What goes around comes around - work characteristics as both antecedents and outcomes of hybrid work adoption
研究了混合工作（远程与办公室结合）对员工自主性、环境条件、工作流程中断和时间压力的双向影响，基于699名白领的准实验分析，发现自主性和工作流程中断驱动采纳，而环境条件和中断因采纳而改变。
The effectiveness of hybrid work (a combination of telework and office-based work) has been theorized to operate through improvements in employees’ control over their workflow and work environment. However, current knowledge is largely based on static research designs and does not adequately consider the circumstances that drive employees’ actual adoption of hybrid work. In this study, we propose that adopting hybrid work improves four work characteristics tied to employees’ control over their workflow and work environment, namely autonomy, demanding environmental conditions (e.g. noise), workflow interruptions, and time pressure. At the same time, we also propose that employees’ actual hybrid work adoption depends on these same four work characteristics to begin with. Using a quasi-experimental study, we employ latent change score modelling to analyse how autonomy, demanding environmental conditions, workflow interruptions and time pressure influence, and are influenced by, hybrid work adoption, based on a sample of 699 white-collar workers. Results show that whereas autonomy and workflow interruptions drive hybrid work adoption, demanding environmental conditions and workflow interruptions change as a result of it. This suggests that organizational hybrid work policies can largely improve job demands, but that only a select group of employees adopt hybrid work.