Abstract
The paper relates that the State Department of Human Resources (DHR) seeks a way to encourage workers to telecommute. The paper presents a study that focuses on incentives that can be offered to encourage telecommuting. The paper looks at the variables to be employed, methods of data collection and limitations of the study.

Outline:
Conceptual Framework
Research Question
Statement of Hypothesis
Isolation of Variables
Dependent, Independent, and Other Variables
Assessment of Variables
Assessment of Level of Measurement
Methods of Data Collection
Sample Population
Instruments Used
Data Analysis Method
Limitations of the Study

From the Paper
"The State Department of Human Resources (DHR) seeks a way to encourage workers to telecommute. The conceptual framework of the current proposed study focuses on incentives that can be offered to encourage telecommuting. The term "incentives" refers to any factor that can be used as an enticement to affect targeted behavior change. It is believed that if incentives can be offered to the target population, these incentives would encourage more persons from among this sample population to perceive telecommuting as a desirable work environment."

Tags:incentives, variables, data, methods, limitations, population

Abstract
The paper relates that the state Department of Human Resources (DHR) seeks a way to encourage workers to telecommute. The conceptual framework of the current proposed study focuses on incentives that can be offered to encourage telecommuting. This paper explores a research method that would help explore the attitudes of the sample population and reflect on behavior and possible outcome.

From the Paper
"Conceptual Framework: The state Department of Human Resources (DHR) seeks a way to encourage workers to telecommute. The conceptual framework of the current proposed study focuses on incentives that can be offered to encourage telecommuting. The term "incentives" refers to any factor that can be used as an enticement to affect targeted behavior change. It is believed that if incentives can be offered to the target population, these incentives..."

Tags:research, method, likert

Abstract
Today there is broad agreement, among experts and practitioners in the field of human resource management, that telecommuting is a powerful force in organizational dynamics. However, there remains much to be developed with regard to the accompanying policies and processes for workers who telecommute. Clarity must be drawn around terms and definitions related to telecommuting.

From the Paper
Telecommuting Today there is broad agreement, among experts and practitioners in the field of human resource management, that telecommuting is a powerful force in organizational dynamics. However, there remains much to be developed with regard to the accompanying policies and processes for telecommuting. As the promise of a future that offers flexibility to workers, improves corporate efficiency, and aids the environment beckons, there are human resource management issues and policies to be formalized. The topic telecommuting has become mainstream business and management discussion to the extent that an article in PC World advised that it saves gas costs

Tags:telecommuting, human, resources

Abstract
The paper discusses how the term telecommuting, referred to telework in Europe, has been bounced around since the 1980s, following the gas shortages of the 70's, and employee concerns about spending too much time away from family with long, time consuming commutes to and from the workplace. The paper notes that today's technological advances with high speed internet service, email, faxes, video cams, make it more plausible for people to telecommute than ever before. However, the paper relates that it is not something that all businesses, managers, or employees embrace even though they may halfheartedly say publicly they support the concept in order to be politically correct in the workplace.

From the Paper
"The term telecommuting, referred to telework in Europe, has been bounced around since the 1980s, following the gas shortages of the 70's, and employee concerns about spending too much time away from family with long, time consuming commutes to and from the workplace. Today's technological advances with high speed internet service, email, faxes, video cams, make it more plausible for people to telecommute than ever before. However, it is not something that all businesses, managers, or employees embrace even..."

Tags:telecommuting, telework, hr management

Abstract
Some of the issues discussed in this paper are, improvements in telecommuting technology, defining types of telework, remote managing, virtual teams, productivity and satisfaction, use of global labor force, social contact (synergy and learning), switching to virtual networks.

Tags:telecommuting, virtual, networks

Abstract
This paper discusses telecommuting as a work option. Advantages and disadvantages of telecommuting are discussed. The experiences of companies such as Pacific Bell and The Hartford Financial Services Group that have tried telecommuting on a large scale are also discussed. Overall, telecommuting is shown to be a positive ideal, personally and organizationally, as well as for the environment and the community.

From the Paper
"Telecommuting is a work option that provides an employee the ability to can work away from a central office base, such as from a home office or "on the move." The content of many jobs is such that they may be done offsite, and those doing these types of work may wish to have the option of working where ever they find it convenient to do so. This may be a good option for a person who is self-employed or a corporate employee whose work places them mostly on the client's site or at various work locations. "

Tags:home, work, telecommuter, videoconference, policy

Abstract
This paper discusses telecommuting for Maverick Technology, Inc (MTI), a U.S. consumer technology company. It provides a history and definition of telecommuting and looks at current telecommuting issues for organizations. The paper then provides details of implementation strategies of an information technology (IT) policy and guidelines for telecommuters, specifically for MTI.

