Order No:    AAC 9533706  ProQuest - Dissertation Abstracts
 Title:       CORRELATES OF THE ADOPTION AND IMPLEMENTATION OF
              PROGRAMMER/ANALYST TELEWORK: AN ORGANIZATIONAL PERSPECTIVE
              (INFORMATION TECHNOLOGY)
 Author:      RUPPEL, CYNTHIA PROK
 School:      KENT STATE UNIVERSITY (0101)  Degree: PHD  Date: 1995
              pp: 154
 Advisor:     HOWARD, GEOFFRY S.
 Source:      DAI-A 56/06, p. 2326, Dec 1995
 Subject:     BUSINESS ADMINISTRATION, MANAGEMENT (0454)

 Abstract:    Despite the potential benefits of telework, or
   telecommuting, for both the employer and the employee, its use has
   not grown at the rates frequently predicted. This research was
   designed to explore the possible reasons for this lack of growth, and
   to aid in predicting telework's future use.
       A theoretical foundation upon which to study telework's use was
   developed using the organizational innovation literature, as well as
   the popular telework literature. A model of telework adoption and
   implementation was developed which consists of many standard
   organizational innovation variables related to an organizations
   adoption and/or implementation of innovations, as well as both
   environmental variables which may be related to teleworking and
   variables which are suggested to facilitate telework's adoption
   and/or implementation. This model was tested empirically by
   conducting a survey of information systems firms and departments
   regarding their use of telework.
       Using the variables in the model, differences between adopters
   and nonadopters of telework were determined. A globalized
   marketplace, a competitive marketplace, the existence of regulatory
   legislation, a high degree of professionalism among staff,
   centralized decision-making, managerial attitude towards telework, a
   high administrative intensity ratio, the availability of rich
   communications media, training managers about the benefits of
   telework, the existence of perceived adequate security measures, the
   existence of a champion and top management support were all related
   to telework's adoption.
       Also, those variables correlated to the implementation of
   telework were examined. Implementation was measured using a
   multidimensional measure, with the dimensions being depth and
   breadth. The existence of a career ladder, planning, training
   managers about telework's benefits, the existence of perceived
   adequate security measures, the existence of a champion and top
   management support were found to be related to depth of
   implementation. A high degree of professionalism, managerial attitude
   towards telework, administrative intensity, communication with
   consultants, size of firm, the existence of a career ladder,
   planning, training managers about telework's benefits, the existence
   of perceived adequate security measures, the existence of a champion
   and top management support were found to be related to breadth of
   implementation.
 
 

 Title:       THE PERCEIVED INFLUENCE OF MOBILE TELEWORK ON ASPECTS OF
              WORK LIFE AND FAMILY LIFE: AN EXPLORATORY STUDY
              (TELECOMMUTING)
 Author:      HILL, E. JEFFREY
 School:      UTAH STATE UNIVERSITY (0241)  Degree: PHD  Date: 1995
              pp: 225
 Advisor:     MILLER, BRENT C.
 Source:      DAI-A 56/10, p. 4161, Apr 1996
 Subject:     SOCIOLOGY, INDIVIDUAL AND FAMILY STUDIES (0628); BUSINESS
              ADMINISTRATION, MANAGEMENT (0454)

 Abstract:    Telework is an emerging trend in the workplace today.
   According to recent estimates, almost nine million Americans work
   electronically from home and this number is expected to grow 10% to
   20% per year for the next decade. The purpose of this study is to
   explore the perceived influence of mobile telework on aspects of work
   life and family life.
       A group of mobile teleworkers and an equivalent group of
   nonmobile workers were asked to respond to questions about their work
   life and family life (N = 299). The data were analyzed from four
   perspectives: (a) comparison of mobile teleworker and nonmobile
   groups, (b) comparison of mobile teleworker subgroups, (c)
   perceptions of mobile teleworkers themselves, and (d) thematic
   content analysis of write-in comments.
       Results from all four data perspectives pointed to the positive
   influence of mobile telework on most aspects of work life. The
   exploratory data suggested that productivity/job effectiveness,
   morale/organizational commitment, and customer relationships were all
   perceived to have been positively influenced by mobile telework. This
   perceived positive influence was particularly pronounced for mobile
   teleworkers who had a dedicated home offfce with a door. In contrast,
   the data pointed to a neutral or negative perceived influence of
   mobile telework on company relationships, especially camaraderie.
       Exploratory data about the perceived influence of mobile telework
   on aspects of family life were also generally positive. However, the
   strength of this perceived influence was less than the influence
   reported on aspects of work. Though mobile teleworkers reported much
   greater flexibility in the timing and location of work, they did not
   report having an easier time balancing work life and family life. In
   write-in comments, some mobile teleworkers reported they were
   thriving because of the flexibility to balance their lives. Others
   reported they were struggling because flexibility blurred the
   boundaries between work life and family life. Overall, the perceived
   influence of mobile telework on home chores/child care, family
   relationships, and personal factors was somewhat positive, but
   generally weak. Parents with preschool-aged children reported a more
   positive influence on these aspects of family life.
       From this exploratory study it appears that, on the whole, mobile
   telework can positively influence aspects of both work life and
   family life. However, there are also potential pitfalls which must be
   dealt with if a mobile telework program is to be successful. Sound
   program design and training for employees and leaders are seen as
   essential and some suggestions are offered. The study of mobile
   telework is in its infancy, and additional research is needed to
   understand how this new work form may influence aspects of the
   work/family interface.
 
 

 Title:       ADOPTION OF TELECOMMUTING: MODELING THE EMPLOYER'S AND THE
              EMPLOYEE'S DECISION PROCESSES (EMPLOYER DECISION-MAKING)
 Author:      BERNARDINO, ADRIANA TEIXEIRA
 School:      MASSACHUSETTS INSTITUTE OF TECHNOLOGY (0753)  Degree: PHD
              Date: 1995
 Advisor:     BEN-AKIVA, MOSHE
 Source:      DAI-A 56/06, p. 2440, Dec 1995
 Subject:     TRANSPORTATION (0709); BUSINESS ADMINISTRATION, MANAGEMENT
              (0454); BUSINESS ADMINISTRATION, MARKETING (0338)

 Abstract:    This research develops a comprehensive model of the
   telecommuting adoption process, incorporating both the employer's and
   the employee's perspectives.
       A probabilistic modeling approach is taken. The employer's
   decision to offer a telecommuting program to her/his employees is
   modeled as a function of her/his motivations and constraints, and of
   the perceived impacts of telecommuting on the organization's
   productivity and costs. The employee's decision to adopt an available
   telecommuting program is modeled as a function of her/his motivations
   and constraints, as well as of the impacts of the available program
   on lifestyle quality, work related costs and income.
       The results indicate that telecommuting has a significant
   potential to increase productivity and improve lifestyle quality, if
   the right program is designed for the right employee. The potential
   of telecommuting to reduce organization's and employee's work related
   costs is perceived to be limited. An overall negative perception
   about the potential impacts of telework center based telecommuting
   programs on productivity and lifestyle quality is identified,
   pointing to a need for further research on this subject.
       It is demonstrated that telecommuting has a significant potential
   to reduce work trips, and that this potential can be further enhanced
   as experience with such arrangements increases. These results
   indicate the positive impact of experience with telecommuting in
   increasing the level of adoption. (Copies available exclusively from
   MIT Libraries, RM. 14-0551, Cambridge, MA 02139-4307. Ph.
   617-253-5668; Fax 617-253-1690.)
 
 

 Title:       THE USE OF PORTABLE OFFICES: AN EXPLORATORY ANALYSIS
 Author:      CORBETT, NANCY
 School:      CARLETON UNIVERSITY (CANADA) (0040)  Degree: MMS
              Date: 1994  pp: 236
 Advisor:     DUXEBURY, LINDA
 Source:      MAI 33/03, p. 746, Jun 1995
 Subject:     BUSINESS ADMINISTRATION, MANAGEMENT (0454)
 ISBN:        0-315-92962-6

 Abstract:    This research was designed to examine the adoption of
   portable offices through interviews with about 60 individuals who use
   them and with some of their managers. There were three questions
   explored in the study: (1) why do people use portable offices?; (2)
   how do individuals use portable offices?; (3) what are some of the
   individual and organizational outcomes of the use of portable
   offices? Comparisons were done on users who had high and low 'extent
   of portability', as determined by whether they had a portable phone
   or at least three pieces of portable technology.
       The research was based on the theory of adoption of innovations,
   as well as personal computing, end user computing, telework, and
   stress. The findings of this study indicate that portable offices are
   an example of an innovation that is being adopted as predicted by the
   theory. They appear to be a successful innovation, as indicated by
   responses on outcomes, satisfaction, intent to continue use and
   advice to potential adopters. Potential drawbacks are identified for
   attention.
       The findings fit with the other studies that found work with
   computer and communications technology along with flexibility in
   location and time is particularly well-suited to those in managerial
   and professional work. The perceived benefits are primarily related
   to improved work performance and productivity, which are seen as
   significant organizational benefits. There are also significant
   individual and family benefits seen to result from added work
   flexibility and good tools. Respondents in this sample were taking
   advantage of the portability, using the technology in a number of
   locations as well as for a significant amount of supplementary work
   at home.
 
