A new research stream emerged in the 2000s dedicated to flexible work arrangements in public and private organizations, called “new ways of working” (NWW). This article aims to examine NWW from both a theoretical and empirical perspective, focusing on definitional issues as well as on HR outcomes of this new concept. Current definitions of NWW are manifold and based on rather vague theoretical foundations. As NWW outcomes may be both positive and/or negative, we mobilize the “mutual gains” vs. “conflicting outcomes” theoretical debate to discuss the results of our literature review. This review is based on 21 articles (out of 90 initially selected for eligibility) dealing with NWW as a concept or as a bundle of practices. Findings demonstrate that NWW definitions are diverse and somewhat imprecise, lacking theoretical foundations and leading to fragmented research designs and findings. Findings also highlight the current lack of empirical data, which therefore does not allow any real conclusions on NWW’s effects on employees’ and organizations’ well-being and performance.

中文翻译：

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新工作方式对组织和员工的影响：对文学的系统评价

2000年代出现了一种新的研究流，专门用于公共和私人组织中的灵活工作安排，称为“新的工作方式”（NWW）。本文旨在从理论和经验的角度研究NWW，重点关注这一新概念的定义性问题以及人力资源成果。当前对NWW的定义是多种多样的，并且基于相当模糊的理论基础。由于NWW的结果可能是正面的，也可能是负面的，因此我们动员了“互利”与“冲突的结果”的理论辩论来讨论我们文献综述的结果。这篇评论是基于21篇文章（最初从90篇入选的资格文章）中将NWW视为一个概念或一整套实践的。研究结果表明，NWW的定义是多种多样的，而且有些不精确，缺乏理论基础，导致研究设计和发现分散。调查结果还突出显示了当前缺乏经验数据，因此无法就NWW对员工和组织的福祉和绩效的影响得出任何真实的结论。