Amsterdam School of Communication Research, University of Amsterdam, Nieuwe Achtergracht 166, 1018 WV Amsterdam, The Netherlands.
Department of Language and Communication Studies, University of Jyväskylä, Seminaarinkatu 15, 40014 Jyväskylä, Finland.
Int J Environ Res Public Health. 2021 Jun 29;18(13):6966. doi: 10.3390/ijerph18136966.
The COVID-19 crisis has disrupted when, where, and how employees work. Drawing on a sample of 5452 Finnish employees, this study explores the factors associated with employees' abrupt adjustment to remote work. Specifically, this study examines factors (i.e., work independence and the clarity of job criteria), factors (i.e., interpersonal trust and social isolation), factors of work (i.e., change in work location and perceived disruption), and dynamics (i.e., organizational communication quality and communication technology use (CTU)) as mechanisms underlying adjustment to remote work. The findings demonstrate that structural and contextual factors are important predictors of adjustment and that these relationships are moderated by communication quality and CTU. Contrary to previous research, trust in peers and supervisors does not support adjustment to remote work. We discuss the implications of these findings for practice during and beyond times of crisis.
新冠疫情危机打乱了员工的工作时间、地点和方式。本研究以 5452 名芬兰员工为样本，探讨了与员工突然调整远程工作相关的因素。具体而言，本研究考察了工作独立性和工作标准明确性等结构性因素、人际信任和社交孤立等关系性因素、工作地点变化和感知干扰等工作因素，以及组织沟通质量和沟通技术使用（CTU）等动态因素作为调整远程工作的机制。研究结果表明，结构性和情境性因素是调整的重要预测因素，而这些关系受到沟通质量和 CTU 的调节。与之前的研究相反，对同事和主管的信任并不能支持远程工作的调整。我们讨论了这些发现对危机期间和之后实践的意义。
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