 

 Title:       INDEPENDENT HOME-BASED TELEWORK IN HAWAII: PREPARATION,
              WORK PATTERNS, AND EXTERNAL SUPPORT
 Author:      ENSING, GLEN ARLAN
 School:      UNIVERSITY OF HAWAII (0085)  Degree: MA  Date: 1992
              pp: 95
 Advisor:     HARMS, L. S.
 Source:      MAI 31/01, p. 15, Spring 1993
 Subject:     INFORMATION SCIENCE (0723); TRANSPORTATION (0709);
              BUSINESS ADMINISTRATION, GENERAL (0310)

 Abstract:    The focus of this research was to study independent
   home-based teleworkers, who primarily were self-employed and worked
   from their homes. This research identifies some of the factors
   involved in preparing for home-based telework, in areas such as
   alterations to the home, and expected advantages and disadvantages of
   home-based telework. The study goes on to evaluate the day to day
   nature of working at home in areas such as saving commuting hours and
   the impact of working at home on the household. The last area of this
   research was to assess the external support needs of home-based
   teleworkers, which measures their receptiveness to the use of on-line
   services and support, additional support services, working in a
   neighborhood telework center, and joining an association of fellow
   home-based teleworkers.
 
 
 
 

 Title:       UTILIZATION OF TELECOMMUTING AS A TOOL FOR RETAINING
              LOGISTICS PROFESSIONALS
 Author:      CALLAGHAN, WILLIAM JOSEPH
 School:      BAKER COLLEGE (MICHIGAN) (1249)  Degree: MBA  Date: 1996
              pp: 54
 Source:      MAI 35/01, p. 84, Feb 1997
 Subject:     BUSINESS ADMINISTRATION, MANAGEMENT (0454); TRANSPORTATION
              (0709); SOCIOLOGY, INDUSTRIAL AND LABOR RELATIONS (0629)

 Abstract:    A logistics professional assists in the management and
   control of the supply chain from the time raw materials are procured
   for manufacturing to the time that finished products are delivered to
   the customer. Competition for experienced logistics professionals has
   grown fierce between companies and between recruiting agencies. As in
   any field, employee turnover of logistics professionals is proving to
   be a challenge resulting in expensive recruiting and training
   activities. This problem has been met with a number of solutions, one
   of which is offering logistics employees flexible work arrangements,
   specifically telecommuting.
       Telecommuting, the process of carrying out job responsibilities
   from locations remote from the typical work place through the use to
   telecommunications hardware and software, has grown in popularity
   amongst companies in the last decade as technology has improved to
   make such an arrangement feasible and practical. This author
   researched the implications for employee retention amongst logistics
   professionals should companies offer these employees the benefit of
   telecommuting. Surveys were aimed at members of Council of Logistics
   Management's logistics professionals to gain data providing attitudes
   of logistics professionals toward telecommuting, as a benefit.
   Selected interviews were also conducted with current logistics
   telecommuters to procure data on actual experiences with
   telecommuting amongst logistics professionals. This research project
   aimed to show that companies employing logistics professionals can
   dramatically increase employee retention rates among logistics
   professionals by offering telecommuting as a benefit, resulting in
   reduced recruiting and training costs.
 
 

 Title:       TELECOMMUTING: BENEFIT OR BURDEN. AN EXAMINATION OF
              SALIENT ATTITUDES AMONG INFORMATION PROFESSIONALS
 Author:      MARKHAM, FRANK BELL
 School:      LOUISIANA TECH UNIVERSITY (0109)  Degree: DBA  Date: 1996
              pp: 152
 Source:      DAI-A 57/08, p. 3579, Feb 1997
 Subject:     BUSINESS ADMINISTRATION, MANAGEMENT (0454); SOCIOLOGY,
              INDUSTRIAL AND LABOR RELATIONS (0629)

 Abstract:    This study focused on the perceptions of workers and
   managers employed in an 'information' environment. Its purpose was
   twofold: (1) gain some understanding of which benefits and
   disadvantages are salient to telecommuting employees and
   organizations; and (2) investigate the impact, if any, of existing
   telecommuting technology on those perceptions. The basic propositions
   of the study were that a significant difference exists between the
   perceptions of information workers and managers with respect to the
   importance and application of selected benefits and disadvantages of
   telecommuting technology.
       The survey population was identified through the Data Processing
   Management Association (DPMA) and included membership of chapters
   from five mid-Atlantic areas. The final population available for the
   survey was 575 information systems professionals. A total of 176
   usable surveys were returned for a response rate of just over 30%.
       The overall conclusion resulting from this investigation is that
   telecommuting does affect the perceptions of both managers and
   non-managers. The non-managers generally differed in their
   perceptions of the benefits and disadvantages of telecommuting for
   the individual. The telecommuting non-managers attached a higher
   level of advantage to all elements of personal issues and, generally,
   a lower level of disadvantage on performance issues. The analysis
   failed to establish a difference between the two non-manager groups
   concerning job related issues.
       In general, telecommuting managers tend to perceive a higher
   level of benefits and a lower level of disadvantages for
   organizational issues. Where differences in perceptions were
   established, this was also true of individual issues. For
   organizations that are considering implementing telecommuting
   technology in their operations, these findings provide evidence for
   confronting the objections of reluctant decisions makers and
   managers.
 
 

 Title:       THE EFFECTS OF TELECOMMUTING AND COMMUNICATION MEDIA ON
              PERCEIVED VALUE CONGRUENCE, ORGANIZATIONAL SUPPORT AND JOB
              SATISFACTION
 Author:      WELCHANS, THOMAS DANIEL
 School:      THE OHIO STATE UNIVERSITY (0168)  Degree: PHD  Date: 1996
              pp: 215
 Advisor:     GREENBERG, JERALD
 Source:      DAI-A 57/02, p. 766, Aug 1996
 Subject:     BUSINESS ADMINISTRATION, MANAGEMENT (0454); PSYCHOLOGY,
              INDUSTRIAL (0624)

 Abstract:    Telecommuting, an arrangement in which members of
   organizations work outside of their employers' offices, already has
   begun to transform the traditional workplace. In this dissertation, I
   draw on theory and research from existing organizational literatures,
   such as person-organization fit and organizational culture, to
   examine the effects of telecommuting on individuals' work-related
   attitudes. Specifically, the impact of individuals' time spent in the
   office and frequencies of communications with bosses and coworkers on
   Job Satisfaction, Perceived Organizational Support (POS), and
   Perceived Value Congruence (PVC) is studied. The relationships among
   these dependent variables also are explored. Mail surveys were sent
   to both office- and field-based employees of two large Midwestern
   U.S. firms, and 484 responses were received.
       Overall, I found that POS and PVC strongly impact Job
   Satisfaction. In turn, POS is somewhat positively affected by the
   amount of time employees spend in their employers' offices.
   Generally, the hypothesized relationships between telecommuting and
   POS are more strongly supported than those between telecommuting and
   PVC. However, many of this study's hypotheses are not supported,
   particularly those involving communication frequencies between
   organization members.
       Post hoc analyses indicate that demographic characteristics, such
   as gender and tenure in the company, may be important moderators of
   the telecommuting-job attitude relationship. Spending time in the
   office is associated most strongly with higher POS levels among men
   and employees with longer tenures in their companies. The
   implications of these findings for selecting, socializing, and
   managing telecommuters are discussed. An agenda for future research
   in telecommuting also is outlined.
 
 
 

 Title:       ALTERNATIVE WORK ARRANGEMENTS: THE EFFECTS OF DISTANCE AND
              MEDIA USE ON THE SUPERVISOR-SUBORDINATE RELATIONSHIP
              (TELECOMMUTING)
 Author:      LOWRY, TAMMY
 School:      RICE UNIVERSITY (0187)  Degree: PHD  Date: 1996  pp: 124
 Advisor:     DIPBOYE, ROBERT L.
 Source:      DAI-B 57/05, p. 3442, Nov 1996
 Subject:     PSYCHOLOGY, INDUSTRIAL (0624); PSYCHOLOGY, SOCIAL (0451);
              INFORMATION SCIENCE (0723)

 Abstract:    With the introduction of advanced information
   technologies, organizations are able to work in many new arrangements
   which impact the way groups and individuals interact. This research
   examined the effects of working at a distance on the quality and
   quantity of communication, as well as LMX quality between a
   supervisor and subordinate. The impacts of using advanced information
   technologies to manage a distance situation were also investigated,
   and factors leading to choice of a particular communication mode were
   defined.
       The results suggest that neither the quality nor quantity of
   communication between a supervisor and employee is related to the
   distance between the two. The LMX quality of the pair is not related
   to distance either. However, while the communication seems to be the
   same for distance and non-distance workers, employees in
   non-traditional distance jobs feel as if they are more isolated and
   communicate less with their supervisors. These findings suggest that
   employees in non-traditional distance jobs may require more
   communication with their supervisors than those in other work
   scenarios.
       In addition, the results imply that advanced communication
   technologies can play a significant role in managing distance work.
   The overall media richness of the technology used by a pair to
   communicate moderates the effects of distance on LMX quality for
   non-traditional distance workers.
       In examining how individuals make choices concerning technology
   use, the results support suggestions put forth by the Social
   Information Processing Model (Fulk, Steinfield, Schmitz, & Power,
   1987) and the Critical Mass Theory (Markus, 1987) and support
   generalization of these models to technologies other than electronic
   mail. In addition, the results reinforce ideas put forth by Daft and
   his colleagues (Daft et. al, 1987) concerning the match between the
   appropriate technology and a specific task. Overall, these two
   factors are very important in determining technology use.
       The results of this study also suggest that electronic mail has
   been integrated into corporate cultures to a great degree and seems
   to be a preferred method of communication. In contrast, very little
   use is currently being made of more advanced communication
   technologies such as computer conferencing and video conferencing.
 
