Telecommuting survey for individuals working at home 1 or more days per week
Manager-Telecommuter relationships


I am conducting a survey in conjunction with my Ph.D. dissertation, which focuses on the manager-telecommuter relationship. Telecommuting is becoming an important component of competitive organizations and a means of attracting and retaining outstanding employees. Effective management in the virtual environment requires that managers overcome their fears regarding loss of control over their telecommuting employees. In the absence of direct observation, how do managers ensure that telecommuters remain focused, motivated, and adequately empowered to do their jobs effectively? 
 
This study examines the role that trust plays in this relationship. In addition, this survey examines the effect of communication, empowerment and feedback in establishing and maintaining trust in a manager-telecommuter relationship. It is my hope that findings from this study will offer managers of telecommuters guidance with regards to: 1) the quantity of communication; 2) the appropriate “mix” face-to-face time vs. electronic communication; 3) the level of empowerment; and 4) the amount of feedback, necessary to establish and maintain a trusting relationship with their telecommuters. I thank you in advance for your participation in this study. 
Directions: The following statements describe a range of responses a telecommuter (an individual who officially works at least one day per week from home)could feel toward a manager. Keep this manager in mind as you respond to the following items. All your answers should refer to the same person.
If you need assistance or have questions while taking this survey, please contact:

Sharon Borowicz
goldenchase@aol.com
630-337-1808


 
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