Homeworking: Having a Closer Look on the Spillover between Work and Nonwork Domain

Yasin Rofcanin, Kim Hoque, Tina Kiefer

Research output: Chapter or section in a book/report/conference proceedingChapter in a published conference proceeding


Purpose: Homeworking is said to enhance employees’ commitments in non-work domains (Bergum, 2007). However, research to date, has revealed inconclusive results concerning the effects homeworking has on employees’ involvement in areas beyond work (e.g., Wilhelmson & Thurn, 2015). In this research, drawing from boundary management theory (Kreiner, Hollensbe, & Sheep, 2009), we explore the role of perceived manager supportiveness and employees’ well-being to understand how and why the effects of teleworking unfold in employees’ non-work domain. Methodology: We used matched employer-employee data from the British Workplace Employment Relations Study (WERS, 2011) to test our multi-level model (19.142 employees, 1.012 workplaces). Results: The use of homeworking was negatively associated with employees’ well-being (y = -0.20, p <.01) which, in turn, was positively associated with commitment in the non-work domain (y = 0.32, p <.01). Moreover, the negative association between homeworking and employees’ well-being weakened in workplaces where perceived manager supportiveness was higher (v.s. Lower; y = - 0.05, p <.05). Overall, our proposed model was supported. Originality/Value: This study contributes to (a) our theoretical understanding of why homeworking impairs employees’ commitment in non-work domains and by b) exploring the role of perceived manager supportiveness, which highlights the importance of the nature of social interactions homeworker has with his or her manager.
Original languageEnglish
Title of host publicationEuropean Work and Organisational Psychology Abstract Book 2017
PublisherEuropean Work and Organisational Psychology Conference
Publication statusPublished - 2017


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