In public organizations, telework quickly went from being a practice only occasionally adopted to an established way of performing job tasks. Despite the rapid spread of telework in the last few years, research on its motivational impact is still limited. Drawing from insights from social-exchange theory, self-determination theory, and the expectancy-disconfirmation model, we conducted a survey-in-the-field experiment in an Italian municipal government organization to explore how teleworking arrangements impact organizational commitment, relatedness, and work enjoyment. Our findings show that requiring public employees to work entirely from the office has a negative impact on organizational commitment and work enjoyment. Moreover, the disconfirmation of expectations toward teleworking arrangements negatively impacts our outcomes. As for relatedness, we observe that a mix of telework and work from the office makes public employees feel more connected to their colleagues, compared to requiring them to work entirely from either the office or home.

中文翻译：

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大流行后的远程办公和公共雇员的态度：来自意大利的实验证据

在公共组织中，远程办公很快从一种偶尔采用的做法变成了一种执行工作任务的既定方式。尽管远程办公在过去几年中迅速普及，但对其激励影响的研究仍然有限。借鉴社会交换理论、自我决定理论和期望否定模型的见解，我们在意大利市政府组织中进行了一项实地调查实验，以探讨远程办公安排如何影响组织承诺、关联性和组织承诺。工作享受。我们的研究结果表明，要求公职人员完全在办公室工作会对组织承诺和工作乐趣产生负面影响。此外，对远程办公安排的期望的否定会对我们的结果产生负面影响。至于相关性，我们观察到，与要求他们完全在办公室或家里工作相比，远程办公和办公室工作的结合使公职人员感觉与同事的联系更加紧密。