Research has shown worker loneliness to be associated with a lower level of job performance and other undesirable outcomes. Recently, researchers have called for studies of the possible causes of feelings of isolation (i.e., workplace loneliness). Our study addresses these calls for research. Building upon the theoretical framework of Wright and Silard (2021), we examined seven theory-based predictors of feelings of isolation (six of which had not been examined in previous research). Using data from a sample of 244 telecommuters and their supervisors, we found support for five of the seven relationships we hypothesized. Specifically, we found feelings of isolation to be negatively related to whether individuals had a choice whether to telecommute and the length of the supervisor-telecommuter relationship. We found reports of feeling isolated to be positively associated with a telecommuter's need for affiliation, the extent of telecommuting, and the distance a telecommuter lived from the central workplace. As hypothesized, we also found telecommuter feelings of isolation were negatively related to telecommuter performance and job satisfaction. The results of our study suggest several factors employers should consider in making decisions about telecommuting arrangements.

研究表明，工人的孤独感与较低的工作绩效和其他不良后果有关。最近，研究人员呼吁对孤立感（即工作场所的孤独感）的可能原因进行研究。我们的研究满足了这些研究需求。在 Wright 和 Silard (2021) 的理论框架的基础上，我们检查了七个基于理论的孤立感预测因素（其中六个在之前的研究中没有被检查过）。使用来自 244 名远程办公人员及其主管的样本数据，我们发现我们假设的七种关系中有五种得到支持。具体而言，我们发现孤立感与个人是否可以选择是否远程办公以及主管-远程办公关系的长度呈负相关。我们发现，有关感到孤立的报告与远程办公人员的归属需求、远程办公的程度以及远程办公人员与中心工作场所的距离呈正相关。正如假设的那样，我们还发现远程办公人员的孤立感与远程办公人员的绩效和工作满意度呈负相关。我们的研究结果表明，雇主在做出有关远程办公安排的决定时应考虑几个因素。