Final Research Plan Template

Description

During the past 7 weeks you have been learning how to formulate a research plan, hopefully for your dissertation. The final assignment for RES/709 has 3 components:

Identify a theoretical and/or conceptual framework to frame your study. What existing theories, concepts, or models are relevant to your study?
Use the SPL Model to identify the significance of your study for scholars, practitioners, and leaders in your professional field.
Polish and refine your Research Outline Template by carefully going over all feedback to ensure the feedback has been incorporated. Compare and contrast the formatting of your Research Outline Template to the original.
Incorporate the feedback and recommendations you received from your course colleagues for the following and add to your research plan.

Wk 8: DQ1 for the Framework section:
Feedback from colleague:  I like and agree with your statement that the model also describes how job resources can reduce feelings of isolation that remote workers face, as I have experienced this in my workplace. Employees are always stating how being away from the office isolates them from interacting with peers to develop communication and collaboration with each other. Some even mentioned that they would rather return to the office for additional support and gaining experiences for promotional opportunities. Having a balance in home and work life, will help employees have a positive outlook to be successful in both arenas (Hsieh, 2022, et al.). The results of your research will provide data for employers to provide support to their employees with flexible schedules that allows the staff to feel valued both at home and at work. With the results of your research, you will be subject matter expert in this area with credible data useful to employers and employees to develop their sense of accomplishment towards bringing changes in their organizations (Herr and Anderson, 2005, p. 29.).

References
Herr, K., & Anderson, G. L. (2005). Chapter 3: The continuum of positionality in action research. In The action research dissertation: A guide for students and faculty (pp. 29-48). SAGE Publications.

Hsieh, C.-C., Liang, J.-K., & Li, H.-C. (2022). Bi-directional work-family conflict of home-based teachers in Taiwan during COVID-19: application of job demands-resources model. Journal of Professional Capital and Community, 7(4), 353–367. https://doi.org/10.1108/JPCC-04-2022-0022
Wk 8: DQ 2 for the Significance of the Study section:
Feedback from colleague: no feedback. 
Change Matrix
Review the Week 7 feedback from your instructor on the research design and using a copy of the Change Matrix in Appendix G of the Research Outline Template, record the instructor’s feedback in the first column, state in your own words the feedback provided in the second column, and explain what you have done to address the feedback in the third column.1
RES/709 Research Outline
Christine Basile
University of Phoenix
RES/709: Research Conceptualization and Design
Dr. Liz Young
1/31/2023
2
Proposed Dissertation Title
1. Program of Study DBA
Background of the Problem and Problem Statement
Within organizations, remote working refers to the digital approach whereby employees
conduct their activities while connected using collaborative tools and technologies. Over
the past decade, there has been a rise in the number of remote workers throughout the
world. However, this idea was first introduced by a physicist from NASA, Jack Nilles
(Santillán, 2020). In 1975, personal computers were introduced, and this was followed
by the birth of the internet in 1983; hence some organizations started allowing their
employees to work from home. Later, the invention of Wi-Fi in the early 90s contributed
to the rise of more companies willing to try out remote working cultures.
According to research, a lot of companies have utilized the benefits of remote workers,
to increase productivity and reduce various costs. However, these recent advancements
have been accompanied by issues when it comes to organizational culture. Employees
find a hard time relating with one another on a virtual or digital basis since it is a
concept that minimizes direct human interaction. This way, organizational culture is not
adequately nurtured in a digital space. Gigi and Sangeetha (2020) point out that on top
of companies losing organizational culture, remote workers have also contributed to low
customer loyalty for many companies.
The problem is that workplace isolation for remote workers is an increasingly
urgent issue due to its implications for employee well-being, job performance, and
organizational effectiveness. This study seeks to explore the factors that contribute to the
workplace isolation of remote workers, and the strategies organizations can employ to
mitigate its effects.
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2. Purpose Statement
This qualitative narrative inquiry aims to understand how individuals who work remotely
manage to maintain their social and group interactions to prevent a sense of loneliness
and isolation.
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3. Research Question
How does remote work limit social and group contacts, leaving employees lonely and
isolated?
4. Research Method
This is qualitative research involving peer reviews and data analysis of previous studies.
The methodology is appropriate as it focuses on the studies done on this topic and the
analysis of relevant findings to come up with a consolidated and inclusive conclusion.
5. Research Design
Problem: The research design selected is a qualitative method design. The problem of the
qualitative method design is that remote working can inhibit social and group interactions,
resulting in loneliness and isolation among employees.
From week 7, the qualitative method design is suited for tackling the issue of distant work
discouraging social and group connections, which causes loneliness and isolation among
workers. Using this method, researchers can inquire into people’s lives more intimately.
The qualitative design allows for collecting detailed information through methods like indepth interviews and focus groups, revealing nuances and contradictions missed by the
quantitative approach (Doyle et al., 2020). The layout permits the investigation of delicate
and personal issues, such as the effect of telecommuting on one’s emotional and
psychological well-being. It’s a safe place where people can talk about their lives without
fear of judgment or repercussions and a place where they can ponder the deeper meaning
and significance of their experiences. Because of this, we may learn more about the
problem, its origins, and how to find a solution best.
Because of the complexity and multidimensionality of the phenomena of remote labor,
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which is influenced by many different personal, professional, and societal aspects, a
qualitative approach is particularly well-suited to the study of this issue. The design’s
inductive and exploratory nature reveals the variety of employee and employer
viewpoints while shedding light on the myriad ways remote work influences workers’
psychological well-being.
Purpose: This research aims to learn how people who work from home keep up their
social and group ties to avoid feelings of isolation and loneliness. Qualitative approaches
are well-suited for week 7 by examining this type of event since they allow for a thorough
and detailed exploration of participants’ subjective experiences. In particular, the narrative
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inquiry method encourages the development of narratives or stories that illuminate the realities faced
by telecommuters. When trying to make sense of complicated social phenomena like keeping in
touch with coworkers while working from home, this method proves invaluable because it allows for
the examination of diverse points of view. The purpose of the study is to gain insight into the lived
realities of telecommuters; therefore, collecting and analyzing participant narratives is a natural fit.
An additional benefit of a qualitative approach is its malleability and adaptability, making
it ideal for this investigation. With qualitative approaches, the researcher can adapt their
strategy as they gain new insights into the issue they are studying (Batat, 2021). This is
paramount because of the dynamic nature of remote work, wherein workers’ experiences
continuously adapt to new technologies and ways of doing business. Last but not least,
qualitative methods excel in probing delicate or private issues, such as the effects of
remote work on interpersonal relationships and psychological well-being. In-depth
interviews and focus groups are examples of qualitative approaches encouraging open,
honest discussion of personal experiences among study participants. This helps the
researcher gain the participants’ trust and yields a wealth of information that can be used
to understand remote workers’ perspectives and perspectives better.
Research question: Questions about how distant work affects employees’ social and
group contacts, mental health, and overall well-being are best investigated using a
qualitative research approach. Qualitative methods are ideal for investigating complex
social phenomena and people’s individual experiences. The first question refers to a highly
nuanced and individualistic experience amenable to investigation via qualitative
techniques. The effects of remote work on social ties and feelings of isolation can be
better understood using qualitative methods like in-depth interviews or focus groups
(Charalampous et al., 2022). Qualitative approaches can also be used to investigate the
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second question. To better understand the mental preparations made by those new to
remote work, qualitative approaches might provide light on their experiences and
viewpoints. This can aid in determining methods for overcoming obstacles and achieving
desired results.
The third query can likewise be probed with the help of qualitative techniques. Qualitative
research techniques can provide light on the realities of remote work and the effects that
workers feel they have on their mental health and happiness. Employers can utilize this
data to develop policies and practices that promote the health and happiness of their
remote staff. Qualitative research can shed light on the fourth question by illuminating the
tactics employed by remote employees to keep in touch with others and stave off feelings
of isolation. Insight into the lives of remote workers and the ability to pinpoint strategies
that work well can be gained via qualitative research methodologies.
6. Framework
The theory and concept that applies to my research are the Job Demands-Resources Model
(JD-R Model). This model states that job demands (e.g., workload, time pressures, working
conditions) and job resources (e.g., job control, autonomy, working relationships) form an essential
part of the job context. They contribute to job-related outcomes such as job satisfaction, well-being,
performance, and absenteeism (Hickman, 2019). In the context of my research, the JD-R Model can
be used to examine remote workers’ job demands and resources and how these factors may contribute
to workplace isolation. Specifically, I will be looking at how the lack of physical interaction among
remote workers, the increased workload demands associated with remote work, and the lack of job
control and autonomy experienced by remote workers can lead to feelings of isolation. Moreover, I
will examine how job resources such as effective communication and collaboration tools, workplace
support, and recognition and rewards can help to reduce the feelings of isolation experienced by
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remote workers.
The theory above outlines how the Job Demands-Resources Model (JD-R Model) can be
used to frame the research into workplace isolation occurring in remote workers. Specifically, the
discussion explains how the model can be used to examine remote workers’ job demands and
resources and how these factors can contribute to feelings of isolation (Bollestad & Jon-Sander
Amland, 2022). It also describes how job resources such as effective communication and
collaboration tools, workplace support, and recognition and rewards can help to reduce the feelings
of isolation experienced by remote workers.