 

 Title:       REDEFINING THE PLACE OF WORK: TELECOMMUTING AND THE HOME
 Author:      MAZZI, ANGELA L.
 School:      THE UNIVERSITY OF ARIZONA (0009)  Degree: MA  Date: 1995
              pp: 140
 Advisor:     BONNAMOUR-LLOYD, DOMINIQUE
 Source:      MAI 34/01, p. 3, Feb 1996
 Subject:     ARCHITECTURE (0729); SOCIOLOGY, INDUSTRIAL AND LABOR
              RELATIONS (0629); AMERICAN STUDIES (0323)

 Abstract:    With automation, every aspect of office work becomes
   streamlined, on-line, and universally accessible. This eliminates the
   need for a hierarchical work structure, and for spatially and
   temporally bounded offices. When traditional cultural constructs are
   abandoned through telecommunication and electronic technologies, both
   home and work need to be redefined. Because the workplace is being
   transplanted into the home, workers must establish boundaries between
   these two worlds to substitute for the loss of office social
   interaction and to balance professional and personal life. Social and
   architectural theories, statistics and case studies, have alternately
   made both dire and optimistic predictions about the repercussions of
   telecommuting. This thesis tests these predictions through case
   studies which examine how actual people are coping with this new way
   of working and living. It uses the resulting information to focus on
   the ways that home design is affected by these phenomena.
 
 

 Title:       THE EFFECTS OF THE INFORMATION HIGHWAY ON HOUSING DESIGN
              AND THE URBAN FABRIC
 Author:      DANIELL, DAVID FORREST CHILTON
 School:      THE UNIVERSITY OF TEXAS AT ARLINGTON (2502)  Degree: MARCH
              Date: 1995  pp: 188
 Advisor:     HAMILTON, TODD
 Source:      MAI 33/06, p. 1609, Dec 1995
 Subject:     ARCHITECTURE (0729); URBAN AND REGIONAL PLANNING (0999);
              SOCIOLOGY, GENERAL (0626)

 Abstract:    As the effects of the Information Highway on housing
   design and the urban fabric are discussed, the goal is not to paint
   an exact portrait of the future. Instead, the goal is to study the
   Information Highway, understand the issues it entails for society in
   the United States, and with that understanding develop some scenarios
   that will serve as tools for architects and urban planners alike when
   they sit down at the design table.
       There are two main reasons for choosing housing design and the
   urban fabric specifically. The first reason is that the home is the
   primary place where all the manifestations of the Information Highway
   will be present. The second reason is that telecommuting--communting
   to work via the computer over the 'phone lines'--could possibly have
   far-reaching implications for future and existing cities.
 
 
 

 Title:       ORGANIZATIONAL ADOPTION OF REMOTE WORK ARRANGEMENTS: A
              FIELD STUDY AND RESEARCH FRAMEWORK (TELECOMMUTING)
 Author:      FRITZ, MARY BETH WATSON
 School:      GEORGIA INSTITUTE OF TECHNOLOGY (0078)  Degree: PHD
              Date: 1995  pp: 132
 Advisor:     NARASIMHAN, SRIDHAR
 Source:      DAI-A 57/01, p. 308, Jul 1996
 Subject:     BUSINESS ADMINISTRATION, GENERAL (0310); BUSINESS
              ADMINISTRATION, MANAGEMENT (0454); PSYCHOLOGY, INDUSTRIAL
              (0624)

 Abstract:    Organizations are beginning to implement a variety of
   different types of remote work arrangements, such as telecommuting,
   satellite offices, and virtual offices. A review of the previous
   literature indicates that remote work has seldom been examined from
   an organizational perspective. Previous studies have not addressed
   the organizational adoption of remote work arrangements and the
   factors which influence effective adoption. In addition, this
   literature provides evidence that managers are often reluctant to
   allow employees to work in a remote environment and, in particular,
   are concerned that the performance of the worker not decline in the
   remote environment $/lbrack$Olson 1989$/rbrack.$
       A field study is conducted in this dissertation to investigate
   the influence of certain aspects of the work process on the perceived
   performance ability of workers in a remote environment. In addition,
   differences in the influence of these variables depending on whether
   the worker was in a remote or a traditional environment were
   examined. Data was collected from workers in remote work environments
   and a matched group of workers in traditional work environments in
   eight firms in the Atlanta area.
       Evidence from this field research indicates that a more
   comprehensive examination of the variables influencing performance in
   the remote environment is necessary in the investigation of the
   adoption of remote work arrangements. In addition, there is evidence
   that information technology variables, which have rarely been
   investigated in previous studies, are important to effective
   performance and should be investigated further.
       A framework for research is developed which argues that the
   following factors must be considered in the adoption of remote work
   arrangements: (i) the motivation of the firm for adopting remote work
   arrangements, including the competitive and social environment of the
   firm, (ii) the existence of suitable organizational factors for the
   work arrangement, i.e., performance factors and social/cultural
   factors, and (iii) the existence of suitable supporting information
   technologies, i.e., availability of a suitable information technology
   infrastructure, experience with a suitable information technology
   infrastructure, and information technology support.
 
 

 Title:       CORRELATES OF THE ADOPTION AND IMPLEMENTATION OF
              PROGRAMMER/ANALYST TELEWORK: AN ORGANIZATIONAL PERSPECTIVE
              (INFORMATION TECHNOLOGY)
 Author:      RUPPEL, CYNTHIA PROK
 School:      KENT STATE UNIVERSITY (0101)  Degree: PHD  Date: 1995
              pp: 154
 Advisor:     HOWARD, GEOFFRY S.
 Source:      DAI-A 56/06, p. 2326, Dec 1995
 Subject:     BUSINESS ADMINISTRATION, MANAGEMENT (0454)

 Abstract:    Despite the potential benefits of telework, or
   telecommuting, for both the employer and the employee, its use has
   not grown at the rates frequently predicted. This research was
   designed to explore the possible reasons for this lack of growth, and
   to aid in predicting telework's future use.
       A theoretical foundation upon which to study telework's use was
   developed using the organizational innovation literature, as well as
   the popular telework literature. A model of telework adoption and
   implementation was developed which consists of many standard
   organizational innovation variables related to an organizations
   adoption and/or implementation of innovations, as well as both
   environmental variables which may be related to teleworking and
   variables which are suggested to facilitate telework's adoption
   and/or implementation. This model was tested empirically by
   conducting a survey of information systems firms and departments
   regarding their use of telework.
       Using the variables in the model, differences between adopters
   and nonadopters of telework were determined. A globalized
   marketplace, a competitive marketplace, the existence of regulatory
   legislation, a high degree of professionalism among staff,
   centralized decision-making, managerial attitude towards telework, a
   high administrative intensity ratio, the availability of rich
   communications media, training managers about the benefits of
   telework, the existence of perceived adequate security measures, the
   existence of a champion and top management support were all related
   to telework's adoption.
       Also, those variables correlated to the implementation of
   telework were examined. Implementation was measured using a
   multidimensional measure, with the dimensions being depth and
   breadth. The existence of a career ladder, planning, training
   managers about telework's benefits, the existence of perceived
   adequate security measures, the existence of a champion and top
   management support were found to be related to depth of
   implementation. A high degree of professionalism, managerial attitude
   towards telework, administrative intensity, communication with
   consultants, size of firm, the existence of a career ladder,
   planning, training managers about telework's benefits, the existence
   of perceived adequate security measures, the existence of a champion
   and top management support were found to be related to breadth of
   implementation.
 
