A comparison of telecommuting and workplace employees in terms of situational strength, personality, work attitudes and performance

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Tezin Türü: Yüksek Lisans

Tezin Yürütüldüğü Kurum: Orta Doğu Teknik Üniversitesi, Fen Edebiyat Fakültesi, Psikoloji Bölümü, Türkiye

Tezin Onay Tarihi: 2013

Öğrenci: DİLARA GİRİT

Eş Danışman: REYHAN BİLGİÇ, YONCA TOKER

Özet:

The purpose of the present study is to examine the personality, work attitudes, and performance differences of employees working in different work arrangements, (home and office-based work contexts). The variables used were situational strength (clarity, consistency, and constraints), and personality (conscientiousness and extraversion). Job satisfaction, organizational commitment, and turnover intentions, and job performance were the work outcome variables. 359 employees working at offices, and 261 employees working at least one day a week at home in public and private organizations in Turkey participated in a web-based survey. The results showed that home-based group had lower level of constraints, higher levels of clarity and consistency than office-based group. There was no difference between the telecommuting intensity groups in terms of personality. The levels of job satisfaction, organizational commitment, performance were higher and turnover intentions was lower for the home-based group. It was found that high levels of personality were associated with high levels of job satisfaction, organizational commitment, and performance and lower levels of turnover intentions. Work context did not moderate the relationship between conscientiousness and organizational commitment in the expected direction; that is, the relationship between conscientiousness and organizational commitment was stronger for the office-based context whereas extraversion and overall job satisfaction and turnover intentions were stronger for the home-based context. For job satisfaction and performance, there was no interaction effect of personality and work context. The findings are discussed together with the strengths and limitations. Practical implications for managers and some suggestions for future research are presented.