Master of Science (MS)
The COVID-19 pandemic intensified remote work, where many companies shifted their employees to working remotely with possibilities of adopting remote work permanently. The purpose of this study was to understand negative consequences of remote work intensity on employee behavior through counterproductive work behaviors (CWBs), and whether a lack of locational autonomy would strengthen this relationship. Locational autonomy was conceptualized as two constructs: choice and approval. Results of an online survey administered to 202 participants revealed no direct relationship between remote work intensity and CWBs and locational autonomy choice had no moderating effects. However, locational autonomy approval moderated the relationships between remote work intensity and three CWB dimensions: sabotage, theft or misuse of time and concealing bad behavior. In direct opposition to the research hypothesis, those with high locational autonomy were more likely to engage in CWBs the more they worked remotely and those with low locational autonomy approval were less likely to engage in CWBs. The results suggest that managers should establish and maintain relationships with remote employees to ensure an appropriate balance between effective supervision and autonomy.
Wong, Alexandra, "The Moderating Effect of Locational Autonomy on the Relationship Between Remote Work and Counterproductive Work Behaviors" (2021). Master's Theses. 5249.