The extended workplace

The practice of teleworking has experienced a rapid increase over the past decades. This raises questions about the relations between teleworking and employee well being. Previous research in this area typically uses cross-sectional data. In this thesis I make use of five waves of Dutch panel data including 4.061 respondents. By using panel data, I investigate whether results from a between-person analysis carry over to a within-person analysis. I analyse the direct effect of teleworking on job satisfaction, as well as the indirect effects through flexibility, autonomy, work burden, time pressure and working hours. The analysis replicates previously found positive effects of telework. Furthermore, I find no substantial differences between the between- and within-person analysis, except for in an additional analysis involving job switching. Teleworking on itself, but also teleworking more hours and a larger share of total hours worked, are positively related to job satisfaction. Furthermore, I find that teleworks positive relation with job satisfaction runs partly through positive effects on perceived control, time pressure, and actual working hours, while a negative association stems from increases in unpaid overtime. An additional analysis taking job switching into account shows switchers to be driving the positive teleworking effect, while those staying in the same job actually experience a decrease in job satisfaction as they start teleworking more. These within-person findings suggest a sorting effect of workers into teleworking companies and jobs. This sorting effect, as well as the policy preconditions of positive teleworking effects, are suggested directions of future research