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Is telework effective for organizations?

机译：远程办公对组织有效吗？

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Purpose - Telework is an alternative work relationship with demonstrated positive benefits for individuals and society, yet it has not been implemented with enthusiasm by most organizations. This could be due to the lacking, consolidated evidence for management regarding whether or not telework is a good thing for the firm. The purpose of this paper is to integrate multidisciplinary literature that reports effects of telework on organizational outcomes with the aim of providing a clearer answer to the question: is telework effective for organizations? Design/methodology/approach - Meta-analytical methods were used, beginning with an interdisciplinary search for effect sizes in eight databases. Limited to scholarly journals and dissertations, results included 991 articles scanned for inclusion criteria. The independent variable is telework, measured as a dichotomous variable. Dependent variables are outcomes of interest to organizations: productivity, retention, turnover intention, commitment, and performance. In total, 22 studies were double coded and meta-analyzed using Hunter and Schmidt's approach, followed by five exploratory moderator analyses: level of analysis, level of the employee, response rate, proportion of females, and country of the study. Significant results are discussed. Findings - Review and meta analysis of 32 correlations from empirical studies find that there is a small but positive relationship between telework and organizational outcomes. Telework is perceived to increase productivity, secure retention, strengthen organizational commitment, and to improve performance within the organization. In other words, it is indeed beneficial for organizations. All five hypotheses are supported. Hi. (productivity), rc=023 (k = 5, n=620), (95% CI=0.13 - 0.33). H2 (retention), r=0.10 (k=6,n=1652),(95%CI=0.04 - 0.16).H3(commitment),r=0.11 (k=8,n=3144),(95% CI=0.03 - 0.18); moderator analysis shows sample age is significant (F(l,4)= 4.715, p < 0.05, R2= 0.80). HA (performance), r= 0.16 (k= 10, n = 2522). H5 (organizational outcomes), r= 0.17 (k= 19, n= 5502), (95% CI= 0.1 - 020). Originality/value - To the authors' knowledge, this is the first meta-analysis of telework research at the organizational level, providing a unique contribution to the field in filling the gap between research on effects to the individual and society. Additional contributions resulted from the moderator analyses: first, in finding that the relationship between telework and performance is moderated by whether or not the sample was one individual per firm, or many individuals from one; and second, in finding that the relationship between telework and organizational commitment is moderated by age. Thus, the paper provides unique contributions with both scholarly and practical implications.
机译：目的-远程办公是一种替代性的工作关系，为个人和社会带来了积极的好处，但是大多数组织并没有热情地加以实施。这可能是由于缺乏有关远程办公是否对公司有利的管理层综合证据。本文的目的是整合报告远程办公对组织成果影响的多学科文献，目的是为以下问题提供更清晰的答案：远程办公对组织有效吗？设计/方法/方法-使用元分析方法，从跨学科搜索八个数据库中的效应量开始。仅限于学术期刊和论文，结果包括991篇文章被扫描以纳入标准。自变量是远程工作，按二分变量测量。因变量是组织感兴趣的结果：生产力，保留率，离职意向，承诺和绩效。总共使用Hunter和Schmidt的方法对22个研究进行了双重编码和荟萃分析，随后进行了五次探索性主持人分析：分析水平，员工水平，回应率，女性比例和研究国家。讨论了重要的结果。调查结果-对来自实证研究的32种相关性进行回顾和荟萃分析后发现，远程办公和组织成果之间存在很小但积极的关系。远程办公被认为可以提高生产力，确保保留，增强组织承诺并改善组织内的绩效。换句话说，这确实对组织有利。所有这五个假设都得到支持。你好（生产率），rc ＝ 023（k ＝ 5，n ＝ 620），（95％CI ＝ 0.13-0.33）。 H2（保留），r = 0.10（k = 6，n = 1652），（95％CI = 0.04-0.16）.H3（承诺），r = 0.11（k = 8，n = 3144），（95％CI = 0.03-0.18）；主持人分析显示样本年龄显着（F（l，4）= 4.715，p <0.05，R2 = 0.80）。 HA（效能），r = 0.16（k = 10，n = 2522）。 H5（组织结果），r = 0.17（k = 19，n = 5502），（95％CI = 0.1-020）。原创性/价值-据作者所知，这是组织层面上远程工作研究的第一个荟萃分析，为填补对个人和社会的影响研究之间的空白，为该领域做出了独特的贡献。主持人分析产生的其他贡献是：首先，发现远程办公与绩效之间的关系受到样本是否是每个公司一个人或一个公司中有很多人的调节。其次，发现远程办公和组织承诺之间的关系是由年龄来调节的。因此，本文提供了具有学术和实践意义的独特贡献。

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