Managerial insights into trust, control, and performance in remote work environments
研究基于288名管理者的数据，发现管理者与员工之间的信任和员工远程工作能力影响远程工作采用，信任和远程程度对非正式控制影响更大，非正式控制部分中介远程工作对绩效的影响，而需求风险削弱非正式控制的正面效果。
This study examines managerial perspectives on remote work and their implications for employee performance. Structural equation modeling was used to analyze data from 288 managers responsible for 8,351 employees. The findings show that manager–employee trust and employees’ ability to work effectively remotely shape remote work adoption. Trust and the degree of remote work have stronger effects on informal controls than on formal controls. The impact of remote work on performance is partially mediated by informal controls, while formal controls do not mediate performance. Requirements risk negatively affects performance and weakens the positive effect of informal controls on performance, whereas the corresponding interaction with formal controls is not significant. These findings highlight the importance of trust, control strategies, and mitigating requirements risk in optimizing performance in remote work settings. By showing how trust and control shape managerial decisions and employee performance, this study enhances our understanding of remote work management.