第15分野 柔軟勤務・リモートワーク・働く時間と境界管理
在宅・出社・ハイブリッドを設計する
日数より、仕事の目的と選択・再選択を決めます。
文献最終確認日 分野完成版 v0.1
- 集中、共同作業、設備、学習等を分ける
- 出社・遠隔の目的を定義
- 本人・チームの希望と依存を調整
- 在宅を通常の育児・介護や病気休暇の代替にしない
- 自宅が安全でない場合の代替場所・連絡・相談を用意
- 情報・案件・評価の近接性バイアスを監査
- 費用・人間工学・孤立支援を用意
- 試行後に頻度と方法を再選択
このページの主な出典
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- Golden, T. D., Veiga, J. F., & Dino, R. N. (2008). The Impact of Professional Isolation on Teleworker Job Performance and Turnover Intentionsfield study
- Yang, L., Holtz, D., Jaffe, S., Suri, S., Sinha, S., Weston, J., Joyce, C., Shah, N., Sherman, K., Hecht, B., & Teevan, J. (2022). The Effects of Remote Work on Collaboration Among Information Workersobservational natural experiment
- Wang, B., Liu, Y., Qian, J., & Parker, S. K. (2021). Achieving Effective Remote Working During the COVID-19 Pandemic: A Work Design Perspectivemixed-method field study
- International Labour Organization (1981). Workers with Family Responsibilities Convention, 1981 (No. 156)international labour convention
- International Labour Organization (2019). Violence and Harassment Convention, 2019 (No. 190)international labour convention
- International Labour Organization (2019). Violence and Harassment Recommendation, 2019 (No. 206)international labour recommendation
- World Health Organization (2022). WHO Guidelines on Mental Health at Workofficial evidence-based guideline