Employer liability for telecommuting employees

Global comparisons of job satisfaction across occupational categories

Purpose

Job satisfaction has positive outcomes for individuals and organizations. These include decreased turnover and conflict, increased productivity, improved work quality and creativity and innovation. Determinants entail work–life balance, advancement and development opportunities, relationships with co-workers and managers, working conditions and intrinsic and extrinsic rewards, among others. Understanding these determinants across workers and contexts is critical for effective management and the achievement of organizational goals. The paper aims to discuss this issue.

Design/methodology/approach

This study, based on data from the International Social Survey Program, examines the impact of various aspects of work-life balance, rewards and work relations on job satisfaction across occupations.

Findings

Findings indicate more differences than similarities among countries and occupations with workers in managerial and professional positions experiencing the highest job satisfaction levels.

Originality/value

Although extensive research has documented the benefits and determinants of job satisfaction, it has not focused on global comparisons across occupational categories.

Attitudes towards Telecommuting: The Turkish Case

Examines the effects of demographic characteristics (gender, marital status), household attributes (small children, largeness of home and distance of home and workplace), support factors (supervisor, colleague and technological-bill support), and perceived advantages and disadvantages of telecommuting to individuals, organizations and society on individuals’ attitudes towards telecommuting. The sample comprised 664 IT professionals working in several internet (portal) companies in Turkey. Results suggest that women, married employees, employees who have children less than five years old, employees whose house is big enough, employees whose house is relatively farther to the workplace, and those who perceived more advantages accruing from telecommuting, to themselves, to their organization or to the society, have a more favorable attitude towards telecommuting. On the other hand, employees who perceived more disadvantages accruing from telecommuting to themselves or their organization have a less favorable attitude towards telecommuting. In addition, colleague support and technological-bill support positively influence the attitudes of employees towards telecommuting.