 

 Title:       ANALYSIS OF AN INTERNATIONAL BUSINESS MACHINES (IBM)
              ASYNCHRONOUS TRANSFER MODE (ATM) WORKGROUP WITH REMOTE
              INTEGRATED SERVICES DIGITAL NETWORK (ISDN) ACCESS
 Author:      COX, JAN M.
 School:      UNIVERSITY OF HOUSTON (0087)  Degree: MS  Date: 1995
              pp: 94
 Advisor:     COLLINS, GEORGE C.
 Source:      MAI 34/03, p. 1200, Jun 1996
 Subject:     COMPUTER SCIENCE (0984)

 Abstract:    Detailed analysis of an IBM ATM workgroup with remote ISDN
   access has been conducted to assess the feasibility of distance
   learning and telecommuting application support. Accomplishments of
   the research include installing and configuring the network hardware,
   evaluating the advanced network technology and developing a
   laboratory prototype to support multimedia applications. Network
   model results predict that the ATM network will significantly improve
   laboratory network performance as compared to that of the currently
   installed Ethernet network. Follow-on activities have been identified
   so that the ideas and implementation of this prototype may be
   continued. This prototype is expected to immediately benefit the
   University of Houston-Clear Lake (UHCL) by providing state-of-the-art
   equipment for telecommunications students.
 
 

 Title:       THE ECONOMICS OF TELECOMMUTING, WITH AN APPLICATION TO THE
              MANUFACTURING SECTOR (WORKER MONITORING)
 Author:      BOLIN, DELYNNE JO
 School:      PURDUE UNIVERSITY (0183)  Degree: PHD  Date: 1995  pp: 142
 Advisor:     BARRON, JOHN M.
 Source:      DAI-A 56/09, p. 3688, Mar 1996
 Subject:     ECONOMICS, LABOR (0510); BUSINESS ADMINISTRATION,
              MANAGEMENT (0454)

 Abstract:    The first essay of this work looks at variation in the
   provision of telecommuting as a fringe benefit when workers differ ex
   post in their preferences for telecommuting and firms differ in the
   gain to reducing turnover due to different levels of investment in
   specific training. We find firms gain by offering telecommuting
   through lower average quit rates and lower expected present value of
   compensation due to flatter wage profiles. Comparative statics show
   that these gains are increasing in the amount of firm-specific
   training provided the worker.
       The second essay explains the extent of telecommuting usage by
   focusing on the cost of monitoring worker effort as the major
   component in the firm's provision cost. A simple linear
   principal-agent model shows that, the easier it is to monitor effort
   remotely relative to on location, the more likely the firm is to hire
   a telecommuter. In terms of the number of tasks performed, we find
   that those which are relatively less costly to monitor are
   accomplished on days the agent works from home and those that are
   harder to monitor are done at the office. Lastly, we look at how
   differences in measuring the output of workers alters the value of
   restricting outside activities. Our theory suggests that the less
   costly is monitoring, the more likely pay is performance-based and,
   as the worker is allowed more on-the-job freedom, the more likely she
   is to telecommute.
       The third essay investigates the effect of telecommuting on labor
   force participation. A multinomial logit model suggests that
   telecommuters differ significantly in terms of characteristics from
   both nontelecommuters and those choosing not to participate. We also
   find that telecommuting encourages, to a greater degree than
   traditional work arrangements, new participation, rather than
   substitution, in the workforce.
       The final essay looks briefly at the impact of telecommuting on
   the manufacturing sector and find that positions which are relatively
   easier to monitor remotely are more likely to be assigned to
   telecommuters. In addition, we find strong evidence that the offer to
   telecommute by manufacturing firms attracts into the labor force
   individuals who are characteristically less likely to participate.
 
 

 Title:       DIFFERENT CONNECTIONS: AN INVESTIGATION AND ANALYSIS OF
              DISPLACEMENT AND SUBSTITUTION IN 'VIRTUAL COMMUNITIES'
 Author:      CAMPBELL, PAUL BRIAN
 School:      SYRACUSE UNIVERSITY (0659)  Degree: PHD  Date: 1995
              pp: 304
 Source:      DAI-A 57/02, p. 496, Aug 1996
 Subject:     MASS COMMUNICATIONS (0708); INFORMATION SCIENCE (0723)

 Abstract:    Computer-mediated communications have given rise to
   'Virtual Communities.' They often mirror and mimic their 'actual'
   counterparts, but are distinguishable from them in being a-spatial,
   a-synchronous, and a-corporeal.
       New communications technologies allow for, facilitate, and
   sometimes require new forms of social organization. The dissertation,
   in the form of an analytical and interpretative essay, examines how
   the replacement of face-to-face interaction by 'Virtual Communities'
   may well modify established social structures.
       The dissertation makes no attempt to predict the adoption and
   diffusion pattern of any particular technology. Instead, having
   adopted a structural functionalist perspective, it examines the
   introduction of historically important technologies in order to
   uncover the displacements and substitutions provoked by each of them.
   A framework is provided through which 'Virtual Communities' may be
   examined in order to gauge how best to maximize their anticipated
   benefits while minimizing their inevitable negative consequences.
       After the overview of previous communications technologies and
   the 'Virtual Communities' they engendered, currently-developing
   technologies, such as E-mail, Teleconferencing, Telecommuting,
   Distance Learning, and Distance Medicine are considered by way of
   illustration of the process involved in displacement and
   modification.
       A case study chapter, using shopping and religion, analyzes the
   impact of new communications technologies on existing social
   functions. They are compared with their electronic counterparts,
   suggesting the range of possibilities that exist as these new
   technologies come into the mainstream of society.
       The on-going development of the Information Superhighway
   indicates the continuing impact of electronic forms of communication
   on the form and shape of 'Actual Communities.' Lack of equal access
   to on-line services in this age of information superabundance may
   well have a detrimental effect upon society.
       Previously adopted complications innovations have had profound
   implications for society; everything suggests that the adoption and
   diffusion of the new communication technologies will be similar.
   Beyond the professional research community, insufficient attention
   has been paid to the nature of these implications. This dissertation
   suggests that public debate about the consequences of the on-going
   switch to 'Virtual Communities' is essential if the negative and
   unintended consequences of such a move are to be minimized.
 
 

 Title:       INDIVIDUAL TELECOMMUTING FREQUENCY: EXPECTANCY THEORY
              PREDICTIONS IN A PUBLIC AGENCY
 Author:      MANDEL, MARK ZOHAR
 School:      CALIFORNIA SCHOOL OF PROFESSIONAL PSYCHOLOGY - SAN DIEGO
              (0379)  Degree: PHD  Date: 1995  pp: 123
 Source:      DAI-B 56/05, p. 2917, Nov 1995
 Subject:     PSYCHOLOGY, INDUSTRIAL (0624); BUSINESS ADMINISTRATION,
              MANAGEMENT (0454)

 Abstract:    The concept of telecommuting, or home-based work, is
   rapidly becoming an acceptable alternative work arrangement in many
   organizations. Organizations, employees and the environment all
   potentially benefit by having work conducted from a remote work
   location. This study used an expectancy theory approach to predict
   individual telecommuting frequency in a public agency. Expectancy
   theory proposes that telecommuting frequency is a function of Valence
   of Telecommuting, or attractiveness of telecommuting, the Expectancy
   or ability to telecommute, and the interaction of these two
   variables. It was hypothesized that the addition of individual
   differences and contextual factors would further improve the
   prediction of telecommuting frequency. In the research model, it was
   hypothesized that the Expectancy measure would moderate the
   relationship of Valence of Telecommuting and the criterion,
   telecommuting frequency. In addition, two decision choice rules,
   Matching Law and Maximization Rule, were compared for their
   applicability to the prediction of the criterion. Lastly, two direct
   measures of expectancy constructs, Direct Valence of Telecommuting
   and Direct Attractiveness of Telecommuting, were compared to the
   research model's computed measures.
       A total of 203 questionnaires were collected from full-time
   employees (who were all telecommuters) from the County of San Diego.
   Results of the analyses indicated that the expectancy measure,
   Valence of Telecommuting and Expectancy, were both significantly
   related to telecommuting frequency. The interaction of these two
   variables, based on the computed Valence of Telecommuting measure was
   not significant. However, when the direct measure of Valence of
   Telecommuting was substituted for the computed measure the
   interaction was significant. Therefore, support for the
   multiplicative model of expectancy theory was only partially
   realized. The saliency of identified telecommuting outcomes is
   offered as an explanation for the nonsignificant computed Valence of
   Telecommuting $/sp/*$ Expectancy interaction, and deserves further
   attention.
       The Matching Law and Maximization Rule were found to be equally
   effective concepts for expectancy theory predictions. The direct
   measures of Valence of Telecommuting and Attractiveness of
   Telecommuting were significantly related to their computed
   counterparts. Finally, when a regression model was used to predict
   telecommuting frequency, variables from the contextual factors
   predictor set were found to account for significant variance in the
   prediction.
 