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7. Significance of the Study
The study of workplace isolation occurring in remote workers can potentially be
significant for the scholarly community in several ways. Firstly, it will help further our
understanding of remote work’s psychological and social effects. This research could also
provide a better understanding of how to prevent and address workplace isolation among
remote workers (Bell, 2019). Additionally, this study could promote the development of
effective strategies to better support remote workers in their work environment and
improve their well-being. Furthermore, the research could inform policies related to remote
work and help create a work environment that is more supportive of remote employees.
Finally, it could also support further research into the impact of technology on remote work
and how it can be used to improve the experience of remote workers.
The study of workplace isolation occurring in remote workers is significant for
practitioners in human resources and workplace management, as it can provide insight into
the mental health of remote workers and the impact of their working conditions on their
well-being. This research could inform policies, such as introducing flexible working
arrangements and providing better support systems for remote workers. Additionally, the
findings of this research could be used to help businesses better understand the needs of
their remote employees and to design better strategies to ensure that remote workers feel
supported and connected to their colleagues (Bell, 2019). Ultimately, this research could
help improve the overall well-being of remote workers and ensure that businesses can
manage their remote teams effectively.
The results from this study have the potential to provide valuable insights to
leaders in the field of remote work, allowing them to better understand the issues of
workplace isolation and how to prevent it from occurring in remote workers. The study can
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provide evidence-based strategies for remote workers to reduce workplace isolation and
improve work engagement, enhancing remote employees’ overall performance (Bell, 2019).
Additionally, the analysis can provide information to help leaders in remote work identify
and address any potential risks associated with remote work and provide guidance to
employers on how best to support remote workers (Bell, 2019). Ultimately, this study can
help leaders in the field of remote work create a safe, productive, and healthy work
environment for remote employees.
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Appendix A
12
Change Matrix: Week 3 Feedback
Reflective practitioner looks back at the work they do, and the work process, and
considers how they can improve. The revision matrix provides the opportunity to experience
being a reflective practitioner during the doctoral journey. Critical thinking, a necessary skill
for scholarly writing, incorporates the need to be a reflective practitioner as learning from
personal experiences, as well as others, helps to answer the questions: Can anything be
improved? Can anything be done better?
Review the feedback from your instructor and record the instructor’s feedback in the first
column. In the second column, state in your own words the feedback provided. In the third
column, explain what you have done to address the feedback and include APA Manual page
numbers as appropriate.
Use Microsoft® Word formatting features to add rows to the template, as needed.
The information in the table are examples. Please delete before providing your responses.
Student (e)Signature: Christine Basile
Faculty Feedback
(Include comment numbers,
as appropriate)
Avoid unnecessary
words/phrases.
Week 3 feedback: I do not
see a problem statement. It looks
as if you are attempting to study
the influence of being unfamiliar
with working with others in
cyber space and how that
discomfort transcends into
minimizing human interactions.
If this is what you intend to
study, then we have to find a way
to put it into a
problem statement with a cause
and a result.
Faculty Feedback in My
Own Words
My Detailed and Specific
Action Plan to Integrate
Faculty Feedback in My
Revised Essay
(Include APA manual page
numbers, as appropriate)
I will revise and use the
correct terms to describe my
problem statement. I will take
another avenue in writing my
dissertation since we have
discussed in our collaboration
in what for me to write in my
actual topic.
Appendix B
Week 4: Alignment of Problem and Purpose Statements
13
Problem Statement: The problem is that remote working can inhibit social and group
interactions, resulting in loneliness and isolation among employees.
Purpose Statement: The problem is that remote working can inhibit social and group
interactions, resulting in loneliness and isolation among employees.
I considered social isolation, loss of motivation, and work-life balance, but chose social isolation
because it was more evident in my dissertation. I have never held a “remote job” because I
worked in a hospital for the majority of my 20s until I began working in corporate healthcare in
2021. After many thoughts on my dissertation, I had the perfect topic, but my issue was that I
couldn’t keep myself aligned on one thought. I wanted to do remote work and basically discuss
the “other side” that most people don’t really talk about or research. It basically is brought upon
as a narrative inquiry since I’ll be researching with fellow old colleagues that work from home
permanently. It came from me witnessing the aspects of how convenient it is to work from home
but how quickly you can notice how much you will miss out on social interaction in the office
and reach a result of social isolation. I had three different ideas on how to proceed with this
study, and with the help of Dr. Young, I was able to break them down.
I had ideas about social isolation, loss of motivation, or even work-life balance, but I chose what
resonated more with me: the social isolation part. I never had a “remote job” since I worked in a
hospital for most of my 20s until I started working in corporate healthcare in 2021.
The specific elements of my problem statement that are included in my purpose statement are
remote work resulting in social isolation. I will conduct a study with individuals from a variety
of companies and professions to determine what they have in common or do not have in
common when it comes to trying to avoid becoming isolated while working from home. What
can humans do to prevent social isolation, which is beneficial to their mental health?
14
Research Question:
Can remote work limit social and group contacts, leaving employees lonely and isolated?
A crucial part of your social interaction spins around your job and your workplace. You tend to
spend most of your waking hours with your teammates and colleagues. Therefore, when you
work remotely, that aspect of your social life disappears. Remote work feeds on Isolation
‘sometimes’ and results in the following repercussions.
Appendix C
Change Matrix: Week 4 Feedback
15
Review the feedback from your instructor and record the instructor’s feedback in the first
column, including comment numbers as appropriate. In the second column, state in your own
words the feedback provided. In the third column, explain what you have done to address the
feedback and include APA Manual page numbers as appropriate.
Use Microsoft® Word formatting features to add rows to the template, as needed.
The information in the table are examples. Please delete before providing your responses.
Student (e)Signature: Christine Basile
Faculty Feedback
Faculty Feedback in My
Own Words
Week 4 Feedback:
Christine, you have not used
the template correctly and
have not written a problem
statement. I saw a lot written
in the Appendix but not on
the template. It should be
posted before the
background. It has to say:
The problem is which
results in………
I have not used the template
correctly and put my
statements in the way I
should have inputted in to
take the correct route for my
dissertation.
The purpose has to say:
The purpose of this study is
to ……
Research question wording is
rough.
Research Method is very
roughly worded. And a
qualitative study NEVER
analyzed previous studies.
Design is also not correct.
You are not analyzing other
studies; YOU HAVE TO BE
THE ONE DOING THE
STUDY.
The feedback that has to be
My Detailed and Specific
Action Plan to Integrate
Faculty Feedback in My
Revised Essay
I used a new problem and
purpose statement which we
discussed in Week 3.
The problem is remote
working can inhibit social
and group interactions
resulting in loneliness and
isolation of employees.
This qualitative study and
narrative inquiry aim to
examine the problem of
remote working and how
each individual works by
preventing themselves
from being socially
isolated in their own
home.
The problem is remote
working can inhibit social
and group interactions
resulting in loneliness and
isolation of employees.
Design: Narrative Inquiry
type study.
Qualitative method.
16
on the matrix is not from the
DQs. It is from the feedback
right here in the grade book..
Appendix D
Week 5: Research Questions Alignment Summary
17
I would like to find ways to prevent social isolation among people working from home, a
topic that few others have researched. Depending on their occupation, some individuals work up
to 12 hours per day without a break at the office or at home. There are numerous advantages to
working from home, but few people discuss the disadvantages. You may feel the need to work
late because you are already at home and don’t have to drive home, so opening your laptop may
seem effortless, but it also becomes a habit. I felt myself going in different directions at this point
in the problem statement discussion. Numerous factors, however, make remote work
incompatible with the social interaction required for human mental and physical health.
Examining and interviewing the individuals can inform me of the various strategies they employ
to avoid isolation, or whether they make any effort to do so. I do believe I am becoming
increasingly aligned with my goals. As a result of the lack of social interaction during the
COVID-19 pandemic and the lockdown, I can relate somewhat too remote workers.
Possible research questions
• Can remote work limit social and group contacts, leaving employees lonely and isolated?
• What should people who aren’t accustomed to remote work do to get
psychologically ready for it?
How does working from home affect psychological health? What can employers do to
make sure that people are staying focused, committed, and happy?
• What can you do as a remote worker to keep yourself from falling into social isolation?
• Would you ever consider going back to the office if they would let you?
What are the top three things that leaders can do to create a good remote culture?
You must convey what is occurring at the organizational level because, when they are at home,
they feel as though they have been separated from the mothership. They are curious about the
18
status of the company, its clients, and shared goals. The communication surrounding these is
crucial. Therefore, you are emailing and sharing more.
Appendix E
Week 5
Purpose Statement
19
This qualitative narrative inquiry aims to understand how individuals who work remotely
manage to maintain their social and group interactions to prevent a sense of loneliness and
isolation.
Research Question
How does remote work limit social and group contacts, leaving employees lonely and isolated?
Research Method
This is qualitative research involving peer reviews and data analysis of previous studies. The
methodology is appropriate as it focuses on the studies done on this topic and the analysis of
relevant findings to come up with a consolidated and inclusive conclusion.
