Telework: outcomes and facilitators for employees
Telework: outcomes and facilitators for employees
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远程办公：员工的成果和促进因素
DOI：
10.1017/9781108649636.020
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发表时间：
2019
期刊：
影响因子：
--
通讯作者：
Esther Canónico
中科院分区：
文献类型：
--
作者：
T. Beauregard;Kelly A. Basile;Esther Canónico
本章回顾了远程办公的当前研究。我们首先研究有关远程办公和工作绩效、工作态度和职业隔离的文献，然后回顾远程办公对以压力和工作与生活平衡为特征的员工福祉的影响。然后，我们将注意力转向有助于成功远程办公体验的因素：工作特征、员工特征以及员工经理的特征。我们还确定了技术支持在影响远程办公的许多既定成果和贡献者方面的关键作用。最后，我们讨论了我们在远程办公对员工和组织的影响方面的知识差距。最后，我们确定了我们所知道的知识对理论和实践的影响。为了最大限度地发挥积极成果，我们为组织推荐以下方面的循证指南：1）选择员工并为远程办公做好准备；2）管理他们对这种灵活工作实践的使用。
This chapter reviews current research on telework. We first examine the literature on telework and job performance, job attitudes, and professional isolation, before reviewing the outcomes of telework on employee well-being as characterized by stress and work-life balance. We then turn our attention to factors that contribute to a successful telework experience: characteristics of the job, characteristics of the employee, and characteristics of the employee’s manager(s). We also identify the key role of technology support in influencing many of the established outcomes of and contributors to telework. Finally, we discuss the gaps in our knowledge of telework’s repercussions for employees and organizations. We conclude by identifying the implications of what we do know for theory and practice. To maximize positive outcomes, we recommend evidence-based guidelines for organizations with regard to 1) selecting and preparing employees for telework, and 2) managing their use of this flexible work practice.