 

 Title:       THE EFFECTS OF TELECOMMUTING AND GENDER ON WORK-FAMILY
              CONFLICT AND SATISFACTION (JOB SATISFACTION)
 Author:      DE LAY, NANCY L.
 School:      ILLINOIS INSTITUTE OF TECHNOLOGY (0091)  Degree: PHD
              Date: 1995  pp: 119
 Advisor:     AYMAN, ROYA
 Source:      DAI-B 56/05, p. 2913, Nov 1995
 Subject:     PSYCHOLOGY, INDUSTRIAL (0624); PSYCHOLOGY, SOCIAL (0451);
              SOCIOLOGY, INDIVIDUAL AND FAMILY STUDIES (0628)

 Abstract:    This was a field experiment conducted in a major
   midwestern information/telecommunications organization. The sample
   was comprised of 105 people, 59 in the telecommuting group and 46 in
   the control group; with no significant differences between the groups
   on any of the demographics. The telecommuting group's levels of
   work-family conflict and satisfaction were measured before they began
   telecommuting (Time 1), immediately after the telecommuting trial
   ended (Time 2) and approximately 6 months later (Time 3). The control
   group's levels of work-family conflict and satisfaction were measured
   at the 6 month mark (Time 3).
       Analysis 1, a series of four repeated measures ANCOVAs, compared
   the telecommuting group Time 1 to Time 2. The independent variables
   were group ('low' or 'high' telecommuters) and gender. The dependent
   variables were W $/to$ F Conflict, F $/to$ W Conflict, Job
   Satisfaction and Social Satisfaction.
       Analysis 2, a series of four 2 X 2 independent group ANCOVAs,
   compared the telecommuting group to the control group at Time 3. The
   independent variables were group (telecommuters or control) and
   gender. The dependent variables were W $/to$ F Conflict, F $/to$ W
   Conflict, Job Satisfaction and Social Satisfaction. The co-variates
   of living arrangements and age of youngest child living at home were
   used in both analyses.
       Analysis 1 found that in the telecommuting group women had
   significantly higher levels of W $/to$ F Conflict than their male
   counterparts. There was one significant co-variate, age of youngest
   child living at home, when looking at W $/to$ F Conflict. It was also
   found that telecommuters had lower levels of W $/to$ F Conflict at
   Time 2. Telecommuters had significantly higher levels of Job
   Satisfaction and Social Satisfaction at Time 2 as compared to Time 1.
       Analysis 2 showed that males in the telecommuting group had
   significantly lower levels of W $/to$ F Conflict than males in the
   control group. With regards to F $/to$ W Conflict it was found that
   both co-variates were significant. The telecommuting group had higher
   levels of Job Satisfaction and Social Satisfaction than the control
   group. Also, with respect to Social Satisfaction, the co-variate of
   living arrangements was significant. This research shows that having
   the work come to the employee, rather than commuting to work, is a
   viable option for the future work force.
 
 

 Title:       THE PERCEIVED INFLUENCE OF MOBILE TELEWORK ON ASPECTS OF
              WORK LIFE AND FAMILY LIFE: AN EXPLORATORY STUDY
              (TELECOMMUTING)
 Author:      HILL, E. JEFFREY
 School:      UTAH STATE UNIVERSITY (0241)  Degree: PHD  Date: 1995
              pp: 225
 Advisor:     MILLER, BRENT C.
 Source:      DAI-A 56/10, p. 4161, Apr 1996
 Subject:     SOCIOLOGY, INDIVIDUAL AND FAMILY STUDIES (0628); BUSINESS
              ADMINISTRATION, MANAGEMENT (0454)

 Abstract:    Telework is an emerging trend in the workplace today.
   According to recent estimates, almost nine million Americans work
   electronically from home and this number is expected to grow 10% to
   20% per year for the next decade. The purpose of this study is to
   explore the perceived influence of mobile telework on aspects of work
   life and family life.
       A group of mobile teleworkers and an equivalent group of
   nonmobile workers were asked to respond to questions about their work
   life and family life (N = 299). The data were analyzed from four
   perspectives: (a) comparison of mobile teleworker and nonmobile
   groups, (b) comparison of mobile teleworker subgroups, (c)
   perceptions of mobile teleworkers themselves, and (d) thematic
   content analysis of write-in comments.
       Results from all four data perspectives pointed to the positive
   influence of mobile telework on most aspects of work life. The
   exploratory data suggested that productivity/job effectiveness,
   morale/organizational commitment, and customer relationships were all
   perceived to have been positively influenced by mobile telework. This
   perceived positive influence was particularly pronounced for mobile
   teleworkers who had a dedicated home offfce with a door. In contrast,
   the data pointed to a neutral or negative perceived influence of
   mobile telework on company relationships, especially camaraderie.
       Exploratory data about the perceived influence of mobile telework
   on aspects of family life were also generally positive. However, the
   strength of this perceived influence was less than the influence
   reported on aspects of work. Though mobile teleworkers reported much
   greater flexibility in the timing and location of work, they did not
   report having an easier time balancing work life and family life. In
   write-in comments, some mobile teleworkers reported they were
   thriving because of the flexibility to balance their lives. Others
   reported they were struggling because flexibility blurred the
   boundaries between work life and family life. Overall, the perceived
   influence of mobile telework on home chores/child care, family
   relationships, and personal factors was somewhat positive, but
   generally weak. Parents with preschool-aged children reported a more
   positive influence on these aspects of family life.
       From this exploratory study it appears that, on the whole, mobile
   telework can positively influence aspects of both work life and
   family life. However, there are also potential pitfalls which must be
   dealt with if a mobile telework program is to be successful. Sound
   program design and training for employees and leaders are seen as
   essential and some suggestions are offered. The study of mobile
   telework is in its infancy, and additional research is needed to
   understand how this new work form may influence aspects of the
   work/family interface.
 
 

 Title:       CLERICAL TELECOMMUTERS: A CASE STUDY
 Author:      MEADOR, MELANIE ANN
 School:      UNIVERSITY OF HOUSTON (0087)  Degree: MA  Date: 1995
              pp: 108
 Source:      MAI 33/06, p. 1747, Dec 1995
 Subject:     SOCIOLOGY, INDUSTRIAL AND LABOR RELATIONS (0629); BUSINESS
              ADMINISTRATION, MANAGEMENT (0454)

 Abstract:    Telecommuting is the practice of employees working at a
   site other than the traditional office. The employee is connected to
   the business by information technology. Telecommuting is estimated to
   increase from 2% of the labor force in 1992 to over 10% of the labor
   force by 2002 (Department of Transportation 1993). Isolation,
   productivity, office morale, management styles and corporate culture
   are all assumed to be impacted by this trend.
       The purpose of this thesis is to evaluate an existing
   telecommuting program. Several telecommuting pilot programs and the
   home-based work history are compared to the program studied. The 103
   telecommuters surveyed and 25 telecommuters interviewed are catalog
   order takers, or Customer Service Representatives, for a national
   retailer's telemarketing division. Issues dealing with the
   interaction between the on and off site workers, productivity, and
   the experience and perception of the situation by both the
   telecommuters' managers, the telecommuters, and the telecommuters'
   co-workers are explored.
       Since the program studied has been in existence for over seven
   years, I was able to address questions raised, but not answered, in
   many past telecommuting pilot programs. These questions included the
   long term effects on the maintenance of above average productivity
   and the reduction in turnover. My study is different from previous
   telecommuting research endeavors in that I focus upon clerical
   workers, as opposed to professional workers. Telecommuting is shown,
   by this exemplary program, to be positively applied to clerical
   workers, a type of worker largely overlooked by most programs.
 
 

 Title:       UNDERSTANDING INSTABILITY IN THE LABOUR FORCE: AN ANALYSIS
              OF THE LABOUR MARKET ACTIVITY SURVEY, 1988-1990
 Author:      COOK, CYNTHIA DIANE
 School:      THE UNIVERSITY OF WESTERN ONTARIO (CANADA) (0784)
              Degree: MA  Date: 1995  pp: 218
 Advisor:     BEAUJOT, RODERIC
 Source:      MAI 34/01, p. 172, Feb 1996
 Subject:     SOCIOLOGY, INDUSTRIAL AND LABOR RELATIONS (0629); WOMEN'S
              STUDIES (0453); SOCIOLOGY, INDIVIDUAL AND FAMILY STUDIES
              (0628)
 ISBN:        0-315-99208-5

 Abstract:    The object of this thesis is to identify factors which
   contribute to instability in the employment of women in the work
   force, and how these factors differ for men and women at different
   stages of the life course. Previous research suggesting that women
   experience highly sporadic labour market patterns has raised concerns
   with respect to their Canadian Pension Plan contributions, career
   advancement, and poverty in old age. Determining the nature of
   instability in the work force is key to securing a viable labour
   force in a rapidly aging Canadian society.
       In this thesis, the 1988-1990 Labour Market Activity Survey is
   used to analyze labour market patterns. Results indicate that,
   overall, women are at a greater risk of a lengthy work interruption
   and a family-related work interruption than men. These patterns tend
   to diminish with age. However, the effect of marital status within
   gender groups is important, with women having a greater risk of a
   work interruptions if they are married, divorced or widowed, while
   men have a greater risk if they are single and never married.
       The low proportion of family-related interruptions for the entire
   sample is discussed. This result has potential implications for
   implementing such policies as universal day care to facilitate
   women's employment choices. The conclusion of this research is to
   address policies, such as job sharing, flextime and telecommuting,
   which have the potential to eliminate instability experienced by all
   workers in the labour force. (Abstract shortened by UMI.)
 

