Abstract

Our study investigates the perceived individual and organizational outcomes of coworkers’ telework between teleworkers and non-teleworkers in the US federal government. We address two research questions: (1) how are perceived individual outcomes of coworkers’ telework different between teleworkers and non-teleworkers? and (2) how are perceived organizational outcomes of telework different between teleworkers and non-teleworkers? We incorporate the perspectives of non-teleworkers to better understand a wide range of individual and organizational outcomes of telework. In order to answer these questions, we analyze a unique telework survey administered by the US Merit Systems Protection Board. Our findings indicate that compared to teleworkers, non-teleworkers perceive less positive impact of telework on employees and organizations. Besides ensuring fairness in determining employees’ telework eligibility and participation, our findings suggest that managers and supervisors should also be mindful of unfairness and ineffectiveness non-teleworkers may perceive about coworkers’ telework after their organizations roll out telework.

摘要

我们的研究调查了美国联邦政府远程办公人员和非远程办公人员之间远程办公的个人和组织感知结果。我们解决两个研究问题：（1）远程办公人员和非远程办公人员对同事远程办公的个人结果有何不同？(2) 远程办公人员和非远程办公人员对远程办公的感知组织结果有何不同？我们结合非远程办公人员的观点，以更好地了解远程办公对个人和组织的各种成果。为了回答这些问题，我们分析了由美国功绩制度保护委员会管理的一项独特的远程办公调查。我们的研究结果表明，与远程办公人员相比，非远程办公人员认为远程办公对员工和组织的积极影响较小。