was used to investigate the relationship between workplace isolation and engagement and used to determine the relationship between workplace isolation and gender among 472 teleworkers. Using a correlational research design, it is found there is a statistically significant relationship between workplace isolation and employee engagement. Workplace isolation scores are shown to have a strong negative correlation with employee engagement scores. A regression analysis utilizing employee engagement as the dependent variable and workplace isolation as the independent variable is conducted. The results indicate statistical significance in that workplace isolation scores predicted employee engagement scores. A two-independent-sample t test is conducted to determine if there is enough evidence to suggest the mean workplace isolation scores are related to gender. The results of the t test are inconclusive. However using descriptive statistics techniques it is discovered respondents who telework 3 to 5 days a week have lower workplace isolation means scores than those who teleworked 1, 2 and 4 days a week. Leaders of organizations can use the results of this study to assist in the development of teleworking engagement strategies that not only target reducing workplace isolation perceptions to enhance engagement for teleworkers, but also to address possible issues related to increased perceptions of isolation across gender.
Teleworking is an alternate work arrangement that has transformed the workplace that allows workers to fulfill their job assignment from any location away from the traditional office. Although this work arrangement has been growing in popularity due to various factors such as concerns for the environment, advances in communication technologies, and the globalization of the workforce, there are growing concerns that frequent use of teleworking may cause increase perceptions of feeling isolated [1] Golden, 2001; [2] Marshall, 2007; [3] Golden & Veiga, 2006; [4] Copper & Kurland, 2002). Additionally little or no research has been conducted on how feeling isolated influence engagement among teleworkers. The purpose of this quantitative research study is to investigate the relationship between workplace isolation and engagement and to determine to what extent the relationship between workplace isolation and gender among teleworkers. A survey consisting of the Workplace Isolation Scale [2] Marshall, 2007, Employee Engagement Scale [5] DDI, 2005 and demographic factors was used to investigate the relationship between workplace isolation and engagement and used to determine the relationship between workplace isolation and gender among 472 teleworkers. Using a correlational research design, it is found there is a statistically significant relationship between workplace isolation and employee engagement. Workplace isolation scores are shown to have a strong negative correlation with employee engagement scores. A regression analysis utilizing employee engagement as the dependent variable and workplace isolation as the independent variable is conducted. The results indicate statistical significance in that workplace isolation scores predicted employee engagement scores. A two-independent-sample t test is conducted to determine if there is enough evidence to suggest the mean workplace isolation scores are related to gender. The results of the t test are inconclusive. However using descriptive statistics techniques it is discovered respondents who telework 3 to 5 days a week have lower workplace isolation means scores than those who teleworked 1, 2 and 4 days a week. Leaders of organizations can use the results of this study to assist in the development of teleworking engagement strategies that not only target reducing workplace isolation perceptions to enhance engagement for teleworkers, but also to address possible issues related to increased perceptions of isolation across gender.
Cite this paper
Davis, R. and Cates, S. (2013) The Dark Side of Working in a Virtual World: An Investigation of the Relationship between Workplace Isolation and Engagement among Teleworkers. Journal of Human Resource and Sustainability Studies, 1, 9-13. doi: 10.4236/jhrss.2013.12002.
Davis, R. and Cates, S. (2013) The Dark Side of Working in a Virtual World: An Investigation of the Relationship between Workplace Isolation and Engagement among Teleworkers. Journal of Human Resource and Sustainability Studies, 1, 9-13. doi: 10.4236/jhrss.2013.12002.
References
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[1] T. D. Golden, “Telecommuting Optimization: An Investigation of Influential Factors during Technology-Reliant Interaction,” Dissertation Abstracts International, Vol. 62, No. 9, 2001, p. 3106A. [2] G. W. Marshall, C. E. Michaels and J. P. Mulki, “Workplace Isolation: Exploring the Construct and Its Measures,” Psychology & Marketing, Vol. 24, No. 3, 2007, pp. 195-223. doi:10.1002/mar.20158 [3] T. D. Golden and J. F. Veiga, “The Impact of Extent of Telecommuting on Job Satisfaction: Resolving Inconsistent Findings,” Journal of Management, Vol. 31, No. 2, 2006, pp. 301-318. doi:10.1177/0149206304271768 [4] C. D. Cooper and N. B. Kurland, “Telecommuting, Professional Isolation, and Worker Development in Public and Private Organizations,” Journal of Organizational Behavior, Vol. 23, No. 4, 2002, pp. 511-532. doi:10.1002/job.145 [5] Development Dimension International DDI, “E3: A Measure of Employee Engagement,” Author, Bridgeville, 2005. [6] T. D. Golden, J. F. Veiga and R. N. Dino, “The Impact of Professional Isolation on Teleworker Job Performance and Turnover Intentions: Does Time Spent Teleworking, Interacting Face-to-Face, or Having Access to Communication-Enhancing Technology Matter?” Journal of Applied Psychology, Vol. 93, No. 6, 2008, pp. 1412-1421. doi:10.1037/a0012722 [7] WorldatWork, “Telework Trend Lines 2012: A Survey Brief by WorldatWork,” 2012. http://www.worldatwork.org/waw/adimLink?id=53034 [8] K. Lister and T. Harnish, “The State of Teleworking in the US: How Individuals, Businesses, and Government Benefit,” Teleworker Research Network, 2012. http://www.workshifting.com/downloads/downloads/Telework-Trends-US.pdf [9] S. P. Webster-Trotman, “A Correlational Study of Telework Frequency, Information Communication Technology, and Job Satisfaction of Home-Based Teleworkers,” Dissertations and Theses, Walden University, Minneapolis, 2010. http://search.proquest.com/docview/305228279?accountid=33337 [10] V. Hester-Smith, “An Investigation of the Relationship between Job Satisfaction and Isolation among Telecommuters,” Dissertations and Theses, Capella University, Minneapolis, 2011. http://search.proquest.com/docview/305240371?accountid=33337 [11] A. O’Neil, T. Hambley, A. L. Greidanus, S. N. MacDonnell, R. and J. B. T. Kline, “Predicting Teleworker Success: An Exploration of Personality, Motivation, + Situational and Job Characteristics,” New Technology, Work and Employment Journal, Vol. 24, No. 2, 2009, pp. 144-162. doi:10.1111/j.1468-005X.2009.00225.x [12] A. Maslow, “A Theory of Human Motivation,” Psychological Review, Vol. 50, No. 4, 1943, pp. 250-329. doi:10.1037/h0054346 [13] J. W. Creswell, “Research Design: Qualitative, Quantitative, and Mixed Methods Approaches,” 3rd Edition, Sage, Loa Angels, 2009. [14] P. D. Leedy and J. E. Ormrod, “Practical Research: Planning and Design,” 9th Edition, Pearson, Boston, 2010. [15] M. K. Simon, “Dissertation and Scholarly Research: A Practical Guide to Start and Complete Your Dissertation, Thesis, or Formal Research Project,” Kendal/Hunt, Dubuque, 2006. [16] F. Faul, E. Erdfelder, A. G. Lang and A. Buchner, “G*Power 3: A flexible Statistical Power Analysis Program for the Social, Behavioral, and Biomedical Sciences,” Behavior Research Methods, Vol. 39, No. 2, 2007, pp. 175-195. doi:10.3758/BF03193146 [17] W. Trochim, “The Research Methods Knowledge Base,” 2nd Edition, Atomic Dog Publishing, Cincinnati, 2000. [18] G. Keller, “Statistics for Management and Economics,” 8th Edition, South-Western, Mason, 2006.