 Title:       ADOPTION OF TELECOMMUTING: MODELING THE EMPLOYER'S AND THE
              EMPLOYEE'S DECISION PROCESSES (EMPLOYER DECISION-MAKING)
 Author:      BERNARDINO, ADRIANA TEIXEIRA
 School:      MASSACHUSETTS INSTITUTE OF TECHNOLOGY (0753)  Degree: PHD
              Date: 1995
 Advisor:     BEN-AKIVA, MOSHE
 Source:      DAI-A 56/06, p. 2440, Dec 1995
 Subject:     TRANSPORTATION (0709); BUSINESS ADMINISTRATION, MANAGEMENT
              (0454); BUSINESS ADMINISTRATION, MARKETING (0338)

 Abstract:    This research develops a comprehensive model of the
   telecommuting adoption process, incorporating both the employer's and
   the employee's perspectives.
       A probabilistic modeling approach is taken. The employer's
   decision to offer a telecommuting program to her/his employees is
   modeled as a function of her/his motivations and constraints, and of
   the perceived impacts of telecommuting on the organization's
   productivity and costs. The employee's decision to adopt an available
   telecommuting program is modeled as a function of her/his motivations
   and constraints, as well as of the impacts of the available program
   on lifestyle quality, work related costs and income.
       The results indicate that telecommuting has a significant
   potential to increase productivity and improve lifestyle quality, if
   the right program is designed for the right employee. The potential
   of telecommuting to reduce organization's and employee's work related
   costs is perceived to be limited. An overall negative perception
   about the potential impacts of telework center based telecommuting
   programs on productivity and lifestyle quality is identified,
   pointing to a need for further research on this subject.
       It is demonstrated that telecommuting has a significant potential
   to reduce work trips, and that this potential can be further enhanced
   as experience with such arrangements increases. These results
   indicate the positive impact of experience with telecommuting in
   increasing the level of adoption. (Copies available exclusively from
   MIT Libraries, RM. 14-0551, Cambridge, MA 02139-4307. Ph.
   617-253-5668; Fax 617-253-1690.)
 
 

 Title:       WORKING AT HOME AND SUSTAINABLE LIVING: ARCHITECTURE AND
              PLANNING IMPLICATIONS
 Author:      SENBEL, MAGED
 School:      MCGILL UNIVERSITY (CANADA) (0781)  Degree: MARCH
              Date: 1995  pp: 149
 Advisor:     FRIEDMAN, AVI
 Source:      MAI 34/05, p. 1827, Oct 1996
 Subject:     URBAN AND REGIONAL PLANNING (0999); BUSINESS
              ADMINISTRATION, GENERAL (0310); ARCHITECTURE (0729)
 ISBN:        0-612-07914-7

 Abstract:    The goal of this thesis is to determine the correlation
   between the practice of working at home and the theoretical needs of
   sustainable living. The author presents a brief synopsis of the
   present theories of sustainability which he then uses as an
   evaluative backdrop for the study. Urban transport, architectural
   design and quality of life issues are addressed. The author conducted
   an extensive literature review, several case studies and a survey.
   Conclusions drawn from these studies were used to attempt to envision
   sustainable home working communities.
       It was found that sustainability was directly related to whether
   the home worker telecommutes or operates a home-based business.
   Home-based business owners continue to be heavily reliant on
   automobile transportation, while telecommuters make fewer overall
   trips and travel shorter distances than conventional commuters.
   Although neither work type demands significant changes to the
   infrastructure of the typical residence, home-based businesses
   require more space and more attention to design. Telecommuting has
   potential adverse side effects of personal isolation and physical
   strain. To ensure the sustainability of working at home, the practice
   must be adopted as an integral part of a larger transformation on the
   scale of the local community.
 
 

 Title:       HYPING THE HIGHWAY: INDIVIDUALISM AND AUTHORITY IN
              DISCOURSE ABOUT INTERACTIVE MEDIA
 Author:      KING, MARY BRITTON
 School:      CALIFORNIA INSTITUTE OF INTEGRAL STUDIES (0392)
              Degree: MA  Date: 1994  pp: 169
 Source:      MAI 33/04, p. 1105, Aug 1995
 Subject:     ANTHROPOLOGY, CULTURAL (0326); MASS COMMUNICATIONS (0708);
              AMERICAN STUDIES (0323)

 Abstract:    This thesis investigates the rhetoric of individual
   empowerment in popular discourse about interactive media and the data
   highway. A review of relevant popular and academic literature is
   presented, including: a historical survey of psychological and
   management literature from the 1960s onward; communications theories;
   postmodern literature emphasizing the demise of authorship; and
   literature expressly about interactive media. Using ethnographic and
   textual analysis methodologies, three sample areas are explored: the
   electronic town hall concept; telecommuting; and educational reform
   through technology. In each of these, individual self-expression and
   personal choice have been hailed as the most important benefits of
   interactive media, seen as a democratizing, positive break from an
   authoritarian, mass-consciousness past. These benefits are criticized
   for their lack of attention to larger social issues; neglect of the
   consequences of the increasing seclusion of individuals dealing with
   interactive media; and the ignored potential for heightened social
   control and surveillance through these technologies.
 
 

 Title:       STRUCTURE AND POWER IN INFORMATION TECHNOLOGY
              ENVIRONMENTS: A GENEALOGY OF ORGANIZATIONAL SYSTEMS
 Author:      MATHEW, BIJU
 School:      UNIVERSITY OF PITTSBURGH (0178)  Degree: PHD  Date: 1994
              pp: 241
 Source:      DAI-A 55/10, p. 3276, Apr 1995
 Subject:     ECONOMICS, HISTORY (0509); ECONOMICS, THEORY (0511);
              EDUCATION, TECHNOLOGY (0710)

 Abstract:    This research combines a historical and an ethnographic
   study of modern office spaces. It seeks to understand the emergent
   'post-fordist' organization and locate managerial practices within
   such modern IT intensive office spaces.
       Through a historical analysis of 'technologically created work'
   and the managerial practices that surround such work, the nature of
   organizations is theorized as stabilizing into a paradigm of
   production namely, Fordism. This stable paradigm of production is
   seen as the basis for modern IS managerial practices, for instance,
   practices such as Top Down Design and User Involvement--the Gaze and
   the Embrace.
       An ethnographic analysis then posits a conclusion that the
   decline of industrial organizations in USA need not be read as the
   decline of the Fordist paradigm of production. Instead, the
   ethnography suggests, Fordism has quietly moved into aesthetically
   designed IT intensive office spaces.
       Finally, the research aims at answering some new questions that
   are posed by such a conclusion. Can modern IT intensive work
   practices such as TQM/BPR and Telecommuting be called Fordist? This
   research suggests that there is a mode of reading these practices as
   Fordist work produced from within a Post-Fordist imagination--an
   imagination that is centered around the notion of flexibility.
 
 
 

 Title:       THE IMPACT OF TELECOMMUTING ON THE SUPERVISORY PERFORMANCE
              APPRAISAL PROCESS
 Author:      KLAYTON, MARGARET ANN
 School:      VIRGINIA COMMONWEALTH UNIVERSITY (2383)  Degree: PHD
              Date: 1994  pp: 233
 Advisor:     BROWN, DARREL R.
 Source:      DAI-A 55/07, p. 1802, Jan 1995
 Subject:     EDUCATION, BUSINESS (0688); PSYCHOLOGY, INDUSTRIAL (0624);
              BUSINESS ADMINISTRATION, MANAGEMENT (0454)

 Abstract:    The problem studied was whether supervisors evaluated
   telecommuters differently than their on-site co-workers and, if they
   did, was this difference explainable by the models on performance
   ratings by Landy and Farr (1980, 1983, 1989)? For this study,
   telecommuting referred to employees who are full-time employees, but
   work off-site using electronic communication devices and telecommuted
   at least one day per week. Twenty organizations nation-wide were
   surveyed.
       Hypotheses stated that there was no difference in supervisory
   performance appraisal criteria, supervisory performance ratings
   whether the supervisor selected employees to telecommute or the
   supervisor telecommuted or not, and the frequency between formal
   performance appraisals for telecommuters and non-telecommuters.
       Performance appraisal criteria and other questions concerning the
   evaluation process were analyzed. The data supported the first
   hypothesis of no difference in performance appraisal criteria used to
   evaluate telecommuters and non-telecommuters.
       The second hypothesis was not supported by the data. The three
   groups disagreed that telecommuters were generally better performers
   than their on-site co-workers. Supervisors and telecommuters
   disagreed on their perceptions of telecommuters as rated as better
   employees.
       It was assumed in the third hypothesis that supervisors who
   themselves telecommuted would not rate telecommuters as better
   employees than their co-workers. Due to the small sample size, the
   results were inconclusive.
       In the fourth hypothesis, it was assumed that supervisors who had
   the final say about who would be eligible to telecommute would not
   perceive telecommuters as better employees. Based on the analysis,
   the hypothesis could not be supported or refuted due to the small
   sample size.
       Finally, the fifth hypothesis relied on measuring the number of
   months between formal reviews to determine if telecommuters were
   evaluated more frequently than their on-site co-workers. The analysis
   verified that there was no difference between the two groups.
       Because no prior research has been conducted about differences in
   evaluating telecommuting and non-telecommuting employees, there is no
   data available for comparison purposes to discover any trends or
   changes. Future research on this subject should include a review of
   actual performance appraisal records to determine if differences in
   ratings for telecommuters and non-telecommuters exists.
 

