Exploring The Needs Of Teleworkers Using Herzberg's Two Factor Theory.

Overview

Because remote working represents a new type of work arrangement, it poses new concerns not previously addressed with the traditional motivational theories. Therefore, the current study was conducted using a survey based on Herzberg's two-factor theory (Herzberg et al., 1959), to compare the needs of teleworkers to the needs of employees who work on-site. The study might be useful for organizations exploring ways to motivate their remote workers as well as for organizations contemplating deploying a teleworking ...
See more details below
Other sellers (Paperback)
  • All (5) from $72.00   
  • New (3) from $72.00   
  • Used (2) from $183.98   
Sending request ...

More About This Book

Overview

Because remote working represents a new type of work arrangement, it poses new concerns not previously addressed with the traditional motivational theories. Therefore, the current study was conducted using a survey based on Herzberg's two-factor theory (Herzberg et al., 1959), to compare the needs of teleworkers to the needs of employees who work on-site. The study might be useful for organizations exploring ways to motivate their remote workers as well as for organizations contemplating deploying a teleworking program. The results were based on the survey responses from 143 employees working in 14 various industries across North America. The sample included 59 teleworkers and 84 employees working onsite. Sixty-one percent of the sample was male and 75% were between the age of 35 and 54. Employees were classified as teleworkers when they worked remotely for at least 4 days out of a 5 day workweek. The results of the survey indicated that there was no difference in the intrinsic needs and extrinsic needs of teleworkers when compared to the same needs for on-site workers. In addition, the results indicated that quality of meetings with peers and quality of meetings with a supervisor are significant for both teleworkers and on-site workers alike. A distinction for the teleworker sample was found in that quality of meetings with a supervisor was more significant than quality of meetings with peers. Finally, the results indicate a difference between teleworkers and on-site workers in how the motivational needs affect intent to leave a job. The results of a multiple regression indicated that for teleworkers, there is a strong inverse relationship between the predictor variables relationship with a supervisor, perception of status, and job security, and the criterion variable intent to leave, accounting for 66% of the variation for intent to leave. Whereas for the on-site workers, the multiple regression results indicated there is a strong inverse relationship between the predictor variables of a company's policies and administration, perception of salary, and job security and the criterion variable intent to leave, with the three predictors accounting for 33% of the variation for intent to leave.
Read More Show Less

Product Details

  • ISBN-13: 9781243587619
  • Publisher: BiblioLabsII
  • Publication date: 9/3/2011
  • Pages: 194
  • Product dimensions: 7.44 (w) x 9.69 (h) x 0.41 (d)

Customer Reviews

Be the first to write a review
( 0 )
Rating Distribution

5 Star

(0)

4 Star

(0)

3 Star

(0)

2 Star

(0)

1 Star

(0)

Your Rating:

Your Name: Create a Pen Name or

Barnes & Noble.com Review Rules

Our reader reviews allow you to share your comments on titles you liked, or didn't, with others. By submitting an online review, you are representing to Barnes & Noble.com that all information contained in your review is original and accurate in all respects, and that the submission of such content by you and the posting of such content by Barnes & Noble.com does not and will not violate the rights of any third party. Please follow the rules below to help ensure that your review can be posted.

Reviews by Our Customers Under the Age of 13

We highly value and respect everyone's opinion concerning the titles we offer. However, we cannot allow persons under the age of 13 to have accounts at BN.com or to post customer reviews. Please see our Terms of Use for more details.

What to exclude from your review:

Please do not write about reviews, commentary, or information posted on the product page. If you see any errors in the information on the product page, please send us an email.

Reviews should not contain any of the following:

  • - HTML tags, profanity, obscenities, vulgarities, or comments that defame anyone
  • - Time-sensitive information such as tour dates, signings, lectures, etc.
  • - Single-word reviews. Other people will read your review to discover why you liked or didn't like the title. Be descriptive.
  • - Comments focusing on the author or that may ruin the ending for others
  • - Phone numbers, addresses, URLs
  • - Pricing and availability information or alternative ordering information
  • - Advertisements or commercial solicitation

Reminder:

  • - By submitting a review, you grant to Barnes & Noble.com and its sublicensees the royalty-free, perpetual, irrevocable right and license to use the review in accordance with the Barnes & Noble.com Terms of Use.
  • - Barnes & Noble.com reserves the right not to post any review -- particularly those that do not follow the terms and conditions of these Rules. Barnes & Noble.com also reserves the right to remove any review at any time without notice.
  • - See Terms of Use for other conditions and disclaimers.
Search for Products You'd Like to Recommend

Recommend other products that relate to your review. Just search for them below and share!

Create a Pen Name

Your Pen Name is your unique identity on BN.com. It will appear on the reviews you write and other website activities. Your Pen Name cannot be edited, changed or deleted once submitted.

 
Your Pen Name can be any combination of alphanumeric characters (plus - and _), and must be at least two characters long.

Continue Anonymously

    If you find inappropriate content, please report it to Barnes & Noble
    Why is this product inappropriate?
    Comments (optional)