As telecommuting programs proliferate, a better understanding of the relationship between telecommuting and career success outcomes is required to provide human resources managers, telecommuters, and information systems managers with information to decide the future of telecommuting arrangements. This paper addresses this need by exploring whether turnover intentions and their determinants differ for telecommuters and non-telecommuters. Four hundred salespeople from one large company in the southeastern United States were asked to participate in the study. The organization entry point was the marketing director. One hundred and four telecommuting employees and one hundred and twenty-one regular employees responded, with a total of 225 usable questionnaires. Telecommuters seemed to face less role conflict and role ambiguity and tended to be happier with their supervisors and more committed to their organizations. They also showed lower satisfaction with peers and with promotion. Based on the results, recommendations are proposed for managing the implementation of telecommuting programs and their impact on the rest of the organization's employee population.
Key words and phrases: job satisfaction , organization commitment , role ambiguity , role conflict , telecommuting , turnover intentions