 Title:       A MODEL OF DYNAMIC COMMUTER BEHAVIOR INCORPORATING
              TRIP-CHAINING (TRAFFIC)
 Author:      JOU, RONG-CHANG
 School:      THE UNIVERSITY OF TEXAS AT AUSTIN (0227)  Degree: PHD
              Date: 1994  pp: 289
 Advisor:     MAHMASSANI, HANI S.
 Source:      DAI-B 55/06, p. 2307, Dec 1994
 Subject:     ENGINEERING, CIVIL (0543); TRANSPORTATION (0709); URBAN
              AND REGIONAL PLANNING (0999)

 Abstract:    Several emerging approaches, including peak period
   spreading actions, in-vehicle guidance systems, and telecommuting,
   are intended to contribute to improving mobility in the face of
   increasing congestion. While the types of demand side solutions are
   very diverse, their success depends on a deeper understanding of
   tripmaker behavior since travel demand is a result of individual
   travel decisions in a given corridor over a given time period.
       The objective of this dissertation is to develop a framework and
   methodology to model commuter decisions of departure time, route, and
   trip chaining (controlled for in previous experiments). In the
   conceptual framework for this research, commuter decisions for
   departure time and route are assumed to be based on two elements. The
   first is a function of traffic conditions, trip chaining, and the
   commuter's preferences and characteristics on that day. The second
   element is a function of trip chaining behavior on the next day.
       Specifications of both route and departure time choices including
   trip chaining components are presented to provide the basis for the
   estimation of a dynamic travel behavior model. The estimation results
   are generally consistent with the findings obtained from previous
   experiments. The results for trip chaining component indicate that
   commuters are likely to narrow their indifference bands (more likely
   to switch) if they have experienced stops on the day before or if
   there are stops on the current day.
       The comparative analysis of commuter behavior between two
   different cities: Austin and Dallas (both in Texas) indicates rather
   good transferability of departure time and route switching behavior
   models between the two cities. Comparisons between field studies and
   such experiments indicate that the general framework, i.e., boundedly
   rational search, and model form developed in the experiments are
   valid for actual systems. In addition, the signs of the parameters
   obtained in the experiment are in many cases valid for the actual
   system. However, as expected, estimated parameter values for the
   models obtained from the experiment are generally not identical to
   those obtained directly from field data.
 
 

 Title:       THE TELECOMMUTING ADOPTION PROCESS: CONCEPTUAL FRAMEWORK
              AND MODEL DEVELOPMENT (ORDINAL PROBIT, MONTE CARLO)
 Author:      YEN, JIN-RU
 School:      THE UNIVERSITY OF TEXAS AT AUSTIN (0227)  Degree: PHD
              Date: 1994  pp: 212
 Advisor:     MAHMASSANI, HANI S.
 Source:      DAI-B 55/06, p. 2312, Dec 1994
 Subject:     ENGINEERING, CIVIL (0543)

 Abstract:    The aim of this dissertation is to propose a comprehensive
   framework of the interactions between telecommuting and travel
   behavior, and to develop a mathematical model of the telecommuting
   adoption process. The framework identifies two principal actors in
   the decision process (the employee and the employer), and the dynamic
   interactions between telecommuting and its environment. The employee
   faces a decision of whether to participate in a telecommuting program
   at work, given the program features and his/her personal and
   household characteristics and circumstances. The employer decides
   whether to offer a telecommuting program to his/her employees and the
   features of such a program, given the organization's mission and
   activities and the executives' management concerns. Discrete choice
   models are employed to formulate the adoption processes of both the
   employee and the employer.
       The derived choice models are based on the ordered-response
   theory and the normality assumption of the disturbances, known as the
   ordinal probit model. While existing ordinal probit models are
   limited by their assumptions of deterministic utility thresholds and
   identical and independent disturbances of the latent variable, the
   generalized ordinal probit model derived in this research allows
   stochastic thresholds and a general variance covariance structure of
   the disturbances, which enables the model to analyze panel data with
   serial correlations or autocorrelations. In addition, model
   estimation procedures are implemented by a newly developed computer
   code that is based on a Monte Carlo simulation approach and the
   properties of truncated distribution.
       The empirical data are obtained from a survey in three Texas
   cities. Stated preferences for telecommuting are elicited from both
   employees and employers for various telecommuting program scenarios.
   To address the possible autocorrelations existing among responses
   from the same individual, a general error structure is also specified
   in the choice model. The estimated results confirm that both the
   employee and the employer adoption processes are affected by their
   attitudes toward telecommuting and the program design, defined on the
   basis of who assumes the additional costs of telecommuting and the
   corresponding salary changes for the telecommuter. The employee's
   choice of telecommuting is also influenced by his/her personal,
   household, and job characteristics as well as commuting attributes.
   On the other hand, the employer's adoption of telecommuting is mainly
   affected by management related considerations.
       Overall, the derived model formulation and estimation code are
   not limited to telecommuting research. They are applicable to other
   travel demand problems with ordered choice alternatives and problems
   that arise in other disciplines such as management science and
   sociology. (Abstract shortened by UMI.)
 
 

 Abstract:    Recent studies on ATIS do not explicitly consider activity
   scheduling as an integrated part of travel decision making. A
   GIS-interfaced CPM, GISICAS, was conceptualized and constructed in
   this study for providing decision support to the traveler in the
   context of ATIS. Its primary purpose is to facilitate the traveler in
   activity scheduling and destination selection. It was developed upon
   the theoretical foundation of the activity-based approach to
   transportation modeling and insights from recent studies on ATIS. It
   takes into account a person's locational preference and the impact of
   fixed destinations in activity space. By defining a feasible
   opportunity set, it realistically represents destination choice set
   in a spatial term. It performs spatial search using elaborate search
   heuristics and it is capable of providing decision support of
   activity scheduling and destination selection to the traveler. A
   travel diary data set from the California Telecommuting Pilot Project
   was used to illustrate how GISICAS works in a real geographical
   environment represented by ARC/INFO GIS. The issues associated with
   interfacing a CPM with a GIS are discussed in the conclusion.
 
 

 Title:       TELECOMMUTING: STATUS, PRACTICE, RESEARCH ISSUES, AND
              EMPLOYER (ORGANIZATIONAL) CHARACTERISTICS
 Author:      WEIDNER, MERRILL JAN
 School:      CALIFORNIA STATE UNIVERSITY, NORTHRIDGE (1212)  Degree: MS
              Date: 1994  pp: 452
 Source:      MAI 33/06, p. 1748, Dec 1995
 Subject:     SOCIOLOGY, INDUSTRIAL AND LABOR RELATIONS (0629); BUSINESS
              ADMINISTRATION, MANAGEMENT (0454); URBAN AND REGIONAL
              PLANNING (0999)

 Abstract:    This work provides a comprehensive examination of the
   phenomenon of telecommuting, including such questions as who
   telecommutes and why, how many telecommuters are there, what are the
   employer and employee benefits and consequences of telecommuting
   including organizational and job design considerations, and what
   organizations are most likely to adopt telecommuting. Numerous
   hypotheses from organization and job design theory are developed;
   and, the work then examines several well-documented telecommuting
   pilot projects for supportive evidence. Additionally, the work offers
   considerations for the redesign of office-based jobs to facilitate
   telecommuting.
       The work analyzes the data contained in the 'Regulation XV'
   database of the California SCAQMD, from which it is inferred that
   larger organizations, organizations in certain SIC categories, and
   organizations employing greater percentages of 'white collar' workers
   are more likely to adopt telecommuting. Finally, the work develops
   several regression models for predicting the probability of an
   organization adopting telecommuting based on these variables.
 

