Factors contributing to virtual work adjustment

We explore factors associated with employee adjustment to virtual work. In particular, we explore structural factors (i.e., work independence and evaluation criteria) and relational factors (i.e., trust and organizational connectedness) as predictors of adjustment to virtual work. Additionally, we explore age, virtual work experience and gender as moderators of the relationships. We find that structural and relational factors are important predictors of adjustment and that the strength of the relationship is contingent upon individual differences. We explore the implications of these findings for future research and for practice.

[1]  Sumita Raghuram,et al.  Organizational identification among virtual workers: the role of need for affiliation and perceived work-based social support , 2001 .

[2]  Wayne F. Cascio,et al.  Managing a virtual workplace , 2000 .

[3]  M. Zey,et al.  Other Reviews , 1999 .

[4]  Richard N. Langlois,et al.  Modularity in Technology, Organization, and Society , 1999 .

[5]  K. Dirks.  The effects of interpersonal trust on work group performance. , 1999, The Journal of applied psychology.

[6]  Sirkka L. Jarvenpaa,et al.  Communication and Trust in Global Virtual Teams , 1999, J. Comput. Mediat. Commun..

[7]  Raghu Garud,et al.  Communication Patterns as Determinants of Organizational Identification in a Virtual Organization , 1999, J. Comput. Mediat. Commun..

[8]  C. Handy.  Trust and the virtual organization , 1999 .

[9]  Nancy B. Kurland,et al.  Telecommuting: Justice and Control in the Virtual Organization , 1999 .

[10]  E. Hill,et al.  Influences of The Virtual Office on Aspects of Work and Work/Life Balance , 1998 .

[11]  Paula M. Caligiuri,et al.  Testing a theoretical model for examining the relationship between family adjustment and expatriates' work adjustment. , 1998, The Journal of applied psychology.

[12]  J. Brockner,et al.  When Trust Matters: The Moderating Effect of Outcome Favorability , 1997 .

[13]  Melenie J. Lankau,et al.  Relationships of gender, family responsibility and flexible work hours to organizational commitment and job satisfaction , 1997 .

[14]  Belle Rose Ragins,et al.  Diversified Mentoring Relationships in Organizations: A Power Perspective , 1997 .

[15]  S. Robinson.  Trust and Breach of the Psychological Contract , 1996 .

[16]  Roderick M. Kramer,et al.  Trust in Organizations: Frontiers of Theory and Research , 1995 .

[17]  R. Baumeister,et al.  The need to belong: desire for interpersonal attachments as a fundamental human motivation. , 1995, Psychological bulletin.

[18]  A. Saks.  Longitudinal field investigation of the moderating and mediating effects of self-efficacy on the relationship between training and newcomer adjustment. , 1995, The Journal of applied psychology.

[19]  R. Garud,et al.  Using the Brain as a Metaphor to Model Flexible Production Systems , 1994 .

[20]  Douglas T. Hall,et al.  The role of workplace flexibility in managing diversity , 1993 .

[21]  Steffanie L. Wilk,et al.  Investigation of the factors that influence employees' participation in development activities. , 1993 .

[22]  D. Nelson.  Adjusting to a New Organization , 1990 .

[23]  R. Kraut.  Telecommuting: The Trade-offs of Home Work , 1989, Journal of Communication.

[24]  J. Quick,et al.  A longitudinal study of newcomer role adjustment in US organizations , 1988 .

[25]  L. Cronbach.  Statistical tests for moderator variables: flaws in analyses recently proposed , 1987 .

[26]  R. E. Miles,et al.  Organizations: New Concepts for New Forms , 1986 .

[27]  B. Shamir,et al.  Work-at-home and the quality of working life: some theoretical considerations , 1985 .

[28]  Margrethe H. Olson,et al.  Working at Home with Computers: Work and Nonwork Issues , 1984 .

[29]  N. Nicholson.  A Theory of Work Role Transitions. , 1984 .

[30]  R. Baumeister.  Choking under pressure: self-consciousness and paradoxical effects of incentives on skillful performance. , 1984, Journal of personality and social psychology.

[31]  Margrethe H. Olson,et al.  New Information Technology and Organizational Culture , 1982, MIS Q..

[32]  D. Stimpson,et al.  Some correlates of trust. , 1978, The Journal of psychology.

[33]  C. Cooper.  Theories of Group Processes , 1976 .

[34]  H. P. Sims,et al.  The Measurement of Job Characteristics , 1976 .

[35]  Terence R. Mitchell,et al.  Expectancy models of job satisfaction, occupational preference and effort: A theoretical, methodological, and empirical appraisal. , 1974 .

[36]  David F. Caldwell,et al.  The impact of mobile computing on work groups , 2000 .

[37]  Raghu Garud,et al.  New organization forms and workgroups , 2000 .

[38]  D. Rousseau,et al.  Trends in organizational behavior , 2000 .

[39]  Kathleen D. Ryan,et al.  Driving fear out of the workplace: Creating the high-trust, high-performance organization, 2nd ed. , 1998 .

[40]  R. E. Miles,et al.  Trust in organizations: A conceptual framework linking organizational forms, managerial philosophies, and the opportunity costs of controls. , 1996 .

[41]  S. West,et al.  Multiple Regression: Testing and Interpreting Interactions. , 1994 .

[42]  M. Malone.  The Virtual Corporation , 1993 .

[43]  K. Eisenhardt.  Agency Theory: An Assessment and Review , 1989 .

[44]  Peter M. Bentler,et al.  EQS : structural equations program manual , 1989 .

[45]  Raymond A. Noe,et al.  Women and Mentoring: A Review and Research Agenda , 1988 .

[46]  G. Graen,et al.  Toward a psychology of dyadic organizing. , 1987 .

[47]  C. Argyris.  Strategy, change, and defensive routines , 1985 .

[48]  R. Golembiewski,et al.  The centrality of interpersonal trust in group processes , 1975 .

[49]  James D. Thompson.  Organizations in Action , 1967 .