Due to the complexity of my research, the qualitative research method and the narrative method
would be my best approach. With a quantitative research approach, it would have been possible
to assert that workplace isolation is a problem and to identify the objective aspects of this
situation. I did not choose this method because quantitative research interviews cannot be
modified. Focus is placed on the lived phenomenon as a quantitative measurement and on the
phenomenon’s perspective as a qualitative measurement in a mixed-methods study.
Keeping the emphasis on how remote workers lack social exchange theory elements may provide
context for epistemological expectations of remote workers’ human needs.
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Change Matrix: Week 5 Feedback
Review the feedback from your instructor and record the instructor’s feedback in the first
column, including comment numbers as appropriate. In the second column, state in your own
words the feedback provided. In the third column, explain what you have done to address the
feedback and include APA Manual page numbers as appropriate.
Use Microsoft® Word formatting features to add rows to the template, as needed.
The information in the table are examples. Please delete before providing your responses.
Student (e)Signature:
Christine Basile Date: 1/31/2023
Faculty Feedback
Faculty Feedback in My
My Detailed and Specific
21
Own Words
You have the problem written
under the heading PURPOSE.
And you are missing a purpose.
So problem is okay and RQ is
okay. Add the purpose. For
method talk about how your
interviews will will be used to
answer the research question
APA needs to be addressed.
Follow the samples at the end of
the template. They are there for
you to use as a model.
Change the problem
statement to the purpose.
Must add the purpose next
for the paper to be fully
completed.
Action Plan to Integrate
Faculty Feedback in My
Revised Essay
For Research Question: How
does remote work limit social
and group contacts, leaving
employees lonely and
isolated?
For purpose statement: This
RQ dont say “can remote,,,”
say How does remote…”
qualitative narrative inquiry
aims to understand how
individuals who work
remotely manage to maintain
their social and group
interactions to prevent a sense
of loneliness and isolation.
Appendix F
Change Matrix: Week 6 Feedback
22
Review the feedback from your instructor and record the instructor’s feedback in the first
column, including comment numbers as appropriate. In the second column, state in your own
words the feedback provided. In the third column, explain what you have done to address the
feedback and include APA Manual page numbers as appropriate.
Use Microsoft® Word formatting features to add rows to the template, as needed.
The information in the table are examples. Please delete before providing your responses.
Student (e)Signature:
Date:
Faculty Feedback
(Include comment numbers,
as appropriate)
WEEK 6 FEEDBACK: The
problem is
which results
in.
The problem does not
appear until page 5!!! For
method. That is somewhere
else. It is supposed to be on
page 2. I am having trouble
finding anything because it is
all out of order. No you
cannot use data analysis
from previous studies. This
is a study YOU have to do. I
have written that in the
feedback over the past few
weeks now. And it is not
about peer reviews. It is a
study YOU have to do. For
week 7 you have to start on a
new template and begin
adding the parts 1-8 all one
page.
Faculty Feedback in My
Own Words
I will practice it first by
reading good dissertations,
paying attention to the use of
transitions, expressions and
overall style of writing. Also,
I will remove all phrases and
redundant words in my paper
that are not essential or are
too conversational.
I will expose myself to some
good texts, and I will learn by
example and imitation.
My Detailed and Specific
Action Plan to Integrate
Faculty Feedback in My
Revised Essay
(Include APA manual page
numbers, as appropriate)
I will make my study
analysis. I have inputted the
problem statement in the
right place.
Appendix G
Change Matrix: Week 7 Feedback
23
Review the feedback from your instructor and record the instructor’s feedback in the first
column, including comment numbers as appropriate. In the second column, state in your own
words the feedback provided. In the third column, explain what you have done to address the
feedback and include APA Manual page numbers as appropriate.
Use Microsoft® Word formatting features to add rows to the template, as needed.
The information in the table are examples. Please delete before providing your responses.
Student (e)Signature:
Faculty Feedback
Date:
Faculty Feedback in My
Own Words
My Detailed and Specific
Action Plan to Integrate
Faculty Feedback in My
Revised Essay
I removed all phrases and
redundant words that are not
essential or too
conversational in tone. I
replaced them with simple
declarative sentences (APA,
2020, pp. 113-114).
Appendix H
Paragraphing with the MEAL Plan
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M – Main Idea
Every paragraph should have one main idea. If you find that your paragraphs have more than one
main idea, separate your paragraphs so that each has only one main point. The idea behind a
paragraph is to introduce an idea and expand upon it. If you veer off into a new topic, begin a
new paragraph.
E – Evidence or Examples
Your main idea needs support, either in the form of evidence that buttresses your argument or
examples that explain your idea. If you don’t have any evidence or examples to support your
main idea, your idea may not be strong enough to warrant a complete paragraph. In this case,
re- evaluate your idea and see whether you even need to keep it in the paper.
A – Analysis
Analysis is the heart of academic writing. While your readers want to see evidence or examples
of your idea, the real “meat” of your idea is your interpretation of your evidence or examples:
how you break them apart, compare them to other ideas, use them to build a persuasive case,
demonstrate their strengths or weaknesses, and so on. Analysis is especially important if your
evidence (E) is a quote from another author. Always follow a quote with your analysis of the
quote, demonstrating how that quote helps you to make your case. If you let a quote stand on its
own, then the author of that quote will have a stronger voice in your paragraph (and maybe even
your paper) than you will.
L – Link
Links help your reader to see how your paragraphs fit together. When you end a paragraph, try
to link it to something else in your paper, such as your thesis or argument, the previous
paragraph or main idea, or the following paragraph. Creating links will help your reader
understand the logic and organization of your paper, as well as the logic and organization of
your argument or main points.
Reference
Duke University (2006). Paragraphing: The MEAL plan. Retrieved from
https://twp.duke.edu/sites/twp.duke.edu/files/file-attachments/mealplan.original.pdf
Example Using Each Letter of the MEAL Plan:
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M – Supporters and opponents of the death penalty have justified their beliefs on a number
of grounds.
E – Supporters, for instance, argue that the death penalty is the ultimate specific deterrent in that
someone who is put to death will never be able to murder again (Pataki, 1997).
A – The threat of being put to death for an offense may also act as a general deterrent, promoting
a safer community (van den Haag & Conrad, 1983).
Further, some argue that the death penalty provides retribution and answers individual and
societal needs to punish offenders (Fein, 1993) and that the death penalty is cheaper than life
imprisonment.
L – Based on these arguments, supporters believe that the justice system has a duty to impose the
death penalty on certain offenders (van den Haag & Conrad, 1983).
Sample Paragraph:
Supporters and opponents of the death penalty have justified their beliefs on a number
of grounds. Supporters, for instance, argued the death penalty is the ultimate specific deterrent as
someone who is put to death will never be able to murder again (Pataki, 1997). The threat of
being put to death for an offense may also act as a general deterrent, promoting a safer
community (van den Haag & Conrad, 1983). Further, Fein (1993) argued the death penalty
provides retribution, answers individual and societal needs to punish offenders, and the death
penalty is cheaper than life imprisonment. Based on these arguments, supporters believe the
justice system has a duty to impose the death penalty on certain offenders (van den Haag &
Conrad, 1983).
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References
Bareket-Bojmel, L., Chernyak-Hai, L., & Margalit, M. (2023). Out of sight but not out of mind:
The role of loneliness and hope in remote work and in job engagement. Personality and
Individual Differences, 202. https://doi.org/10.1016/j.paid.2022.111955
Batat, W. (2021). How Michelin-starred chefs are being transformed into social bricoleurs? An
online qualitative study of luxury foodservice during the pandemic crisis. Journal of Service
Management, 32(1), 87-99.
Bell, C. J. (2019). Feeling Remote: Factors Influencing Isolation in Remote Workers (Order No.
28002722). Available from ProQuest Dissertations & Theses Global. (2434572211).
https://www.proquest.com/dissertations-theses/feeling-remote-factors-influencing-isolation/
docview/2434572211/se-2
Charalampous, M., Grant, C. A., & Tramontano, C. (2022). “It needs to be the right blend”: A
qualitative exploration of remote e-workers’ experience and well-being at work. Employee
Relations: The International Journal, 44(2), 335-355.
Doyle, L., McCabe, C., Keogh, B., Brady, A., & McCann, M. (2020). An overview of the
qualitative descriptive design within nursing research. Journal of Research in Nursing,
25(5), 443-455.
Gigi, G. S., & Sangeetha, M. (2020). Impact of remote working on employees in IT industry.
Journal of Contemporary Issues in Business and Government| Vol, 26(2),
538. https://doi.org/10.47750/cibg.2020.26.02.072
Hickman, A. (2019). Workplace Isolation Occurring in Remote Workers (Order No. 13883679).
Available from ProQuest Dissertations & Theses Global. (2231630650).
https://www.proquest.com/dissertations-theses/workplace-isolation-occurring-remote-workers/
docview/2231630650/se-2
Kossek, E. E., Thompson, R. J., & Lautsch, B. A. (2015). Balanced workplace flexibility:
Avoiding the traps. California Management Review, 57(4), 5-25.
https://doi.org/10.1525/cmr.2015.57.4.5
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Walden University
College of Management and Technology
This is to certify that the doctoral dissertation by
Adam Hickman
has been found to be complete and satisfactory in all respects,
and that any and all revisions required by
the review committee have been made.
