| Abstract: | Teleworking has been extensively examined, but little is known about the relationship between teleworking and management for results and between teleworking and constructive feedback. Using data on the Internal Revenue Service from the 2011 Federal Employee Viewpoint Survey, this research note addresses the following questions. Are teleworkers more or less likely than non‐teleworkers to perceive they are held accountable for achieving results? Are teleworkers more or less likely than non‐teleworkers to perceive they are provided with constructive feedback? The findings reveal that teleworkers and non‐teleworkers generally reported similar levels of management for results and constructive feedback. Explanations and implications of these results are discussed, as well as avenues for further research. |
