本文提出了一项研究,以捕捉强制性大流行引起的远程工作实践对工人对福利的看法的影响,挑战,以及与远程办公相关的困难,以及这些困难可能如何影响他们未来对远程办公的偏好。数据是通过2020年5月在南佛罗里达州进行的在线调查收集的。调查数据显示,远程办公指数(通过实际行为或陈述偏好来衡量)之前,during,在大流行在社会经济上是异质的之后,人口统计学,和态度部分。在疫情爆发前,男性,全日制学生,那些拥有博士学位的人,和高收入的人表现出更高的百分比参与工作与远程办公选项。他们也有更高的亲技术,支持在线教育,工作狂,和支持远程办公的态度。大流行期间,专业/管理/技术工作以及近距离接触措施较低的工作显示出最高的远程工作频率。鉴于未来的远程办公偏好,我们的分析表明,那些更支持远程工作的人,亲技术,并且显示出对远程办公不喜欢的不喜欢更高的远程办公频率。建立了结构方程模型,以评估大流行前不同预测因素对远程办公行为的影响以及大流行后的偏好。虽然大流行前的远程办公频率受到亲远程办公态度的高度影响,大流行后的偏好受到其他几种态度的影响,比如不喜欢远程办公,享受互动,工作狂,以及生产率因素。这可能证实了这样一种假设,即整个大流行期间的强制性做法为员工提供了更多在家工作安排的经验,这可能会重塑未来对远程办公采用的决策和期望。
This paper presents a study in capturing the impacts of the mandatory pandemic-induced telework practice on workers\' perceptions of the benefits, challenges, and difficulties associated with telecommuting and how those might influence their preference for telework in the future. Data was collected through an online survey conducted in South Florida in May 2020. Survey data showed that telework indices (either measured through actual behavior or stated preference) before, during, and after the pandemic were heterogeneous across socio-economic, demographic, and attitudinal segments. Before the outbreak, males, full-time students, those with PhD degrees, and high-income people showed higher percentages of involvement in jobs with a telework option. They also had higher pro-technology, pro-online education, workaholic, and pro-telework attitudes. During the pandemic, professional/managerial/technical jobs as well as jobs with lower physical-proximity measures showed the highest telework frequency. In view of future telework preferences, our analysis showed that those who were more pro-telework, pro-technology, and showed less dislike of telework dislike preferred higher telework frequency. A structural equation model was developed to assess the impacts of different predictors on telework behavior before the pandemic and preferences after the pandemic. While telework frequency before the pandemic was highly affected by the pro-telework attitude, the after-pandemic preferences were influenced by several other attitudes such as dislike telework, enjoy interaction, workaholic, as well as productivity factors. This might confirm the assumption that the mandatory practice through the pandemic has provided employees more experiences with work-from-home arrangements, which could reshape decisions and expectations around telework adoption in the future.