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This survey study among 111 teleworkers in a bank organization investigated the relationship between telework intensity and individual productivity, and whether this relationship was mediated by employees’ intrinsic motivation. Also the moderating role of office hours in the model’s associations was studied. Based on the Job Demands-Resources Model (Bakker & Demerouti, 2007) and the professional isolation literature (e.g., Golden, Vega, & Dino, 2008), we developed and tested a set of hypotheses. Partly in line with expectations, we found a direct curvilinear relationship between telework intensity and individual productivity, characterized by a slight, non-significant positive association at the low telework intensity end, and a significant negative association for the high telework intensity end. Strikingly, we neither found support for a mediating role of intrinsic motivation, nor for a moderation effect of the number of office hours in the relationship between telework intensity and intrinsic motivation. However, the direct relationship between telework intensity and individual productivity appeared to be moderated by the number of office hours. It was concluded that consequences for productivity are contingent on telework intensity, and that the number of office hours has an important impact on the consequences of different telework intensities. The study’s outcomes can inform management and HR practitioners to understand how to implement and appropriately make use of telework.

Purpose of This Chapter: >The study examines the importance and effect of working over office hours and lengthy commutes on work–life balance because both consume time away from the official working hours. The study utilized perceived organizational support to measure the moderating role of working over office hours, lengthy commutes, and work–family balance.

Design / Methodology / Approach: An inferential statistics cross-sectional study collected data from 437 full-time employees of IT-BPM companies in 5 metropolitan cities in India. The study used the PLS-SEM to examine the hypotheses.

Findings: The results show a negative relationship between working over office hours and lengthy commutes on work–family balance. This study also found the moderating effect of perceived organizational support on working over office hours and lengthy commutes on the work–family balance. Also, the study revealed that half of the respondents spend three hours, and one-fourth of the respondents spend four and half hours working over office hours and lengthy commutes.

Research Limitations: This research is limited to IT-BPM companies in India. Nevertheless, the findings highlight the factors associated with IT-BPM employee work–family balance, and only two factors were identified.

Practical Implications: This study enhances the work–family balance’s theoretical and practical effects. The results provide a competitive benchmark for IT-BPM managers, administrators, and governing bodies of employee well-being.

Originality: To the best of the author’s knowledge, this study is the first to adopt extrinsic variables in work–family border theory to measure the work–family balance of IT-BPM employees.

The subject of part‐time work is one which has become increasingly important in industrialised economies where it accounts for a substantial and growing proportion of total employment. It is estimated that in 1970, average annual hours worked per employee amounted to only 60% of those for 1870. Two major factors are attributed to explaining the underlying trend towards a reduction in working time: (a) the increase in the number of voluntary part‐time employees and (b) the decrease in average annual number of days worked per employee (Kok and de Neubourg, 1986). The authors noted that the growth rate of part‐time employment in many countries was greater than the corresponding rate of growth in full‐time employment.

Situated within the Irving K. Barber Learning Centre at the University of British Columbia (UBC) in Vancouver, Canada, the Chapman Learning Commons (CLC) has been offering academic transition and learning support programs targeted to first year students since 2002. A recent addition to our suite of services is the Profs-in-Commons program which invites faculty members to conduct their office hours and host events in the CLC. The program has been an important initiative for the Learning Commons and the UBC campus community because it encourages student–faculty interaction outside of the classroom; it increases student’s attendance in course-based office hours – hosted by faculty members and it leverages the status of libraries as neutral, collaborative, and community-oriented learning spaces. The program is grounded in student engagement research consistently showing that students’ transition to university is greatly enhanced when they foster academic connections with faculty members. Profs-in-Commons also responds to research into best practices for how to support student transition to university academic environments. This chapter will elaborate on the theoretical foundations of the Profs-in-Commons program, share how the UBC-Vancouver Profs-in-Commons program was initiated and is sustained, and discuss the program’s benefits and challenges.

This paper aims to investigate the shifting boundaries between two experiential categories – home and work – for office workers. The boundaries are both spatial and temporal, and the paper seeks to analyse how certain kinds of mobile technology are being used in such a way as to make these boundaries increasingly permeable.

The research involved both the collection of quantitative data using a survey tool, and the gathering of qualitative data through in‐depth interviews.

The paper finds that the mobile technology discussed enables work extension – the ability to work outside the office, outside “normal” office hours. This provides flexibility with respect to the timing and location of work, and makes it easier to accommodate both work and family. But at the same time, of course, it also increases expectations: managers and colleagues alike expect staff to be almost always available to do work, which makes it easier for work to encroach on family time, and also leads to a greater workload. The ability to perform work extension is, then, a dual‐edged sword.

The paper provides both managers and non‐managers with insight into the effects of providing mobile technology to office workers, and suggests some mechanisms to mitigate negative effects.

The paper explores the impact of mobile technologies on non‐mobile office staff.