Table of Contents:
Maverick Technology, Inc
Definition of Telecommuting
History of Telecommuting
Current Telecommuting Issues
Technology
Supporting Telecommuters
Security
Cost
Recommendations
Implement an IT Policy and Guidelines for Telecommuters

From the Paper
"Overall, telecommuting is most often associated with the reduction of costs for employers. However, many employers have resisted implementing telecommuting programs because they believe that the costs associated with telecommuting are higher than if employees continue to work in their offices. In addition, a study conducted Gartner, a technology consulting firm, stated that unstructured telecommuting programs can be three to five times more expensive than formal telecommuting programs (11). In addition, many managers feel that cost savings are lost when a company must purchase costly laptop computers for telecommuters to use outside the office environment."

Tags:costs, support, training, productivity

Abstract
This paper examines the telecommuting sector of the working public. The paper evaluates a series of seven hypotheses that specifically focus on the implications of teleworkers' Internet use levels. Specifically, the paper looks at why workers choose to telecommute in the context of their work/life balance objectives as well as what aspects of telecommuting jobs contribute or detract from job satisfaction. In addition, the paper attempts to validate that the Internet has become equally balanced as a media source relative to television and newspaper in the context of a telecommuters' use to stay informed.

Outline:
Introduction
Statement of the Problem
Implications of Work/Life Balance on Telecommuting
Purpose of the Study
- Needs Fulfillment Theory
- Judgment Theories of Job Satisfaction
Telecommuting
Telecommuter Profile
Job Satisfaction and Telecommuting
Job Satisfaction, Telecommuting and Autonomy
Hypotheses

From the Paper
"From the studies completed of telecommuters' demographics, a polarity is beginning to emerge of remote workers who are members of this trend. Of the 20.7 million employees worked at home at least one day of the cited year according the U.S. Bureau of Labor Statistics (2005), the challenge of demographic research is to discover through research the demographic segments of the most frequent telecommuters. While the definition of a telecommuter demographic model or taxonomy has not been specifically defined in previous research, there are dozens of studies that attempt to define telecommuters demographically. Bailey and Kurland (2002), and other researchers have been quick to define the traditional demographic segmentation criteria to telecommuters while Ford and Butts (1991) have proposed from their research that the polarity of telecommuting demographics are comprised of professional jobs requiring highly unique skills and insights on the high end, and routine, high quantity tasks that require little training or expertise on the low-end."

Tags:work, motivation, telework, job, satisfaction

Abstract
The paper examines what telecommuting is, its benefits from the business and employee standpoint, for whom it works, and how to measure its success. The paper also looks at the future of telecommuting and concludes that whatever form it takes, human resource professionals must define what works, they must come up with solid benchmarking for effectiveness of the telecommuter, and must have decisive telecommuting contracts with the means to reward as well as terminate the telecommuter.

Outline:
Introduction
What is Telecommuting
Challenges for the HR Department
The Future of Telework & Conclusion

From the Paper
"The term telecommuting, referred to telework in Europe, has been bounced around since the 1980s, following the gas shortages of the 70's, and employee concerns about spending too much time away from family with long, time consuming commutes to and from the workplace. Today's technological advances with high speed internet service, email, faxes, video cams, make it more plausible for people to telecommute than ever before. However, it is not something that all businesses, managers, or employees embrace even though they may halfheartedly say publicly they support the concept in order to be politically correct in the workplace."

Tags:technology, telework, contact, productivity

Abstract
This study investigates the effect a telecommuting program would have on the creative process in the development of computer software, on the productivity of software development teams and on the organizational commitment of software development employees. The research shows that telecommuting had statistically significant negative effects on two aspects of creativity ? workgroup synergy and exchange of ideas, but has no significant effects on either individual creativity or workgroup creativity. With respect to productivity, the research shows that telecommuting has statistically significant negative effects on two aspects of the productivity dimension ? keeping workgroup members aware of design changes and perceptions of workgroup productivity, but has no significant effects on either keeping workgroup members abreast of project status or an individual?s perception of her or his personal productivity. The conclusion drawn in this paper is that software development firms should not implement telecommuting programs in the absence of intensive research to develop strategies to overcome the problems identified in this study. The study recommends the conduct of further research into the issue of the effects of telecommuting on employee commitment. The paper uses numerous tables.

From the Paper
"As stated in the proposal for this project, the study investigated three research questions. These three research questions assess the effects of telecommuting on creativity, productivity, and commitment. An experimental design allowed the measurement of the perceptions of the effects on creativity, productivity, and commitment of software developer workgroup members as both on-site workers and as telecommuting workers. Comparing these perceptions through the application of quantitative analysis provided answers to the research questions investigated. The software developer workgroup consisted of 16 members. A data collection instrument administered to the workgroup members following both an on-site project and a telecommuting project provided the data required to assess the research questions. The appendix to this report contains a copy of the data collection instrument. Questions one through four related to the creativity issue, while questions five through eight related to the productivity issue, and questions nine through 12 relate to the commitment issue."

Tags:quantitative, ANOVA