 Title:       AN INVESTIGATION OF INFORMATION SYSTEMS MANAGERS'
              INNOVATIVENESS TOWARD TELECOMMUTING
 Author:      ELLIS, TIMOTHY SELWYN
 School:      LOUISIANA TECH UNIVERSITY (0109)  Degree: DBA  Date: 1993
              pp: 139
 Source:      DAI-B 55/02, p. 490, Aug 1994
 Subject:     COMPUTER SCIENCE (0984); BUSINESS ADMINISTRATION, GENERAL
              (0310); INFORMATION SCIENCE (0723)

 Abstract:    Enhancements in computer and communication technology have
   offered many alternatives to information systems (IS) users. Although
   these innovations have been widely tested and accepted, some IS
   managers and other organizational executives remain unconvinced that
   the potential benefits promised by this technology can be realized.
       Telecommuting was expected to solve many social, economic, and
   environmental problems of our society. It was supposed to reduce
   pollution caused by automobiles, to allow parents to work at home and
   care for small children, and to increase our nation's work force by
   allowing disabled or handicapped personnel to work from their home.
   This study analyzes the organizational and individual characteristics
   which help produce the innovative behavior of IS managers toward
   telecommuting.
       The main objective of this study was to determine which
   organizational and personal characteristics help determine the
   innovativeness of IS managers toward telecommuting. With the obvious
   benefits to society, to organizations, and to telecommuters, it seems
   that work should be done to examine what influences the
   innovativeness of IS managers toward telecommuting so that the
   negative aspects can be changed.
       The primary tool used to analyze the data and test the given
   hypotheses is structural equation modeling (SEM). SEM is used to
   analyze a series of relationships among simultaneous variables. In
   this study, the main item of concern was the IS managers'
   innovativeness toward telecommuting and what influences that
   innovative attitude. SEM examined the factors and showed which were
   significant with respect to the IS managers' innovativeness.
       Results of the study indicate that direct relationships exist
   between an IS manager's attitude toward change and the expectations
   that one has of telecommuting and innovativeness toward
   telecommuting. Other indirect relationships were found between
   innovativeness and other individual and organizational constructs.
   This research should prove helpful for organizations, managers, and
   government officials in assisting the growth and acceptance of
   telecommuting as an alternative work style in America.

 Title:       TELECOMMUTING IN UNIVERSITIES: A QUALITATIVE ANALYSIS AND
              PROGRAM MODEL
 Author:      GOLDBERG, JOEL NORMAN
 School:      CORNELL UNIVERSITY (0058)  Degree: PHD  Date: 1993
              pp: 252
 Source:      DAI-A 54/09, p. 3278, Mar 1994
 Subject:     EDUCATION, ADMINISTRATION (0514); EDUCATION, TECHNOLOGY
              (0710)

 Abstract:    Telecommuting, while a rapidly increasing workplace
   alternative in both the commercial and governmental sectors, as yet
   has not been widely used within the academic sector. However, state
   and local air-quality legislative initiatives, particularly in
   Western states, are pushing some universities to institute
   telecommuting programs. The purpose of this dissertation is to
   explore the external and internal reasons why telecommuting is being
   slowly adopted by academic institutions for appropriate non-teaching
   employees. External reasons include the fact that the electronic
   revolution has made telecommuting increasingly profitable and
   attractive, and environmental concerns have resulted in legislative
   mandates to decrease automobile traffic. Internal reasons for
   instituting telecommuting include its established ability to improve
   productivity and to accommodate the human needs of valued employees
   while retaining their professional services.
       Two research instruments (the Telecommuting Administrator
   Interview and the Telecommuting Employee Questionnaire) were
   developed to ascertain the extent and type of telecommuting programs
   currently operating in universities. A literature search was also
   conducted. It was found that few models exist upon which to base
   telecommuting programs in universities. However, the program
   implemented at the University of California, San Diego, has developed
   much useful training and implementation material.
       This study concludes that: (1) Universities, particularly those
   located in areas where air pollution is of social and legislative
   concern, should consider a telecommuting workplace alternative. (2)
   In the development phase of a telecommuting program, the university
   should: establish a telecommuting development/implementation
   committee; secure the support of top administration; prepare a
   thorough telecommuting proposal; develop an official telecommuting
   policy for the organization; and develop a coherent, formal
   telecommuting agreement. (3) In the implementation phase, the
   university should carefully select the first program participants;
   determine the program's technology needs; and develop appropriate
   training material for telecommuters and telemanagers. (4) During the
   on-going supervision phase, supervisors need to give telecommuters
   timely, appropriate, and positive feedback; to deal effectively with
   inter-staff communications problems; to be flexible enough to change
   work site arrangements when necessary.
 

 Title:       SPACE, GENDER, AND WORK IN THE CONTEXT OF TECHNOLOGICAL
              CHANGE: TELECOMMUTING WOMEN (WOMEN WORKERS)
 Author:      FALCONER, KAREN FRANCES
 School:      UNIVERSITY OF KENTUCKY (0102)  Degree: PHD  Date: 1993
              pp: 215
 Advisor:     JONES, JOHN PAUL III
 Source:      DAI-A 54/08, p. 3157, Feb 1994
 Subject:     GEOGRAPHY (0366); MASS COMMUNICATIONS (0708); WOMEN'S
              STUDIES (0453)

 Abstract:    This dissertation investigates the relationships between
   production, social reproduction, and space which produce women's
   telecommuting in Lexington, Kentucky. The geographic and sociological
   literature concerning production, social reproduction, and space is
   reviewed, emphasizing gender, economic restructuring, and the gender
   division of domestic labor. Research on technology is also
   considered, and particular attention is paid to the relationship
   between technology and work. The popular and academic literatures
   concerned with women's telecommuting are reviewed; both are
   criticized for their celebratory emphasis on individual telecommuting
   outcomes and the dichotomization of telecommuters by social class. A
   research design is presented which utilizes a realist theoretical
   framework. The research methodology includes in-depth,
   semi-structured interviews with women telecommuters, their spouses,
   and their supervisors. The interviews and realist framework informed
   each other in a recursive process. Realist abstraction was also
   utilized in the development of the framework. Results of the
   interviews stress the importance of organizational culture,
   supervisor gender-awareness, and employee work history in the
   adoption of telecommuting by companies. In terms of social
   reproduction, women's telecommuting reinforces a patriarchal division
   of domestic labor. The research is summarized and conclusions are
   presented.
 
 

 Title:       THE ATTRIBUTES OF SUCCESSFUL MANAGERS OF TELECOMMUTERS AND
              SUCCESSFUL TELECOMMUTING PROGRAMS
 Author:      SPEETH, LAUREN MAVIS
 School:      GOLDEN GATE UNIVERSITY (0452)  Degree: DBA  Date: 1992
              pp: 149
 Advisor:     POPE, MARK
 Source:      DAI-A 53/09, p. 3288, Mar 1993
 Subject:     BUSINESS ADMINISTRATION, MANAGEMENT (0454); BUSINESS
              ADMINISTRATION, GENERAL (0310); PSYCHOLOGY, PERSONALITY
              (0625)

 Abstract:    The purpose of this dissertation was to provide insight
   into successful managers of telecommuters (telemanagers) and their
   telecommuting programs. The researcher interviewed thirty managers,
   all of whom had at least six months of experience managing
   telecommuters, and at least one quarter of their staff who
   telecommute.
       The primary sources of data were questionnaires for telemanagers
   and their supervisors, and the California Psychological Inventory
   (CPI). The CPI has been widely used in assessing managerial decision
   making, style, creativity, and leadership. Its special scales include
   managerial potential, work orientation, and leadership potential. The
   manager's questionnaire used in this study included demographics,
   manager success indicators, and program success indicators. The
   supervisor's questionnaire provided the means to cross-check the
   managers' self-assessments and program assessments.
       The ability of a number of variables to predict the overall
   program success rating was assessed using analysis of variance,
   Pearson product-moment correlation matrices, and linear regression.
   All the relationships were tested at the.01 and.05 levels of
   significance.
       Within the limitations of the study, the following conclusions
   may be drawn. First, as a group telemanagers are experienced,
   effective, well educated, and show high levels of personal
   achievement. Second, the level of experience, effectiveness, and
   training directly contributes to the success ratings of the programs
   in this study. Finally, the success of telecommuting programs is not
   solely determined by the telemanager. Telemanagers reported that
   trust in employees is most important to the success of telecommuting
   programs in general, followed by voluntary participation, and the
   support and enthusiasm of management and staff. Equipment
   availability, success criteria, a results-oriented approach,
   communication, leadership skills, and training were also rated as
   important.
 

 Title:       EFFECTS OF LEADERSHIP STYLE, NEED FOR CONTROL, GENDER, AND
              COMMUTING EXPERIENCE ON MANAGERS' ATTITUDES TOWARD
              TELECOMMUTING
 Author:      BOLLING, MELISSA ANN
 School:      CALIFORNIA STATE UNIVERSITY, LONG BEACH (6080)  Degree: MA
              Date: 1992  pp: 66
 Advisor:     THOMAS, CHER C.
 Source:      MAI 31/01, p. 456, Spring 1993
 Subject:     PSYCHOLOGY, INDUSTRIAL (0624)

 Abstract:    One of the critical obstacles to widespread adoption of
   telecommuting is the attitude of managers. We need to understand the
   factors which shape managers' attitudes toward telecommuting. The
   following variables were studied: leadership style; trust, as
   measured by need for control; gender; and commuting experience.
       Questionnaires were distributed in organizations located in
   Southern California. The survey consisted of an informed consent
   form; demographic questionnaire; a leadership survey; the FIRO-B,
   which measured expressed control; and an Attitudes Toward
   Telecommuting Survey. Thirty male and 30 female subjects were used
   for the data analysis. Gender proved to be the only variable
   significantly related to interest in telecommuting. Females expressed
   more interest in telecommuting than males did.
       Future research should try to determine the factors which may
   contribute to interest in telecommuting. A qualitative study would
   provide concrete reasons as to why women managers express more
   interest in telecommuting than do male managers.