PurposeThe author examined the association between public employees' satisfaction with pandemic-induced telework satisfaction and job autonomy, organizational goal clarity, organizational justice, and performance-based culture. In addition, the author analyzed the moderating effects of generation and gender on the relationships between job autonomy, organizational goal clarity, organizational justice, performance-based culture, and pandemic-induced telework satisfaction.Design/methodology/approachThis study used survey data collected from 4,339 Korean public employees, comprising 1,983 central government officials and 2,356 metropolitan government officials, during the COVID-19 pandemic. This study conducted a structural equation model to test hypotheses.FindingsThe author found that job autonomy, organizational goal clarity, organizational justice, and performance-based culture were positively associated with pandemic-induced telework satisfaction. In addition, this research found the moderating effects of generation and gender on the relationships between job autonomy, organizational goal clarity, organizational justice, performance-based culture, and pandemic-induced telework satisfaction.Originality/valueThis study’s results can guide public organizations in developing public management strategies to improve pandemic-induced telework satisfaction. In particular, public organizations need to cope effectively with the broad prevalence of telework triggered by the COVID-19 pandemic by establishing high job autonomy, a performance-oriented culture, a fair evaluation system, and clear and measurable performance goals and adjusting telework according to the generational and gender characteristics.
Telework, which changed the work patterns of public employees, has spread since the COVID-19 pandemic. This research examined the increase in telework use before the COVID-19 pandemic and during its peak. Subsequently, this study used logistic analysis to investigate differences in teleworking among federal employees by their demographics and explored whether leader and organizational support can help reduce such disparities in telework use. Using data from U.S. federal employees collected during the COVID-19, this investigation found that 71% of the respondents used telework more frequently since the outbreak of COVID-19, and disparities in telework use occurred by age, disability status, ethnic origins, and gender of federal employees before the COVID-19 pandemic and during its peak. However, while the leader and organizational support reduced the disparities in telework use by gender, such effects were not observed for age, disability status, and ethnic origins. These results can help public organizations develop effective management strategies to create a favorable organizational environment allowing middle-aged/older employees, employees with disabilities, and minority employees to work from home.
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