2023
DOI: 10.1037/mgr0000135
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How it started, how it’s going: Why past research does not encompass pandemic-induced remote work realities and what leaders can do for more inclusive remote work practices.

Abstract: In response to the increasing prevalence of remote work during and after the pandemic, industrial–organizational psychologists postulated a diverse set of recommendations on key actions based on what we already know about remote work complexities that are well captured in the literature. However, as most recent recommendations were made under light of past studies, which elaborated remote work as a voluntary perk rather than a reactive response under the crisis situation, most of the actual challenges that peo… Show more

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Cited by 10 publications
(11 citation statements)
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“…Aligned with these recommendations, our study puts forth a collective suggestion for managing the four identified worker types: providing them with the autonomy to choose the work system that aligns with their preferences. This recommendation echoes the approach advocated by Neidlinger et al (2023), emphasizing flexibility in choosing the work location, and Torres and Orhan (2023), who stress human-centric approaches. It underscores the importance of recognizing individual differences and tailoring work arrangements to meet the unique needs and preferences of employees.…”
Section: Discussion Of Findingsmentioning
confidence: 55%
“…Aligned with these recommendations, our study puts forth a collective suggestion for managing the four identified worker types: providing them with the autonomy to choose the work system that aligns with their preferences. This recommendation echoes the approach advocated by Neidlinger et al (2023), emphasizing flexibility in choosing the work location, and Torres and Orhan (2023), who stress human-centric approaches. It underscores the importance of recognizing individual differences and tailoring work arrangements to meet the unique needs and preferences of employees.…”
Section: Discussion Of Findingsmentioning
confidence: 55%
“…In this sense, this research can complement the existing literature on the topic by focusing on the agendas indicated by recent studies, such as the importance of the role of leadership [19,20], the role of HRM practices [2,7,23,26], and the promotion of QoLT [13,14,21,23,24,[27][28][29] for the implementation and execution of flexible work arrangement programs. Additionally, studies investigating telework can be promising, feasible, and timely, considering the research gaps on the topic in the field of administration, especially in the area of HRM, with a focus on public services, where national (Brazilian) publications are still scarce [13].…”
Section: Introductionmentioning
confidence: 93%
“…In the context of telework, testing more advanced models, such as mediation models, including HRM practices [18], can help fill in gaps identified by previous studies, for example, investigating contextual factors arising from the pandemic crisis [19,20], the effects of flexible arrangements [13], the challenges of management and contemporary work practices [21], and the demands for empirical evidence [17] in pandemic and postpandemic contexts in public services [1,20,[22][23][24], notably in public education services [25].…”
Section: Introductionmentioning
confidence: 99%
“…In many countries, WFH during the pandemic became a mandatory measure that applied to everyone irrespective of their personal preferences (Michinov et al, 2022). This may have influenced the research outcomes (Torres and Orhan, 2023). This does not imply that voluntary WFH of today is identical to remote work practices before the pandemic.…”
Section: Introductionmentioning
confidence: 99%