Remote work: More nuance and unknowns than broad generalizations.

Abstract

Drawing on the existing integrative evidence (e.g., reviews, meta-analyses, theory articles) from 2016 to 2022, the current review synthesizes the remote work literature and identifies conclusions that can be drawn based on the current evidence. The review spans three remote work clusters: telecommuting, computer-mediated work, and virtual teams. Four major conclusions were identified: (a) remote work tends to be cost-effective for the organization, but the cost-effectiveness can vary based on context; (b) remote work comes with trade-offs for most employees, and not all employees will thrive in remote work settings; (c) degree of virtuality is likely an important moderator, regardless of the outcomes of interest; and (d) there is a lot we do not know about what leads to effective remote work or how to ensure a sufficient likelihood of effectiveness. Sources of current unknowns in the literature are reviewed (e.g., understudied constructs, the absolute importance of key factors), and recommendations for future research and practice are provided. What's It Mean? Implications for Consulting PsychologyIn virtual/mixed work environments, consulting psychologists should consider how degrees of virtuality may determine which needs should be assessed and addressed. Degrees of virtuality-indicated by the extent of geographical dispersion, usage of information and communication technology (e.g., laptop, email, web conferencing), and face-to-face contact-can act as a guide for identifying possible leverage points for intervention. Consulting psychologists have the important role of helping managers to reimagine their roles to better anticipate and accommodate the diverse needs of virtual workers.