Review Committee
Dr. Richard Schuttler, Committee Chairperson, Management Faculty
Dr. Labrina Jones, Committee Member, Management Faculty
Dr. Kathleen Barclay, University Reviewer, Management Faculty
Chief Academic Officer
Eric Riedel, Ph.D.
Walden University
2019
Abstract
Workplace Isolation Occurring in Remote Workers
by
Adam Hickman
MBA, Walden University, 2015
BA, Hiram College, 2012
Dissertation Submitted in Partial Fulfillment
of the Requirements for the Degree of
Doctor of Philosophy
Management
Walden University
May 2019
Abstract
Organizational leaders and managers may not have the management acumen,
organizational awareness, or leadership expertise to construct and implement effective
strategies, policies, and procedures to help reduce the frequency of the phenomenon of
workplace isolation. The purpose of this qualitative, exploratory, multiple case study was
to gain a common understanding about how workplace isolation may influence a remote
employee’s performance in a customer service organization in the United States.
Emerson’s social exchange theory was used as the conceptual framework. A series of
semistructured interviews with 21 remote workers that consisted of 4 different divisions
at the same organization was conducted to yield thematic results. Data analysis included
holistic and pattern coding. The most common understandings that emerged into themes
were the need of social interaction, manager communication, and peer-to-peer
interactions that had an influence on job performance. The knowledge acquired in this
study can affect social change by providing insights for leaders, managers, and
practitioners to create policies and strategies to improve the engagement, performance,
and well-being of remote workers who may experience workplace isolation.
Workplace Isolation Occurring in Remote Workers
by
Adam Hickman
MBA, Walden University, 2015
BA, Hiram College, 2012
Dissertation Submitted in Partial Fulfillment
of the Requirements for the Degree of
Doctor of Philosophy
Management
Walden University
May 2019

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Dedication
I would like to dedicate my work to my children, Elliana, Benjamin, and Nina. No
matter what anyone will say to you, if you want something in this life, wait for no one
and go get it. Always hold yourself to the highest standard of what you can contribute,
and do what you do best every day. To my wife, Alecia, thank you for your endless hours
given for me to finish this dissertation and your support along the way.
Acknowledgments
To express my gratitude for my chair, Dr. Richard Schuttler, may require another
dissertation. Dr. Schuttler provided guidance, encouragement, and equipped me with the
knowledge I needed in the times of writing this dissertation. Learning Dr. Schuttler’s
incremental gains philosophy provided the encouragement to always continue on in each
chapter of this dissertation. I would like to also thank my committee member, Dr.
LaBrina Jones, for always being supportive, present, and able to assist regardless the
question. Thank you both for your time, support, and mentorship.
I also want to acknowledge Dr. Joe Streur and Dr. Vanessa Camilleri. Dr. Streur,
friend and colleague, helped me think about this dissertation topic before starting this
journey and was a mentor on just about all aspects of this journey. Dr. Camilleri was my
accountability partner. She may never know how her words of encouragement pushed me
through this process. Thank you both for answering my questions, listening to me vent,
and always being a great friend.
Table of Contents
List of Tables …………………………………………………………………………………………………. vii
List of Figures ……………………………………………………………………………………………….. viii
Chapter 1: Introduction to the Study …………………………………………………………………….. 1
Introduction………………………………………………………………………………………………… 1
Background of the Study ………………………………………………………………………………. 1
Problem Statement ………………………………………………………………………………………. 3
Purpose of the Study…………………………………………………………………………………….. 4
Research Question ……………………………………………………………………………………….. 6
Conceptual Framework ………………………………………………………………………………… 6
Nature of the Study ……………………………………………………………………………………… 7
Definitions …………………………………………………………………………………………………. 8
Assumptions ……………………………………………………………………………………………….. 9
Limitations of the Study ……………………………………………………………………………… 10
Scope and Delimitations ……………………………………………………………………………… 11
Significance of the Study…………………………………………………………………………….. 13
Significance to Practice …………………………………………………………………………. 13
Significance to Theory…………………………………………………………………………… 14
Significance to Social Change ………………………………………………………………… 14
Summary and Transition …………………………………………………………………………….. 15
Chapter 2: Literature Review…………………………………………………………………………….. 17
Introduction………………………………………………………………………………………………. 17
i
Literature Search Strategy …………………………………………………………………………… 18
Conceptual Framework ………………………………………………………………………………. 22
Literature Review ………………………………………………………………………………………. 23
Historical Overview …………………………………………………………………………………… 24
Remote Worker Isolation…………………………………………………………………………….. 26
Social Exchange Theory ………………………………………………………………………… 27
Remote Worker Well-Being …………………………………………………………………… 28
Employer Benefits and Drawbacks ………………………………………………………….. 30
Remote Worker Benefits and Drawbacks ………………………………………………….. 33
Profit and Engagement ………………………………………………………………………….. 34
Remote Worker Performance ………………………………………………………………………. 36
Job Demands of a Remote Worker…………………………………………………………… 37
Theory of Planned Behavior …………………………………………………………………… 39
The Big Five Personality Traits ………………………………………………………………. 42
Workplace Isolation …………………………………………………………………………………… 45
The Construct of Workplace Isolation………………………………………………………. 45
Workplace Isolation Impacts Health ………………………………………………………… 46
Workplace Isolation in the Workplace ……………………………………………………… 48
Gap in the Literature…………………………………………………………………………………… 50
Summary and Conclusions ………………………………………………………………………….. 51
Chapter 3: Research Method …………………………………………………………………………….. 53
Introduction………………………………………………………………………………………………. 53
ii
Research Question ……………………………………………………………………………………… 53
Research Method and Rationale …………………………………………………………………… 54
Research Design and Rationale…………………………………………………………………….. 55
Role of the Researcher………………………………………………………………………………… 56
Professional Relationships and Power Dynamics ……………………………………….. 57
Participant Selection Logic …………………………………………………………………….. 58
Instrumentation…………………………………………………………………………………….. 60
Procedures for Recruitment, Participation, and Data Collection …………………………. 62
Sources of data …………………………………………………………………………………….. 62
Data collection……………………………………………………………………………………… 63
Frequency of Data Collection Events ……………………………………………………….. 63
Duration of Data Collection Events …………………………………………………………. 63
How Data Was Recorded ……………………………………………………………………….. 64
Data Analysis Plan …………………………………………………………………………………….. 64
Connection of Data to a Specific Research Question …………………………………… 64
Type of and Procedure for Coding …………………………………………………………… 65
Software Used for Analysis0 ………………………………………………………………….. 66
Manner of Treatment of Discrepant Cases ………………………………………………… 67
Issues of Trustworthiness ……………………………………………………………………………. 67
Credibility …………………………………………………………………………………………… 67
Obtaining Saturation ……………………………………………………………………………… 68
Transferability ……………………………………………………………………………………… 68
iii
Dependability ………………………………………………………………………………………. 69
Confirmability ……………………………………………………………………………………… 69
Ethical Procedures ………………………………………………………………………………… 70
Summary ………………………………………………………………………………………………….. 71
Chapter 4: Results …………………………………………………………………………………………… 72
Introduction………………………………………………………………………………………………. 72
Research Setting ………………………………………………………………………………………… 72
Demographics …………………………………………………………………………………………… 73
Data Collection …………………………………………………………………………………………. 74
Data Analysis ……………………………………………………………………………………………. 76
Organizing…………………………………………………………………………………………… 77
Immersion of the Data …………………………………………………………………………… 77
Themes and Patterns ……………………………………………………………………………… 78
Data Analysis Summary ………………………………………………………………………… 79
Evidence of Trustworthiness ……………………………………………………………………….. 79
Credibility …………………………………………………………………………………………… 80
Transferability ……………………………………………………………………………………… 81
Dependability ………………………………………………………………………………………. 81
Confirmability ……………………………………………………………………………………… 82
Study Results ……………………………………………………………………………………………. 82
Research Question ……………………………………………………………………………………… 83
Major Themes …………………………………………………………………………………………… 83
iv
Emergent Theme 1: Clear Expectations About What Was Being Asked of
Their Role …………………………………………………………………………………. 83
Emergent Theme 2: Being Remote Did Not Impact Peer-to-Peer
Relationship ………………………………………………………………………………. 85
Emergent Theme 3: Times of the Day Experiencing Isolation ………………………. 87
Emergent Theme 5: Events That Cause Workplace Isolation ……………………….. 88
Emergent Theme 4: Events Taken Place to Experiencing Isolation ……………….. 90
Emergent Theme 6: Influenced Performance …………………………………………….. 91
Emergent Theme 7: Discussing Workplace Isolation with Manager ………………. 93
Emergent Theme 8: Training Materials …………………………………………………….. 94
Summary ………………………………………………………………………………………………….. 95
Chapter 5: Discussion, Conclusions, and Recommendations ………………………………….. 97
Introduction………………………………………………………………………………………………. 97
Interpretation of Findings ……………………………………………………………………………. 98
Research Question ………………………………………………………………………………… 98
Emergent Theme 1: Events Taken Place to Experiencing Isolation ……………….. 98
Emergent Theme 2: Being Remote did not Impact Peer-to-Peer
Relationships …………………………………………………………………………….. 99
Emergent Theme 3: Times of the Day Experiencing Isolation …………………….. 100
Emergent Theme 4: Clear Expectations About What was Being Asked of
Their Role ……………………………………………………………………………….. 102
Emergent Theme 5: Workplace Isolation Influencing Performance ……………… 103
v
Emergent Theme 6: Events That Cause Workplace Isolation ……………………… 104
Emergent Theme 7: Discussing with manager………………………………………….. 105
Emergent Theme 8: Training Materials …………………………………………………… 105
Limitations of the Study ……………………………………………………………………………. 106
Recommendations ……………………………………………………………………………………. 107
Recommendation 1: Increase Communication …………………………………………. 108
Recommendation 2: Connection to Remote Teams …………………………………… 108
Recommendation 3: Develop and Enforce Policy …………………………………….. 109
Recommendation 4: Promote Awareness ………………………………………………… 109
Recommendation 5: Improve Training Materials and Delivery …………………… 110
Implications ……………………………………………………………………………………………. 111
Implications for Social Change ……………………………………………………………… 111
Implications for Theory ……………………………………………………………………….. 112
Implication for Practice ……………………………………………………………………….. 112
Conclusions …………………………………………………………………………………………….. 113
References …………………………………………………………………………………………………… 114
Appendix …………………………………………………………………………………………………….. 125
vi
List of Tables
Table 1. Summary of Literature Review Databases and Key Terms …………………………. 21
Table 2. Participants Gender …………………………………………………………………………….. 72
Table 3. Interview Question 1 Data …………………………………………………………………… 83
Table 4. Interview Question 2 Data …………………………………………………………………… 85
Table 5. Interview Question 4 Data …………………………………………………………………… 86
Table 6. Interview Question 5 Data …………………………………………………………………… 87
Table 7. Interview Question 6 Data …………………………………………………………………… 89
Table 8. Interview Question 7 Data …………………………………………………………………… 90
Table 9. Interview Question 9 Data …………………………………………………………………… 91
Table 10. Review of Training Materials Provided to all Four Divisions …………………… 92
vii
List of Figures
Figure 1. Concept map of multiple concepts included in this literature review…………18
Figure 2. Construct of individual differences……………………………………………26
Figure 3. The big five personality traits…………………………….……………………43
viii
1
Chapter 1: Introduction to the Study
Introduction
Remote working is a strategy whereby an organization’s employees work off-site.
