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Employees’ productivity while telecommuting has a direct impact on their financial
success, especially when a performance-based rewards system is in place. As
productivity increases, so does theamount of pay - companies are now adapting their
reward system to offer variable pay salaries based on productivity, therefore retaining
and benefitting productive employees. In fact, 82% of Canadiancompanies were offering
variable pay programs in 2004, compared to 43% a decade earlier.8 Telecommuting also
reduces employee turnover: “almost 80% of employees say they would like to work fromhome at least part of the time. More than a third say they’d choose the option to work
from home over a pay raise”.9 Although employee retention is often measured as a
benefit to the organisation, italso has implications for an employee’s financial health. In many cases, employees who were prepared to quit decided to stay when offered the option of telecommuting. "Telecommuting has a clear upside:small but favourable effects on perceived autonomy, work–family conflict, job satisfaction, performance, turnover intent, and stress."

In a study performed by Vanessa R. Wight Æ Sara B. Raley in 2008 where 1098 employees between the ages of 18 to 64 were surveyed to determine the main reasons why employees preferred to workfrom home it was concluded that people who work from home are mostly highly educated people which report high earnings, are employed in professional specialty occupation and have a spouse that works.In this case, both women and men indicated that this types of arrangements were mostly done to "catch up with work" being the fourth cause to "Coordinate work with personal/family needs". Howeverthis responses where different for parents who had preschool kids where they found that telecommuting was the perfect option for these parents when their spouse was already working. This survey...
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