Please use this identifier to cite or link to this item: https://hdl.handle.net/10419/287806 
Year of Publication: 
2022
Citation: 
[Journal:] New Technology, Work and Employment [ISSN:] 1468-005X [Volume:] 38 [Issue:] 1 [Publisher:] Wiley [Place:] Hoboken, NJ [Year:] 2022 [Pages:] 82-102
Publisher: 
Wiley, Hoboken, NJ
Abstract: 
Analysis of data from the representative German Linked Personnel Panel revealed that, overall, the use of home‐based working is associated with a higher affective organisational commitment on the part of employees. However, this is less often the case when the use of home‐based working involves the blurring of work–home boundaries. Perceived trust and fairness on the part of supervisors mediates the association between employees' experiences with working from home and their affective commitment. These results show that experiences with home‐based working shape employees' perceptions of trust and fairness in their exchange relations with supervisors and thus their affective commitment to the organisation. Employees' experiences with home‐based working that reflect its supportive implementation by their employers and supervisors are critical for their commitment. Our results provide the first evidence that in exchange relations between employees and supervisors, perceived fairness is as important as perceived trust.
Subjects: 
affective organisational commitment
blurred boundaries
employee–supervisor relations
experiences with home‐based working
fairness
home‐based working
social exchange
trust
work–life balance
Persistent Identifier of the first edition: 
Creative Commons License: 
cc-by-nc-nd Logo
Document Type: 
Article
Document Version: 
Published Version

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