When working remotely, the employees can experience workplace isolation that could
disengage them from their work and ultimately disrupt their performance and well-being
(Collins, Hislop, & Cartwright, 2016; Marshall et al., 2007). Environmental
surroundings, such as office space and other aesthetics in an office, can influence the
performance of a remote worker, and physical and mental aspects of working remotely
may help or hinder a remote employee’s performance (Choi, 2017).
In this qualitative, exploratory, case study, I focused on remote employee
workplace isolation. The purpose of this study was to gain a common understanding
about how workplace isolation may influence a remote employee’s performance in a
customer service organization in the United States. The insights gained through this study
may influence strategies and policies that could provide managers and leaders with
information on how a remote employee who has experienced workplace isolation is
impacted both mentally and physically. With certain changes made by managers and
leaders, the social aspect of a remote worker’s experience could change, which may
benefit their career as well as their health while in this remote position.
Background of the Study
Employees can experience workplace isolation when working remotely (Marshall
et al., 2007). Current academic literature about remote working has been published about
how manager and employee personality differences, working conditions, the influence of
2
well-being when working remotely, and autonomy can impact performance (Orhan,
Rijsman, & Van Dijk, 2016). Previous research has provided findings about the
implications of workplace isolation on remote workers’ performance (Dolan, 2011).
In this study, the performance of a remote worker was considered the
measurement of three dimensions: (a) individual tasks behaviors, (b) team member
behaviors, and (c) the behavior of the remote employee as perceived individuals in the
organization. Ajzen and Fishbein (1977) explained that the theory of planned behavior
aspects known as attitudes, subjective norms, and perceived behavior control are
contributors to the intention of behavior change. Applying this theory to the topic at hand,
this means that if a remote worker fails to have a progressive mindset and has an
environment that does not allow them to thrive and perceive that they can excel, the
remote employee will have a decline in their performance. In their study on remote
working performance among salespeople and supervisors, Mulki and Jaramillo (2011)
found that as remote workers became more isolated from their peers and manager, their
performance and satisfaction about their job decreased.
Another aspect of how workplace isolation can influence a remote worker’s
performance is through the well-being of the employee. When exploring factors of wellbeing as a remote worker, the notion of emotional experiences may be considered.
Furthermore, scholars have investigated the emotional dimension of positive behaviors
and found that remote workers report a more positive affective well-being than a negative
affective well-being on the days of working remotely (Anderson et al., 2014). Health
indicators, such as obesity, depression, stress, tobacco use, alcohol abuse, poor nutrition,
3
and physical inactivity, may be experienced by workers when working remotely (Henke
et al., 2015). These indicators have been observed through a longitudinal study of remote
workers determined that working remotely can yield health risks, and one indicator was
the intensity of working remotely (Henke et al., 2015). In sum, the more an employee
works remotely, the higher the risk of the discussed symptoms (Henke et al., 2015).
Henke et al. (2015) found that employees who worked greater than 8 hours per month
were significantly less likely than those who worked in an office to experience
depression. In contrast, Solis (2017) reported that employees who did not work remotely
were at greater risk for obesity, alcohol abuse, tobacco abuse, and physical inactivity.
The results of these types of studies provide context to managers and leaders as to
what the impact can be on remote workers when working remotely. In this study, I
explored literature related to remote employees who have experienced workplace
isolation or are currently experiencing workplace isolation and how this may impact their
performance. With findings from this type of qualitative research, managers and leaders
may begin to gain new insights into remote working and start implementing changes to
improve their employees’ working conditions and well-being.
Problem Statement
The general problem was that corporate managers who lead teams with remote
employees may not have the management acumen, organizational awareness, or
leadership expertise to construct and implement strategies, policies, and procedures to
help reduce workplace isolation (see Day & Burbach, 2015). Workplace isolation is a
situation when a remote worker experiences the belief of being ignored, which could
4
influence their performance and overall well-being, increase loneliness, and may lead to
social and emotional deficiencies (see Marshall et al., 2007). Basile and Beauregard
(2016) studied ways to create successful remote working boundaries between work and
home and found an implication between setting boundaries between the remote worker’s
autonomy and control over experiencing isolation. Boundaries such as strategies to stay
connected to peers and their manager. Studies like Basile and Beauregard’s continue to
provide literature for managers, leaders, and practitioners that may only produce insights
into workplace isolation and not the affect it has on a remote worker’s job performance.
The specific problem of workplace isolation was that when this situation occurs,
remote workers may experience a decrease in their performance on the job. In the United
States, 43% of employees work remotely (Gallup, 2017). Literature about remote
working has associated isolation with the volume of work the employee has as their level
of responsibility will influence the risk of employee isolating themselves to get their
work completed. Duxbury and Halinski (2014) hypothesized that the relationship
between hours per week required to meet their job demands and stress would be
moderated by the number of hours the remote worker would spend in an isolated state.
The survey data these researchers collected from 1,806 male and female professionals
provided evidence that autonomy to get their work done was more critical to the
employee than being able to work from home in an isolated location.
Purpose of the Study
The purpose of this qualitative, exploratory, multiple case study was to gain a
common understanding about how workplace isolation may influence a remote
5
employee’s performance in a customer service organization in the United States. In
semistructured interviews, I asked open-ended questions of a sample of 21 remote
workers, that worked in four different divisions in the company, who were in customer
service roles to gain an in-depth understanding of the influence workplace isolation had
on their performance. The four divisions within the organization each provided more than
four employees from the sectors of business development, software engineer, talent
development, and product management. To achieve a multiple case study perspective,
each of the four groups of remote workers was considered as its own case study. Then I
combined the aggregate data for reporting the common understandings and themes
generated from all of the interviews.
Qualitative data from the interviews provided me with the situations and lived
experiences of the participants to be synthesized and discussed as results to adequately
describe their thoughts and beliefs of being isolated and how workplace isolation can
diminish job performance. I also sought other sources of data from the organization’s
recorded artifacts (see Marshall & Rossman, 2016). These recorded artifacts were
policies, procedures, and other documentation that represented two specific items related
to a remote workers performance: (a) any documentation that pertained to how the
performance of a remote worker was evaluated and (b) any workplace policies or
strategies for managing a remote worker.
6
Research Question
What are the common understandings about how workplace isolation may
influence a remote employee’s performance in a customer service organization in the
United States?
Conceptual Framework
The conceptual framework for this case study was grounded in the social
exchange theory (Emerson, 1976). Social exchange theory is dependent on a two-sided,
mutually dependent, and mutually gratifying exchange involving communication of some
sort or simply a conversation (Emerson, 1976). According to Emerson’s (1976) theory, a
social exchange would need to occur between remote workers and their employing
organization to preserve a remote employee from experiencing workplace isolation. This
conceptual framework allowed me to link the qualities of social exchange between a
remote worker and in-office worker that is absent in workplace isolation. Emerson’s
social exchange theory also supports the missing human needs of an individual who is
experiencing workplace isolation. Researchers have applied adaptations of Emerson’s
social exchange theory in studies related to workplace isolation that helped managers
learn successful management strategies to work with remote workers (Greer & Payne,
2014; Shankar et al., 2017). Greer and Payne (2014) explained that the more technology
is used, the more supervisors are accessible, and the more employees communicate, the
more the risk of overcoming remote working challenges will be avoided. Emerson’s
theory provided the context for grounding this study with the idea of the missing
elements of human interaction, known as the social aspect of remote working.
