Telecommuting’s Differential Impact on Work–Family Conflict: Is There No Place Like Home?

Timothy D. Golden 

Keywords: Telecommuting, Work–Family Conflict, Social Interaction, Employee–Supervisor Relationship, Remote Work

The Study: This study investigated how telecommuting affects work–family conflict, recognizing that working from home can help balance or intensify work and family demands. Using a sample of partial telecommuters, the research examined whether the effects of working remotely depend on social dynamics, particularly the level of interaction and relationship quality with supervisors.

Main Findings: Telecommuting was associated with reduced work–family conflict, but only when teleworkers had strong relationships with supervisors. High-quality supervisor relationships strengthened the positive effects of telecommuting. Otherwise, weak relational ties increased feelings of isolation and heightened work–family conflict. Thus, telecommuting’s impact is not uniform; it depends heavily on interpersonal dynamics at work.

Practical Implications: Organizations seeking to improve employees’ work–family balance through telecommuting should foster strong supervisor–employee relationships. Communication and social support strategies can enhance the benefits of remote work, while poor relational environments may worsen work–family conflict.

Reference: Golden, T. D. (2006). Telecommuting’s differential impact on work–family conflict: Is there no place like home? Journal of Applied Psychology, 91(6), 1340–1350.

Golden et al 2006.pdf

Download PDF • 123KB