A primary objective of organizational virtual work programs (e.g., providing the option to employees to work from home) is the reduction of employees' work-nonwork conflict and job stress. In this study, we find some preliminary evidence suggesting that virtual work is negatively related to work-nonwork conflict and job stress. We identify the work factors (clarity of appraisal criteria, interpersonal trust, and organizational connectedness) and individual factors (self-efficacy and ability to structure the workday) associated with work-nonwork conflict and find that these associations are moderated by the extent of virtual work.
All Science Journal Classification (ASJC) codes
- Applied Psychology
- Strategy and Management
- Organizational Behavior and Human Resource Management
- Management of Technology and Innovation