7
Nature of the Study
For this study, I employed a qualitative research method. According to Yin
(2018), qualitative studies focus on an individual as the sample of interest. In this study,
the sample included multiple interviews of individuals in groups in which each individual
served a different function in the same organization and had experienced workplace
isolation as a remote employee. The qualitative research method was appropriate for
studying workplace isolation occurring among remote employees based on the need for
their thoughts, beliefs, and meanings for improving remote working and overall
consistency in remote working performance to address the research question.
A quantitative research method would have been able to provide a conclusion that
the problem of workplace isolation exists and determine what variables are objective
when studying this situation (see Patton, 2016). I did not choose this method because
quantitative research does not allow flexibility within the interview process. In a mixedmethod study, the focus is on the lived phenomenon as a quantitative measurement and
understanding the perspective of the phenomenon as a qualitative measurement (Patton,
2016). I did not choose a mixed method design because of the discrepancies between
each data type.
Keeping the focus on how remote workers are missing the elements of social
exchange theory may provide context to epistemological expectations of human needs as
a remote worker (see Emerson, 1976). According to Englander (2018), case studies
cannot be used to develop or refine a theory; instead, a multiple-case study experiment
can give rise to research that provides new insights and potentially applies to new cases
8
studies in the future. A case study design was appropriate for this study because it
allowed me to focus on workplace isolation within the framework of social exchange
theory. The results of this qualitative analysis will build on the literature related to
workplace isolation and advance the thinking in the practice of management.
Grounded theory research provides context from data by the participants involved
in the study (Johnson, 2014). A grounded theory was not the appropriate design for this
study because I was not attempting to ground the method with the results of this study.
Phenomenological researchers seek to provide the experiences of an event or concept
through the study of multiple participants (Englander, 2018). A phenomenological design
was not appropriate for this study because I wanted to arrive at a common understanding
amongst participants and artifacts in the study to be able to contest the results.
Definitions
Flexible working: An option provided by the organization to allow the employee
to determine their schedule and place of getting work completed (Bentley et al., 2016).
In-office worker: An employee with a dedicated workstation at a company
location where he or she completes the demands of their job (Groen, Triest, Coers, &
Wtenweerde, 2018).
Performance: A process that contributes to individuals and teams to achieve tasks
associated with the job description (Solis, 2017).
Remote worker: An employee who works at home or somewhere other than a
permanent desk in an office provided by the company (Allen, Golden, & Shockley,
2015).
9
Remote working: Work that is completed outside the employee’s organizational
office and using various technologies to communicate with colleagues and customers.
Remote working is also known as telework, telecommuting, anywhere work, and virtual
work (Collins et al., 2016).
Remote office: A location where an employee completes their job responsibilities
(Allen et al., 2015).
Social exchange theory: A two-sided, mutually dependent, and mutually
gratifying social exchange between two individuals (Emerson, 1976).
Well-being: The universal factors that contribute to the thriving status of an
individual. Included are aspects of career, social, financial, physical, and community
well-being (Rath & Harter, 2014).
Workplace isolation: The physical, mental, and emotion absence of an employee
in an organization (Marshall et al., 2007; Orhan et al., 2016).
Assumptions
To ensure an argument of relevance and value, I made four assumptions. The first
assumption was that every employee who works remotely being interviewed had
experienced workplace isolation. This assumption of workplace isolation was critical to
the study because the remote employees that were interviewed answered questions that
helped describe their belief of workplace isolation and the influence it may have on their
performance.
The second assumption was that the sample group of remote employees will have,
had in the past, or were currently working remotely, providing validity to the qualitative
10
data when summarizing the responses in the analysis discussion. The third assumption
was that the participants being interviewed had a level of cognition and memory recall
about their beliefs about workplace isolation and would be able to answer questions
related to their performance. The fourth assumption was that the participants of this study
answered the questions with honesty and clarity.
Concerns of legitimacy, human bias and error, and accurate documentation of the
data and beliefs led me to put particular strategies into place to limit any issues caused by
these assumptions. To address any ethical concerns from the participants, in the
interviews I told them of the responsibility I had to ensure their anonymity. To further
respect ethics, scholarly documentation to maintain the confidentiality of information
from the sample organization was obtained and completed. I assumed the reasonability to
provide objectivity and truthfulness as a fundamental in this qualitative study. In this
study, I assumed the participants’ perceptions and beliefs given in the interviews were
accurate and truthful. To limit my bias and perception variance, I ensured the participants
met the needs of this study through the objectives described when soliciting participants
from the sampling organization.
Limitations of the Study
Limitations are considered to be the procedural weaknesses of the study
(Englander, 2018). One limitation of this study was the sample size for an exploratory
case study. Case studies will typically focus on an individual person as the case (Yin,
2018). Due to the nature of workplace isolation, I used multiple individuals as the case to
ensure saturation was achieved in the analysis. Authentic and thoughtful descriptions in
11
the participants’ answers to the interview questions helped me achieve the point of
saturation. The process of theme analysis across all the participant answers about
experiencing workplace isolation helped the transferability of possible new knowledge.
The dependability of the results of this study were limited to the participants’
willingness, authenticity, and ability to recall the belief of workplace isolation.
Respondents may not have been able to recall, been willing to share, or had details that
would relate to the research question. To limit the possibility of respondents not being
willing to share explicit details, I provided them with the reassurance of anonymity and
used objective interview questions.
The data collected from this study could provide managers, leaders, and
practitioners with an understanding of how workplace isolation may impede a remote
worker’s performance in customer service positions. Furthermore, the findings should
give future scholars insights from which to explore workplace isolation in other types of
quantitative and qualitative research with the goal of developing assertions, constructs,
and theories that positively impact remote workers globally.
Scope and Delimitations
When leaders and managers fail to implement policies and strategies to help
mitigate remote worker workplace isolation, they risk decreased employee productivity.
Workplace isolation was the scope of this study due to the potential impact it has on
remote workers as a condition the impedes an employee’s performance (see Anderson et
al., 2014). The results of this study may provide analytical generalizable data that could
12
cross into different industries because workplace isolation is not limited to remote
working.
In this study, the distinguishing factors that differentiated remote workers and inoffice workers were those who work remotely and those with designated corporate
location. For this reason, the population for this study was remote workers who
predominantly worked remotely and had experienced workplace isolation. Meaning,
these remote employees’ responsibilities of the position were completed in a setting away
from their organization’s facilities, and they had a belief of being isolated that impacted
their job performance. The remote employee participants in this study were employees,
managers, or leaders because workplace isolation may impact any position within a
hierarchy. Employees who work in-office or have a flexible working schedule were
excluded from this study to help provide validity to the results. The purpose of this study
was to gain a common understanding about how workplace isolation may influence a
remote employee’s performance in a customer service organization in the United States.
According to Yin (2018), a researcher using a qualitative exploratory study should
investigate up to 25 respondents to reach the point of saturation. I designed the
semistructured interview questions to evoke participants’ free expression and beliefs
about workplace isolation as a remote worker. These types of qualitative exploratory
questions helped facilitate authentic responses from the participants and may have
increased the likelihood of transferability when analyzing their responses. These
questions also assisted in the process of reducing my bias to inappropriately shaping the
interpretation of participants’ responses.
13
The delimitations of this study included the boundaries within the organization as
a remote worker and the belief a remote worker has about workplace isolation. Patton
(2016) suggested that the boundaries address how the study was narrowed in scope and
discuss why certain aspects of the study were the not the focus. By narrowing the scope
and focus of the study, it allowed for further analysis that contributed to addressing the
central research question.
Significance of the Study
The results of this study provide knowledge and information about workplace
isolation for managers who manage remote employees, leaders, and practitioners who
seek further knowledge. The purpose of this study was to explore the aspects of
workplace isolation with a qualitative approach to gather the thoughts and beliefs of
remote workers about their experiences with workplace isolation and the impact it has on
their job performance. The results of this study may advance the discussion of workplace
isolation in the field while contributing to the academic literature about remote
management and managers who lead teams of remote workers.
Significance to Practice
The results of this exploratory case study may have immediate application to
leaders and managers of their remote workforce. With 43% of the U.S. working
population working remotely, leaders and managers may be able to use the results of this
study when creating remote working policies and strategies (see Gallup, 2017). Remote
working is a significant benefit to those employees who need the ability to flex their time
to achieve a work and life balance while still contributing to the success of an
14
organization (Allen et al., 2015). With an understanding of how workplace isolation may
impact a remote worker’s job performance and the constraints it creates for remote
workers, managers and leaders can begin to mitigate this issue.
