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The article chosen for this review is titled Why the Availability of Telecommuting Matters: The effects of Telecommuting on Engagement via Goal Pursuit, and it corresponds to the textbooks section regarding telecommuting in chapter 2. Employees can now be placed anywhere within the global community thanks to telecommuting technologies, which connect a remote workers workstation to those of their colleagues and supervisors in a headquarters. According to Robbins et al. (2019), one of the current concerns for the supervisor is how to efficiently communicate with people in remote areas and ensure that their performance standards are being attained. The article offers an evidence-based response to the question of whether productivity and interaction are maintained when telecommuting.
The article used a three-wave longitudinal approach that lasted for ten months to investigate the assumptions. The authors aimed to examine a multiple mediation model in which the supervisors perceived goal assistance and goal advancement impact retention when working remotely. According to the obtained data, people who worked for companies that permitted telecommuting appeared to be more involved compared to those who did not offer remote working options (Masuda et al., 2017). Supervisors play a crucial role in organizations telecommuting since they not only reflect the decisions made about integrating HR policies but also function as guardians who oversee their execution. Furthermore, results also showed that employees in companies with the remote work option report greater goal achievement and feel supported by their supervisors (Masuda et al., 2017). Hence, the article asserted that the accessibility of telecommuting is a subsidiary resource that fosters the development of a major asset in the shape of perceived supervisory support for achieving career objectives.
In my opinion, technology, particularly telecommuting programs, is a tool created to increase workplace productivity. In addition to delivering superior, more helpful information, technological developments ultimately grant employees the flexibility and opportunity to balance their obligations. However, I think for the supervisor, it entails bearing more responsibility for accepting the Telecommuting Agreement, whether it is accepted as initially provided by the employee or with amendments.
References
Masuda, A. D., Holtschlag, C., & Nicklin, J. M. (2017). Why the availability of telecommuting matters. Career Development International, 22(2), 200219. Web.
Robbins, S., DeCenzo, D., & Wolter, R. (2019). Supervision today! (9th ed.). Pearson.
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