Putting Employees in Their Place: The Impact of Hot Desking on Organizational and Team Identification
研究了金融行业员工在热桌办公（无固定工位）与固定工位两种安排下，团队认同和组织认同的差异，发现固定工位时团队认同更突出，而热桌办公时组织认同更突出，且电子沟通的感知价值对组织认同有显著影响。
A study of employees in the finance industry tested the propositions (a) that work team identity is more salient than organizational identity when desks are assigned, whereas organizational identity is more salient when they are not; and (b) that this is partly because physical arrangements have a significant bearing on the way in which employees engage with the organization as well as who they are most likely to engage with (i.e., impacting on the type and focus of organizational participation). The study measured levels of work team and organizational identity in matched samples of employees (N=142) assigned to desks and not assigned (i.e., hot desked), as well as their perceptions of the use, importance, and effectiveness of electronic and face-to-face communication as indicators of different types of organizational participation. Results support the hypotheses. The perceived value of electronic communication also accounted for significant variance in organizational identification for all employees. Findings point to a number of practical implications relating to the use of hot desking in the workplace.