Significance to Theory
With working remotely on the rise, of the results of this study of workplace
isolation may contribute to other scholars’ work and academic literature through an
understanding of how it may impact a remote worker’s performance, which could, in
turn, influence organizational policies and procedures. From this exploration of the
impact of workplace isolation and whether it impedes a remote worker’s job
performance, others could learn how to organize a remote worker’s space and place of
work in a way that would limit or reduce their belief of workplace isolation. Workplace
isolation as a theory and metric does not delve into the thoughts and beliefs of those who
are isolated (Luhmann, Schonbrodt, Hawkley, & Cacioppo, 2014).
Significance to Social Change
The boundaries of this case study were dependent on the time and place when a
remote worker is isolated. At the time of this study, 33% of the U.S. working population
is psychologically engaged in their work (Gallup, 2017). Among workers worldwide, this
number drops to 15% (Gallup, 2018). With the results of this study, practitioners and
scholars could provide management with information that could increase employee
engagement levels (see Bartel, Wrzesniewski, & Wiesenfeld, 2012). As proven in
academic literature, employee engagement has a direct correlation to job performance
(Bartel et al., 2012). The positive social change implications of this study would be more
15
engaged employees, who perform at or above standards for their job and possesses a
positive well-being.
Summary and Transition
In Chapter 1, I aligned the problem statement and purpose statement with the
research question and conceptual framework of this study. The unit of analysis, as
indicated in the problem statement, was customer service remote employees in the United
States. The purpose of this qualitative, exploratory, multiple case study was to gain a
common understanding about how workplace isolation may influence a remote
employee’s performance in a customer service organization in the United States.
Exploration of workplace isolation may provide insights into remote worker
performance, the construct of isolation, and the impact of how understanding more about
workplace isolation could influence a positive social change in society. Workplace
isolation may apply to all positions, leaders, and managers in organizations and industries
where employees work remotely. One step in the development of potential policies and
strategies I took was to explore the beliefs of remote workers who had experienced
workplace isolation. While scholars have studied the role of a remote worker, leadership
styles that fit remote workers, and even made correlations as to what personalities would
fit best in a remote worker, a gap in research existed about remote workers beliefs of
workplace isolation and how it may impact their performance.
Chapter 2 consists of a review of literature particular to this study, specifically on
how the conceptual framework provides context for analyzing the data from the
interviews with remote workers. In this chapter, I review and analyze the extant literature
16
about how workplace isolation may impact a remote worker’s performance in a customer
service role. I also identify the related gap in the literature that supports the need for this
study and discuss current literature on remote working.
17
Chapter 2: Literature Review
Introduction
The specific problem that I addressed in this literature review was workplace
isolation. Managers and organizations may not have the acumen, organizational
awareness, or leadership expertise to construct and implement strategies, policies, and
procedures that reduce the frequency of workplace isolation or that help remote workers
who feel isolated (Day & Burbach, 2015). According to Dolan (2011), if a manager or
leader does not intervene with the employee during a time of perceived isolation, the
employee’s motivation on the job may decrease and result in a lack of performance. The
purpose of this qualitative, exploratory, multiple case study was to gain a common
understanding about how workplace isolation may influence a remote employee’s
performance in a customer service organization in the United States and discover the
thematic results from interviews with remote workers and artifacts related to the
organization’s remote working strategy. With the results of this study, I aim to provide
the groundwork for additional theory development about workplace isolation.
Chapter 2 consists of a review of the literature search strategy; a description of the
conceptual framework of this study; and a thorough review of the existing literature, both
qualitative and quantitative research, about the phenomenon of workplace isolation as a
remote employee. The strategy used for my literature search was to obtain peer-reviewed
articles, relevant books on the subject of remote working, and other scholarly articles that
provided evidence specific to workplace isolation and remote working. In the section
dedicated to the conceptual framework, I provide the rationale for this framework and
18
explain how this framework guided my logic when analyzing the data in this study. In
this chapter, I also provide a review of the existing research, articles, and related
scholarly work critical to providing context, insights, and knowledge related to remote
working and workplace isolation.
Literature Search Strategy
To better understand workplace isolation and its influence on an employee’s
performance, I reviewed the extant literature in the field. I also reviewed current books,
produced at higher education facilities, that were relevant to remote working. Reviewing
this literature created the foundation of knowledge about remote working, workplace
isolation, and job performance necessary to conduct this study. Therefore, the results
from this exploratory, multiple case study may contribute to the existing literature about
remote working and workplace isolation and bridge the gap as to how workplace
isolation may influence a remote worker’s performance.
The reviewed literature in this chapter relates to the research problem and
phenomenon known as workplace isolation. The conceptual map in Figure 1 aids in
understanding the logic of my search criteria. These concepts include workplace
isolation, performance, well-being, and remote working. The keyword search terms
included telework, isolation, loneliness, remote work, virtual work, and experience of
remote working. The terms I searched when reviewing the conceptual framework were
qualitative studies isolation, social exchange theory, telework isolation, physical
isolation, mental isolation, and social isolation. For this study, I reviewed peer-reviewed
articles, meta-analyses, and case studies that used a qualitative or quantitative method to
19
explore the experience of remote working or workplace isolation. Each article that was
used underwent a review with specific criteria to meet applicability to the study.
Figure 1. Concept map of multiple concepts included in this literature review.
I accessed the databases used in this literature review through the Walden
University Library. EBSCO Host provided me with the ability to search in multiple
databases, such as ABI/INFROM Collection for international articles, Business Source
Complete, Emerald Insight, SAGE Journals, and ScienceDirect. A check against Ulrich’s
database in Walden University Library provided evidence of whether the journal was
peer reviewed or not. Through this strategy, I eliminated articles that had not been peer
reviewed, even if they had been identified as such through EBSCO Host. The scholarly
books that were used in this study contributed to the development of background
20
information used as justification for this research as well as that of the conceptual
framework, research method, design, and methodology.
21
Table 1
Summary of Literature Review Databases and Key Terms
Content
Remote worker
Category of literature
Peer-reviewed
journals
Well-being
Peer-reviewed
journals
Performance
Dissertation
design, method,
and methodology
Peer-reviewed
journals
Peer-reviewed
journals and books
Database
• ABI/INFROM
Collection
• Business Source
Complete
• Emerald Insight
• SAGE Journals
• ScienceDirect
• Wiley
• ABI/INFROM
Collection
• Business Source
Complete
• Emerald Insight
• SAGE Journals
• ScienceDirect
• Wiley
• ABI/INFROM
Collection
• Business Source
Complete
• Emerald Insight
• SAGE Journals
• ScienceDirect
• Wiley
• ABI/INFROM
Collection
• Business Source
Complete
• Emerald Insight
• SAGE Journals
• ScienceDirect
• Wiley
• Amazon
• Harvard
Business
Publishing
Key terms
• Remote worker
• Telework
• Distant worker
• Telecommuter
• Remote employee
•
•
•
•
•
•
•
•
•
•
•
•
•
Well-being
Remote worker
well-being
Social impact
Emotional impact
Qualitative research
Performance
Human performance
Remote worker
performance
Remote working
performance
management
Case study
Phenomenological
Experience
Workplace isolation
22
Conceptual Framework
The conceptual framework for this case study was grounded in social exchange
theory (Emerson, 1976). For the conceptual framework of this study, I relied on the
definition of the framework and an understanding of how the framework applies to
workplace isolation. Frameworks may have different meanings that are determined by the
researcher. Some researchers see the conceptual framework as the key theoretical belief
that is comprised of an exhaustive literature review, and others believe that this
framework is equal to a theoretical framework (Bolman & Deal, 2017). Other scholars
argue that the purpose of a conceptual framework is to provide alignment to the study and
ensure that a structure is in place that others can relate to as the study is discussed
(Bentley et al., 2016).
In this study, the primary concept was workplace isolation, which explores the
belief of being absent when working remotely (Marshall et al., 2007). By first discussing
the concept of workplace isolation, I can provide justification for why the conceptual
framework of social exchange theory was used. This conceptual framework links the
qualities of the social exchange theory that related specifically to this study, which are
absent in workplace isolation and needed to benefit remote employees. Social exchange
theory focuses on a two-sided, mutually dependent, and mutually gratifying exchange
involving a communication of some sort, including something as seemingly simple as a
conversation (Emerson, 1976). The social exchange theory provided context and insights
for this study concerning the missing needs of an individual who is experiencing
workplace isolation.
23
Literature Review
The concepts of remote working, job performance, and workplace isolation were
the core constructs of this study. When exploring these three core constructs, I
determined that researchers and those in the role of managing people are seeking
knowledge as to what the right balance of working remotely would be for remote workers
to be successful and engaged, even without being physically present in the organizational
culture or with their manager and other employees. The right balance is an argument of
fit between the employee’s performance and how successful the organization is
performing based on quantitative metrics (Peters, Ligthart, Bardoel, & Poutsma, 2016).
The remote worker contributes to the success of the organization while not in a physical
office location, and the results can be quantified. With an understanding and
implementation of the right balance, remote workers contribute more extended hours than
in-office workers and are more engaged than those who work in an office setting (Gallup,
2017). Organizational leaders and managers continue to struggle with determining what
the right balance is and how organizations can craft policies and strategies to ensure their
remote workforce is set up for success.
