School of Economics & Management, Shanghai Maritime University, Shanghai 201306, China.
Int J Environ Res Public Health. 2021 Dec 15;18(24):13207. doi: 10.3390/ijerph182413207.
During the COVID-19 pandemic, working from home (WFH) became the only option for many organizations, generating increasing interest in how such arrangements impact employee job satisfaction. Adopting an event system perspective, this study employed an online survey to capture the WFH experiences of 256 workers from 66 Chinese enterprises during the pandemic. Using fuzzy-set qualitative comparative analysis (fsQCA), the study examined how satisfaction was affected by five job characteristics when working from home: longevity (time), home workspace suitability (space), job autonomy (criticality), digital social support (novelty) and monitoring mechanisms (disruption). The findings reveal that three configurations promote employee job satisfaction and that a suitable home workspace is a core condition. In the absence of a suitable workspace, digital social support and an appropriate monitoring mechanism, long-term WFH was found to undermine job satisfaction. However, job autonomy is not a necessary condition for employee job satisfaction. These findings have clear implications for theory and practice.
在 COVID-19 大流行期间，远程办公 (WFH) 成为许多组织的唯一选择，这引发了人们对这种安排如何影响员工工作满意度的浓厚兴趣。本研究采用事件系统视角，通过在线调查，收集了疫情期间来自中国 66 家企业的 256 名员工的 WFH 体验。使用模糊集定性比较分析 (fsQCA)，研究考察了当员工在家办公时，五个工作特征如何影响其满意度：工作时长 (time)、家庭办公空间适宜性 (space)、工作自主性 (criticality)、数字社交支持 (novelty) 和监控机制 (disruption)。研究结果表明，有三种配置可以提高员工的工作满意度，而一个适宜的家庭办公空间是核心条件。在没有适宜的工作空间的情况下，数字社交支持和适当的监控机制会破坏工作满意度。然而，工作自主性并不是员工工作满意度的必要条件。这些发现对理论和实践都具有明确的意义。
