Untitled - Malaysian Institute of Planners

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Farah Diyanah Ismail, Abdul Azeez Kadar Hamsa & Mansor IbrahimAnalysis of Factors Influencing the Stated Preference of Academic Employees Towards Telecommutingin IIUM Campus, GombakThe literature on telecommuting has grown significantly, especially inwestern countries, over the last two decades. Research on telecommuting indeveloping countries is still considered unsurprisingly new (Mohamed andAbdallah, 2009). On empirical part of telecommuting research, someresearchers had presented results from the investigation and analyze of thepreference towards performing telecommuting among the employees. WanRozaini and Haitham (2005), for example, had used a sample of 70 lecturersfrom “Fakulti Teknologi Maklumat (faculty of information technology)” toinvestigate the possibilities of implementing telecommuting as a first mode ofworking at all faculties at Universiti Utara Malaysia (one of the publicUniversities) by ascertaining their views on willingness to telecommute.Similarly, Abdul Azeez and Wan Nurul Mardiah (2009) had conducted a studyto unravel travel, work and socioeconomic characteristics of the stated preferredtelecommuters and factors associated with preference to telecommute in theprivate and public sectors in Johor Bahru and Kuala Lumpur city by targeting391 employees.Based on earlier studies, Yen and Mahmassani (1994), Sullivan (1993)and Peters et al. (2004) had agreed that the decision to telecommute is governedby socioeconomic variables. In terms of gender, Popuri and Bhat (2003), Yapand Tng (1990) and Wells et al. (2001) had suggested that telecommutingwould be of particular interest to women employees. Earlier studies hadidentified that age is also one of the factors that contribute to preference toadopt telecommuting (Mokhtarian and Meenakshisundaram, 2002 and Walls etal., 2007). Thériault et al., (2005) had suggested that older workers are morelikely to telecommute than younger ones. Several studies have suggested thattelecommuting would be of particular interest to employees who have children(Popuri and Bhat, 2003; Yap and Tng, 1990 and Wells et al., 2001).Furthermore, Peters et al. (2004) had assumed that the likelihood on thepreference to telecommute is positively influenced by the number of childrenespecially children in the youngest age group. The employees with a child underthe age of four more often prefer to telecommute than employees with a childover 12 years of age. On other aspects, Walls et al. (2007) claimed that both thechoice and frequency decisions of telecommuting were found to be substantialinfluences of workplace-related factors. According to Brown (2010), jobposition plays an important role in the selection process or in some nontelecommuters’decision to opt out of telecommuting. Moreover, the length ofservice also found to be one of the important influential factors for the decisionto telecommute (Bagley and Mokhtarian, 1997). Safirova and Walls (2004)© 2012 by MIP 44
PLANNING MALAYSIAJournal of the Malaysia Institute of Planners (2012)confirmed that having more professional experiences, in general, and a longertenure with one’s current company and one’s current supervisor will boost theprobability of telecommuting. Popuri and Bhat (2003) also suggested thatemployees with a long period of service with the current employer tend to bemore inclined to telecommute.According to Mokhtarian and Salomon (1996c), commute stress isexpected to be positively related with the choice to telecommute, assuming thatstressful commuting conditions can be avoided by telecommuting. Employeeswho have to spend long unproductive time on the road for work trip therebysubjected to stress and fatigue. Employees commuting to work who are facingtraffic congestion and commute stress may encourage them to telecommutemore frequently (Mokhtarian and Salomon, 1996b, 1997). In a study ofemotional impact of telecommuting, Mann (2000) found that respondents oftwo service industries in the UK had perceived telecommuting advantages asfollows: less travel (57%); more freedom/flexibility (57%); better workingenvironment (50%); fewer distractions (43%); cheaper (29%); freedom tochoose comfortable clothes (14%); freedom from office politics (7%); andeasier to complete domestic chores (7%). On the other hand, Tremblay (2003)found the perceived disadvantages of telecommuting that are most oftenmentioned include: lack of co-workers and isolation (15.4% and 10% ofrespondents respectively), risk of working more (9%), difficulty of motivatingthemselves (6%) and work-family conflict (5%).OBJECTIVES, HYPOTHESIS AND RESEARCH APPROACHThe objectives, research hypothesis and research approach are highlighted inthis section.Study objectivesThe formulated objectives of this study are:(1) To analyse number of academic and administrative employeesand their patterns of registered vehicles on-campus(2) To describe the existing traffic and road characteristics oncampus(3) To identify factors contributing towards the practice oftelecommuting among the academic staffs(4) To formulate recommendations to increase the penetration levelof telecommuting among staff members on-campus45© 2012 by MIP
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