Work-nonwork conflict and job stress among virtual workers

A primary objective of organizational virtual work programs (e.g., providing the option to employees to work from home) is the reduction of employees'work-nonwork conflict and job stress. In this study, we find some preliminary evidence suggesting that virtual work is negatively related to work-nonwork conflict and job stress. We identify the work factors (clarity of appraisal criteria, interpersonal trust, and organizational connectedness) and individual factors (self-efficacy and ability to structure the workday) associated with work-nonwork conflict and find that these associations are moderated by the extent of virtual work. © 2004 Wiley Periodicals, Inc.

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