{"title":"远程办公悖论","authors":"R. Westfall","doi":"10.1080/10580539708907070","DOIUrl":null,"url":null,"abstract":"Agency and institutional theory posit that economic and social benefits aside, the demand for telecommuting remains low because of how people currently work in organizations. Recommendations based on these theories for changing the way employees are evaluated, the way they are supported by technology, and organizational use of space will help foster telecommuting's institutional legitimacy and potential to deliver benefits on individual, organizational, and societal levels.","PeriodicalId":117295,"journal":{"name":"Inf. Syst. Manag.","volume":"299 1","pages":"0"},"PeriodicalIF":0.0000,"publicationDate":"1900-01-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"22","resultStr":"{\"title\":\"The Telecommuting Paradox\",\"authors\":\"R. Westfall\",\"doi\":\"10.1080/10580539708907070\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"Agency and institutional theory posit that economic and social benefits aside, the demand for telecommuting remains low because of how people currently work in organizations. Recommendations based on these theories for changing the way employees are evaluated, the way they are supported by technology, and organizational use of space will help foster telecommuting's institutional legitimacy and potential to deliver benefits on individual, organizational, and societal levels.\",\"PeriodicalId\":117295,\"journal\":{\"name\":\"Inf. Syst. Manag.\",\"volume\":\"299 1\",\"pages\":\"0\"},\"PeriodicalIF\":0.0000,\"publicationDate\":\"1900-01-01\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"22\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Inf. Syst. Manag.\",\"FirstCategoryId\":\"1085\",\"ListUrlMain\":\"https://doi.org/10.1080/10580539708907070\",\"RegionNum\":0,\"RegionCategory\":null,\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"\",\"JCRName\":\"\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Inf. Syst. Manag.","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.1080/10580539708907070","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"","JCRName":"","Score":null,"Total":0}
Agency and institutional theory posit that economic and social benefits aside, the demand for telecommuting remains low because of how people currently work in organizations. Recommendations based on these theories for changing the way employees are evaluated, the way they are supported by technology, and organizational use of space will help foster telecommuting's institutional legitimacy and potential to deliver benefits on individual, organizational, and societal levels.
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