When determining the right balance of remote working is left up to the remote
worker, the employee begins to view their new office surroundings as an in-office setting
in which they create physical, behavioral, and communicative strategies to establish
boundaries as found in a typical office building (Basile & Beauregard, 2016). While the
aesthetics of an office surrounding may influence the thoughts and feelings of a remote
worker (Basile & Beauregard, 2016), the right balance takes more the aesthetics of what
24
is physically around a remote worker, and with the right balance comes the benefits to
both the employee and employer. What continues to be a research topic in remote
working is how to evaluate and quantify the right balance for each employee and how it
aligns with the job demands of the role.
Historical Overview
In 1973, Jack Nilles, an engineer and physicist developed a strategy of being able
to work away from the office as he was designing space vehicles and communication
systems for National Aeronautics and Space Administration and the U.S. Air Force
(Belanger, 1999). Ever since, this idea of working away from the office has evolved into
what is referred to as remote working. The common phrase of working from home has
connotations, both positive and negative, and it may not always be accurate regarding the
location of where people are working. Remote work, however, includes the assumption
that the work is being completed in a different location than a centralized workspace for
all employees; however, the stigma of a home office does not predict items such
performance and engagement (CITE).
Researchers have tended to focus their studies on remote workers about how the
remote workers interact with their team members and how they accomplish work.
Evidence in one study pointed at the need for more face-to-face interactions to enhance
the remote worker’s performance as the employees work more remotely (Golden, Veiga,
& Dino, 2008). Golden et al. (2008) explored pieces of evidence that link to why the
exchange of human interaction is required in a remote worker’s day-to-day employment.
25
What researchers have found that there are moments in a remote worker’s career
that that could be captured as their engagement in the work they do. This notion of
engagement was examined further by Gerards, Grip, and Baudewijns (2018) who studied
the effects of and strategies for sustaining employee engagement while working remotely.
They found how organization’s that use remote working can maximize the impact of
performance along with their remote workers’ performance. The authors also discussed
that social interaction was a requirement of remote workers’ daily routine to foster an
environment of engagement, which may correlate with performance.
Another aspect of remote working that scholars have examined has been the
notion of advancement in the role or career as a remote worker. Prior research has
contributed to this notion but more specifically to salary and not growth in the remote
worker’s career (Golden, Eddleston, & Powell, 2017). In Golden et al.’s (2017) study of
461 employees over 6 years, it was determined the mix of remote workers and in-office
workers had an inconsistency in pay, but not growth in the role. The only benefit was the
ability to work remotely. According to Golden et al., discussed the findings which were
the benefit or ability to work remotely, others such as He and Hu (2015) explored how
working remotely has an impact on income and out-of-home activities. The authors
analysis of their results, from approximately 7,500 workers from the 2007 Chicago
Regional Household Travel Inventory, indicates that the behavioral difference between
remote workers and non-remote workers was their time and money saved while working
from home and not commuting to the office.
26
While the role of a remote worker has been explored by scholars, the well-being
of a remote employee is just as critical for review in understanding all literature related to
remote working. Other aspects of remote workers in this literature review are topics such
as well-being, benefits and draw backs, and the on the job performance as a remote
worker. Each one of these topics are critical to understanding all components of literature
in this review and how these topics relate to this qualitative research study.
Remote Worker Isolation
The search for a conceptual framework in this study began with the concept of
workplace isolation as a concept which can be explored, identified, and influence leaders
and managers to be able to create policies and strategies within their organization to help
mitigate the effects with their remote employees. An exhaustive review of workplace
isolation yielded the results that workplace isolation is comprised of two different sectors
which are comprised of the absence of emotional and physical presence (Holt-Lunstad,
Smith, Baker, Harris, & Stephenson, 2015). Scholars have researched that workplace
isolation first should be viewed as an affect of loneliness (Gozukara, Mercanlı, Çapuk, &
Yıldırım, 2017). In 1978 at the University of California, Los Angeles (UCLA), the
UCLA Loneliness Scale was developed to measure if a person was experiencing
loneliness. The creation of the UCLA Loneliness Scale provided an instrument to help
measure and quantify the phenomenon of loneliness.
Adaptations of the UCLA Loneliness Scale progressed as scholars sought after
more knowledge and further gaps in literature widened with varied opinions in qualitative
and quantitative research (Shankar, Mcmunn, Demakakos, Hamer, & Steptoe, 2017).
27
Such scholars were seeking knowledge as to the affect’s loneliness has on an individual.
In 2007, scholars then advanced the knowledge about loneliness and directed their
attention to the role of remote workers by creating a way to measure and evaluate when
an employee is fulling isolated both from their company and colleagues (Marshall et al.,
2007). At this time in 2007, workplace isolation was considered a construct and metric
being introduced into academics to further the investigation of how workplace isolation
impacts all facets of employees. Workplace isolation provided the primary concept for
this study and further offered an opportunity to explore the belief with remote employees
who have experienced the phenomenon of workplace isolation.
Social Exchange Theory
The physical absence of the employee limits the ability to connect with other
employees and presents the challenge of staying connected, and the feeling of their job
provides importance to the organization (Onken-Menke, Nuesch, & Kroll, 2017). Leaders
and managers need to consider the physical distance of their employees may impede their
remote worker’s performance and engagement.
The exchange between two employees must be mutually contingent and
rewarding and a process whereby an exchange or a transaction takes place. In this study,
the exchange would be considered to occur between remote workers and their colleagues
or organization (Emerson, 1976). Social exchange theory (Emerson, 1976) provides the
linkage between workplace isolation and the belief of an isolated remote worker. The
main factor to social exchange theory is the principle of reciprocity. Meaning, that one
party may benefit from another, and then the receiving party returns the favor. Social
28
exchange theory (Emerson, 1976) may provide a theory for managers, leaders, and
organizations to utilize in building policies and strategies that would provide a social
change for remote workers and better their working experience. This experience would,
in turn, provide an opportunity for better performance and engagement.
Remote Worker Well-Being
The well-being of an employee underpins the importance of their career, social
life, financial, physical, and how their sense of engagement is within their community
(Rath & Harter, 2014). These five elements of well-being have been studied in various
ways throughout the current academic research about remote workers. Anderson, Kaplan,
and Vega (2014) explored the impact to a remote workers well-being when studying the
emotional experience of a remote employee. The sample in the study was 102 employees
from a U.S. government agency which provided enough data to saturate their hypothesis
of understanding the emotional experience of a remote worker. In the pursuit of exploring
the emotional experience of a remote worker was a construct of individual differences
was determined.
29

Figure 2. Construct of individual differences. Adapted from “The Impact of Telework on
Emotional Experience: When, and For Whom, Does Telework Improve Daily Affective
Well-Being?” by A. J. Anderson, S. A. Kaplan, & R. P. Vega, 2014, European Journal of
Work and Organizational Psychology, 24(6), 882-897.
These four differences are explained in the study as cross-level moderators when
examining the well-being of a remote employee. The four outer aspects in Figure 2 are
the social connectedness outside of work. The social aspect can be contributed to the
conceptual framework of this study as the missing attribute to being less or non-isolated
when working remotely. In another study of 804 remote workers in New Zealand,
scholars examined the organization’s responsibility to support their remote workers as a
way to influence their well-being (Bentley et al., 2016). In this study (Bentley et al.,
2016) a survey was conducted to explore perceptions of psychological strain, job
30
satisfaction, and social isolation, and what was determined is all these factors are a
contributor to a remote worker’s well-being. What is consistent amongst these studies is
the factor of how social presence is a requirement to influence the remote worker’s wellbeing. The social aspect is pertinent to this study as the central construct of workplace
isolation includes the facets of when a remote worker does not have a social presence.
Apart from a remote worker’s well-being is what is considered to be a benefit to
both the employee and employer. Remote working literature often defends either the
ability to work remotely or the deficiencies as to why organizational leaders should not
allow remote working (Belanger, 1999). In the following paragraphs, a thorough review
of literature related to employee and employer benefits and drawbacks is explored.
Employer Benefits and Drawbacks
Organizations have made dramatic changes to the balance of remote workers by
implanting and change policies and procedures to their flexible working environment.
First, an in-depth examination of those organizations that have decided to recall their
remote workforce companies such as a Yahoo, Reddit, Bank of America, Aetna, and
most recently in 2017 IBM. These organizations contribute their reasoning to recall their
remote workers with contrast to collaboration or another aspect of performance related to
the employee being located in a physical office. What is discussed further is the evidence
by scholars that examined these reasonings.
Yahoo CEO Marissa Mayer discussed her reasoning and explained in an
interview her point of view that “People are more productive when they’re alone…but
they’re more collaborative and innovative when they’re together. Some of the best ideas
31
come from pulling two different ideas together” (Tkaczyk, 2013, p. 1). While Meyer has
a compelling argument based on the psychical absence, scholars such as Karia and Asaari
(2016) developed a framework that argues innovation can still exist with remote workers,
and what separates the organizations who are successful and those who are not links to
the firm’s technology resources. This argument of how technology could aid
collaboration was examined further in research that explored both positive and negative
in regards to remote workers. What was determined is platforms such as Twitter, Skype,
Facebook, and LinkedIn are all becoming factors that limit the feeling of isolation and are
allowing for collaboration to take place (Holland & Bardoel, 2016). …
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