Transparent insulation materials (TIMs) have been developed for application to building facades to reduce heating energy demands of a building. The purpose of this research is to investigate the feasibility of TI‐applications for high‐rise and low‐rise office buildings in London, UK, to reduce heating energy demands in winter and reduce overheating problems in summer.

The energy performance of these office building models was simulated using an energy simulation package, Environmental Systems Performance‐research (ESP‐r), for a full calendar year. The simulations were initially performed for the buildings with conventional wall elements, prior to those with TI‐systems (TI‐walls and TI‐glazing) used to replace the conventional wall elements. Surface temperatures of the conventional wall elements and TI‐systems, air temperature inside the 20 mm wide air gaps in the TI‐wall, dry‐bulb zone temperature and energy demands required for the office zones were predicted.

Peak temperatures of between 50 and 70°C were predicted for the internal surface of the TI‐systems, which clearly demonstrated the large effect of absorption of solar energy flux by the brick wall mass with an absorptivity of 90 percent behind the TIM layer. In the office zones, the magnitude of temperature swings during daytime was reduced, as demonstrated by a 10 to 12 h delay in heat transmission from the external façade to the office zones. Such reduction indicates the overheating problems could be reduced potentially by TI‐applications.

This research presents the scale and scope of design optimisation of TI‐systems with ESP‐r simulations, which is a critical process prior to applications to real buildings.

The literature suggests that women are less committed to and less successful in their careers than men because of family responsibilities. I examine whether mothers practicing law are less committed to their legal careers than other women. Mothers acknowledge that they violate certain time and career norms associated with practicing law and work in different settings, which may be interpreted by others as indicators of their lack of career commitment. The survey results reveal that, despite these violations, mothers report greater career commitment than other women in law. I conclude by examining possible explanations for these findings.

Describes a case research study into how knowledge workers adopt telework as an alternative work arrangement. It reports how knowledge workers in two New Zealand organisations organise their workload to take advantage of the information and Internet technology available to them in their work and home environments. The findings of the study indicate that knowledge workers are inclined to use home‐based teleworking as an adjunct to the work done during normal business hours. Their preference is still to work at the office for most of their work time. Discusses the implications of the findings for practice and research.

The main data used to develop this case were remote, synchronous interviews with the three characters in the case. The authors conducted two interviews with the main character in the case, Geoff Brown, specifically: (1) an initial 30 min interview to determine the fit and focus of the case and to help create the interview protocol for the full case interview (this initial interview was conducted on March 12, 2024); and (2) an hour-long interview to ask targeted questions to fully develop the case narrative (this interview was conducted on March 28, 2024). Geoff Brown was also involved in reviewing drafts of the case, approving the final version of the case and reviewing the assignment questions in this instructors’ manual (IM).

This case focuses on Geoff Brown, Executive Director at Alberta Chicken Producers (ACP), which is a not-for-profit organization in Alberta, Canada, that is responsible for representing 250 regulated chicken producers. Brown is grappling with what to do with the remote/hybrid work policy at ACP. Part of the impetus for reconsidering this policy was the comments from ACP’s long-tenured Office Manager and Executive Assistant, who had been asking Brown to bring this policy forward to a staff meeting for discussion throughout the past year. Brown now feels ready to move these discussions forward but is unsure of how to proceed and what the best practices would be to ensure that the policy in place for remote work is beneficial for work engagement, individual and organizational work performance, work–life balance, employee relationships and fairness perceptions.

The target audience for this case is undergraduate and graduate students taking a course in the disciplines of human resources management or organizational behavior. This case will be especially relevant for a human resources management course when studying the topics of employee benefits (e.g. work–life balance), health and safety (e.g. stress) and work design (e.g. telecommuting), and this case will be especially relevant for an organizational behavior course when studying the topics of motivation (e.g. fairness), communication, organizational culture and decision-making.

Possession and usage of data-enabled smartphones have added further complexity to the issue of cyberloafing behavior and it certainly evokes newer ethical concerns. This study aims to explore how working individuals perceive the ethicality of their cyberloafing behaviors at the workplace and the cognitive logics they apply to justify their cyberloafing behavior.

Incorporating constructivist grounded theory methodology, 19 working managers from various organizations were interviewed face-to-face and responses were audio-recorded with prior consent. The recordings were transcribed verbatim, simultaneously analyzed and coded to let the themes emerge out of the data.

The research showed that working managers use varied combinations of office computers, personal laptops, smartphones, wireless internet provided at the office and personal mobile-internet to loaf around at workplaces. Moreover, it unearthed that employees use nine different neutralization techniques and six different ethical logics (with normative undertones) in a network fashion while considering the ethicality of cyberloafing behavior.

Recognizing the complexities is imperative to moderate any deviant behavior in an organization. The layers of ethicality and neutralization tactics will equip the working managers and companies to place the required internet and smartphone usage policies in the future.

This research has taken into account all forms of cyberloafing behaviors. The perceived ethicality of cyberloafing behavior at the workplace was not fully explored in a holistic manner before, specifically in the Indian context.