Travel characteristics and impacts of telecommuting.
Read Online
Share

Travel characteristics and impacts of telecommuting.

  • 923 Want to read
  • ·
  • 41 Currently reading

Published by Washington State Energy Office in Olympia, WA .
Written in English


Book details:

Edition Notes

ContributionsLagerberg, Brian.
The Physical Object
Pagination25p.
Number of Pages25
ID Numbers
Open LibraryOL17590183M

Download Travel characteristics and impacts of telecommuting.

PDF EPUB FB2 MOBI RTF

Additional findings concur with those of other studies, and the difficulty of the commute is highlighted as a primary factor in understanding the choice to telecommute and its impact on travel behavior.",Cited by:   More research is needed with larger and more broadly based datasets across employers that include both individual employee characteristics and employer and job characteristics. This would allow a better analysis of telecommuting choice and frequency as well as more reliable estimates of VMT and emissions discussion paper is one in. and there is little consensus on the actual impacts of telecommuting. One of the major hurdles is lack of a sound instrument to quantify the impacts of telecommuting on individuals’ travel behavior. As a result, the telecommuting phenomenon has not received proper attention in most transportation planning and investment decisions, if not. This would allow a better analysis of telecommuting choice and frequency as well as more reliable estimates of VMT and emissions impacts. This discussion paper is one in a series of four RFF papers on telecommuting published in December Discussion papers and present analyses of two recent datasets on telecommuters.

  travel and other costs (Morgan, ); increased employment opportunities for w omen with children, students and disabled persons (Morgan, . telecommuting compared to spending the major portion of one’s work week away from the central location. We propose that this difference represents a continuum of psychological commitment to the telecommuting arrangement and therefore could have a differ-ential impact on the consequences of telecommuting, an idea we expand on in a later section. The Stanford University study also examined a Chinese travel agency and found that the company saved an annual average of about $2, per employee who worked remotely. This is because telecommuting reduces expenses across the board -- from real estate and building maintenance, to security, furniture, office supplies and other expenses. Commentary The state tax impact of telecommuting employees in the shadow of COVID may appear at first blush to be a somewhat obscure topic, but as these employees receive paychecks and their employers begin to assess their overall tax positions for financial statements and eventually their tax returns, this topic should garner more attention.

  The travel and emissions impacts of center-based telecommuting are of particular interest and have been little-studied to date (Henderson and Mokhtarian, being one small-sample exception). Center-based and home-based telecommuting could potentially differ considerably in terms of the resulting transportation and air quality impacts.   While the impact of the telecommuting initiative on longer-term outcomes has yet to be measured, a report produced by the Office of Personnel Management provides insight on the impact of the legislation on telecommuting use (U.S. Office of Personnel Management, ). Telecommuting use increased from to , although participation rates. lead people to telecommute, and some reliable information on the impacts of telecommuting on VMT and trip reduction. Section II below summarizes two studies that look at how telecommuting numbers are calculated and provide a broad picture of the extent of telecommuting in the United States. Section III focuses on the factors that explain. telecommuting influences employees’ behavior on tasks where it is more versus less easy to align incentives between employees and the firm. In the next sections, we argue that the impact of telecommuting on employee behavior hinges on two effects, which we refer to as the selection and the incentive alignment effect.