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Management challenges arising from the use of virtual work

机译：使用虚拟工作带来的管理挑战

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Purpose – Literature on virtual and other new ways of work is diverse and confusing, indicating a need for a framework to structure and systematize the related terminology. The purpose of this empirical study is to address the lack of empirical research on how well (and if at all) characteristics of employees' national and occupational culture determine the management challenges and employees' satisfaction with virtual work arrangements. Design/methodology/approach – Empirical data was gathered using case study research. An Estonian and a Russian company operating in the service sector suited best as they had a diverse multinational workforce and several years of virtual work experience. Findings – The paper concludes that occupational culture determines much better than national culture the employees' attitudes towards and satisfaction with virtual work arrangements. Research limitations/implications – The main limitation arose from the lack of national culture research in East European countries: for many of these nations, national culture dimensions/characteristics (e.g. like offered by Hofstede) are still unknown. Practical implications – The results help service organizations' managers to prepare a multinational workforce better for virtual work, knowing ahead the potential challenges and thus train the employees based on their occupational culture background. Originality/value – The paper contributes to theory by offering a framework which enables to systematize the diverse range of terminology used for new, flexible ways of work. The case studies reveal a huge gap waiting to be filled with research on national culture characteristics of East European countries.
机译：目的–有关虚拟和其他新工作方式的文献多种多样​​且令人困惑，这表明需要一个框架来对相关术语进行结构化和系统化。本实证研究的目的是解决缺乏关于员工的民族和职业文化特征如何（以及是否完全）确定管理挑战和员工对虚拟工作安排的满意度的实证研究。设计/方法/方法–使用案例研究收集经验数据。爱沙尼亚人和一家在服务行业运营的俄罗斯公司最适合，因为他们拥有多元化的跨国员工队伍，并拥有数年的虚拟工作经验。调查结果–该论文得出结论，职业文化比民族文化更好地决定了员工对虚拟工作安排的态度和满意度。研究的局限性/意义–主要的局限性是由于东欧国家缺乏民族文化研究引起的：对于这些国家中的许多国家，民族文化的维度/特征（例如像霍夫斯泰德提供的那样）仍然未知。实际意义–结果帮助服务组织的经理为跨国公司的虚拟工作做好更好的准备，提前了解潜在的挑战，从而根据员工的职业文化背景对他们进行培训。原创性/价值–本文通过提供一个框架来为理论做出贡献，该框架可以系统化用于新的灵活工作方式的各种术语。案例研究揭示了巨大的差距，等待东欧国家民族文化特征的研究填补。

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