...every morning, 76% of America's commuters drive, alone, an average of 25 minutes to their workplaces. Many of these people then proceed to e-mail or call people in other places. Indeed, about 40% of the U.S. workforce has jobs that, largely, do not need to be done from a central location. If the millions of Americans who never work from home, but could, stayed in their PJs, this would save a sizeable chunk of our oil imports from the Persian Gulf. "This takes windmills and all the other alternative fuels combined and tops them," says Kate Lister, founder of the telecommuting research company Undress4Success.Switching to alternative fuels to such an extent that they will actually have enough short-term impact on greenhouse gases is just unfeasible. The technology and infrastructure do not currently exist and most people are unwilling or unable to pay the added costs at this time. Contrast to telecommuting. The technology exists; it reduces costs, and the typical worker would absolutely buy in wihtout a second thought. As mentioned previously, the oft-stated concern has to do with worker productivity:
"Management still thinks people need to be in the office for eight hours a day in order to be productive," says Makower. "Anyone who works in an office eight hours knows that probably three hours and 45 minutes are spent being productive." (Are you reading this at work?)However, a rather large body of peer-reviewed research shows overwhelmingly that this belief is just dead wrong:
Partly because people waste so much time commuting, and waste so much time at work while consuming electricity and office space, companies that have implemented telecommuting programs have seen economic benefits — rather than productivity losses — from this decision. A meta-analysis of 46 studies, published in the November Journal of Applied Psychology, found that telecommuting was associated with higher supervisor performance ratings, increased job satisfaction and a reduction in intent to leave the company.The abstract from the actual study lends support to my previously stated position about partially telecommuting being the most beneficial arrangement for the workplace:
What are the positive and negative consequences of telecommuting? How do these consequences come about? When are these consequences more or less potent? The authors answer these questions through construction of a theoretical framework and meta-analysis of 46 studies in natural settings involving 12,883 employees. Telecommuting had small but mainly beneficial effects on proximal outcomes, such as perceived autonomy and (lower) work–family conflict. Importantly, telecommuting had no generally detrimental effects on the quality of workplace relationships. Telecommuting also had beneficial effects on more distal outcomes, such as job satisfaction, performance, turnover intent, and role stress. These beneficial consequences appeared to be at least partially mediated by perceived autonomy. Also, high-intensity telecommuting (more than 2.5 days a week) accentuated telecommuting’s beneficial effects on work–family conflict but harmed relationships with coworkers. Results provide building blocks for a more complete theoretical and practical treatment of telecommuting.
Keywords: distributed work, increased productivity, meta-analysis, reduced emissions, telecommuting, virtual work