远程工作的滋味:全球大流行期间和之后远程工作安排的影响

IF 3.1 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR
Joohi Kim, Daniel L. Fay
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引用次数: 0

摘要

COVID-19 大流行给全球工作动态带来了前所未有的变化,包括强制要求大多数美国联邦工作人员进行远程工作,以保护员工免受传染性病毒的健康和安全危害。尽管并非无处不在,但许多联邦雇员都有过这些安排的经验,因为在大流行病之前,他们就通过《2010 年远程工作强化法案》中的规定自愿选择了远程工作。本研究利用 2020 年联邦雇员观点调查(FEVS)(该调查侧重于远程工作的看法和经验),通过前景理论框架,探讨了非自愿远程工作任务在几个月后对雇员远程工作态度的影响。研究结果表明,包括以前的远程工作经验和经验学习在内的一些因素可能会影响员工对远程工作的偏好和自愿选择。这些动态因素表明,在大流行之前和期间获得远程工作经验的员工对远程工作具有禀赋效应。此外,当员工对组织或工作不满意但又想继续工作时,他们可能会选择远程工作作为替代性工作安排。这些研究结果表明,各机构应继续提供强有力的远程工作机会,以满足并留住员工。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
A Taste of Telework: Effects of Remote Work Arrangements During and After the Global Pandemic
The COVID-19 pandemic brought unprecedented changes in global work dynamics including mandating telework for most of the U.S. federal workforce to protect employees from health and safety hazards of the communicable virus. Although not ubiquitous, many federal employees had experience with these arrangements because they voluntarily chose telework prior to the pandemic through provisions in the Telework Enhancement Act of 2010. Using the 2020 Federal Employee Viewpoint Survey (FEVS), which focuses on telework perceptions and experiences, this study explores the effect of the involuntary telework mandate on employees’ attitudes toward telework after several months through a prospect theory framework. Findings demonstrate that several factors including previous telework experience and experiential learning may influence employees’ preference for and voluntary selection into telework moving forward. These dynamics suggest an endowment effect for telework among employees who gained telework experience before and during the pandemic. In addition, employees may choose telework as an alternative work arrangement when they are not satisfied with their organizations or jobs but want to maintain employment. These findings suggest that agencies should continue to offer robust telework opportunities to satisfy and retain employees.
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来源期刊
CiteScore
6.00
自引率
3.30%
发文量
19
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