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22대 대한민국 국회 국회정보길라잡이 국회의원검색
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소장정보 검색

국회도서관 홈으로 정보검색 소장정보 검색
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결과 내 검색 동의어 포함

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Title page 1

Contents 1

Abstract 3

1. Introduction 4

2. Data 6

3. Analysis 9

4. Results 10

4.1. Non-linear associations 11

4.2. Linear associations 15

4.3. No association 16

5. Conclusion 16

References 19

Appendix A: Additional tables 28

Appendix B: Additional figures 29

Tables 26

Table 1. Fixed effects OLS with a linear term for telework intensity 26

Table 2. Fixed effects OLS with linear and quadratic terms for telework intensity 27

Figures 23

Figure 1. Data collection 23

Figure 2. The investigated perceptions 24

Figure 3. Marginal effects of the regressions with linear and quadratic terms for telework intensity 25

Appendix Tables 28

Table A1. Fixed effects OLS with dummies for telework intensity 28

Appendix Figures 29

Figure B1. Marginal effects of the regressions with telework intensity dummies 29

초록보기

At a time when numerous organisations are urging a return to the office while many employees prefer to continue teleworking, it is crucial to ascertain the optimal level of telework intensity. In the present study, we determine this ideal level with respect to self-rated employee attitudes, behaviour, well-being, social relations and professional growth. Drawing on a five-wave longitudinal dataset, we apply fixed effects regression analyses to investigate associations between telework intensity and various dimensions of workplace experience. We offer more robust empirical evidence for favouring hybrid work schedules over an office-only or telework-only regime owing to significant advances in causal interpretation of linear and non-linear associations compared to the majority of existing studies that examine linear associations based on cross-sectional data. Our results point toward an inverted U-shaped association between telework intensity and self-rated job satisfaction, work-life balance, relationships with colleagues and professional development, with optimal levels peaking around 50% teleworking. For task efficiency and work concentration, the association appears to be concave with a plateau, stabilising at teleworking levels above 70%. Only between telework intensity and employer connectedness do we observe a slightly negative linear association.

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