008 |
|
151230s2012 miua sbm 000 0 eng d |
020 |
|
|a9781267427786 : |cNT2079 (ebk.)
|
040 |
|
|aMiAaPQ|beng|cMiAaPQ|dTMUE|eaacr
|
100 |
1
|
|aJones, James Richard.
|
245 |
12
|
|aA descriptive correlation of management experience, training, and telework acceptance by managers |hJames Richard Jones.
|
260 |
|
|aAnn Arbor, MI : |bUMI, |c2012.
|
300 |
|
|a179 p.
|
500 |
|
|aSource: Dissertation Abstracts International, Volume: 73-10(E), Section: A.
|
500 |
|
|aAdviser: Linda B. Pates.
|
502 |
|
|aThesis (D.M.)--University of Phoenix, 2012.
|
520 |
|
|aThis quantitative study examined the strength of the relationships of managerial training, job experience, and time on the current job and managers' attitudes toward telework. Managers' perception of telework was operationalized as three dependent variables: (a) perception of organizational support for telework; (b) perception of manager's ability to supervise teleworkers; and (c) manager's ability to trust teleworkers. Telework is recognized as beneficial to organizations, employees, and society. Yet despite advances in telecommunication technology and management mechanisms, telework adoption has not met projections or expectations mainly because of mid-level management resistance to telework. This study surveyed 136 participants, all supervisors of teleworkers and potential teleworkers. The findings are important to organizations, as they may enable leadership to understand the importance of formal telework training as a means to overcome effective management resistance to telework and to boost telework participation. The results demonstrated that: (a) manager training positively influenced supervisors' perception of the organization's support for telework, and supervisors' belief that they could manage and trust teleworkers; employees' sense of job satisfaction; and (b) neither management experience nor managers' time on the current job significantly influenced their perception of or attitudes toward telework. The findings showed that showed management training can explain: (a) 5.84% of the variance in managers' perception of organizational support for telework; (b) 13.63% of the variance in managers' perception of ability to supervise teleworkers effectively; and (c) 23.6% of the variance in managers' perception of ability to trust teleworkers.
|
590 |
|
|aSchool code: 0850.
|
650 |
4
|
|aManagement.
|
650 |
4
|
|aOrganizational behavior.
|
650 |
4
|
|aOccupational psychology.
|
710 |
2
|
|aUniversity of Phoenix.
|
773 |
0
|
|tDissertation Abstracts International|g73-10A(E).
|
856 |
40
|
|uhttp://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3515753
|