Abstract

The purpose of this research was to replicate and extend Staples et al.’s (1999) study to determine if their findings are consistent relative to modern remote work models to provide contextually relevant suggestions for managers to enact policies that leverage remote work to benefit their employees and organization. The study consisted of assessing the mechanisms that lead remote workers to experience enhanced performance and improved well-being. In addition to the model illustrated in Staple et al.’s (1999) study, I also examined whether technology industries moderate the relationships between antecedents of remote work self-efficacy, and if remote work intensity, the degree an employee works from home, moderates the relationships between remote work self-efficacy and outcomes. Through a combination of using Prolific and convenience sampling, I obtained 434 valid responses. I then used SPSS to conduct regression analysis to test hypotheses. The results in general confirm Staples et al.’s (1999) findings. I found that modelling best practices by manager, IT experience and training, and general computer self-efficacy were positively associated with remote work self-efficacy; while computer anxiety had a negative association. Furthermore, remote work self-efficacy had positive associations with remote work performance, job satisfaction, affective commitment, ability to cope, and a negative association with job stress. In terms of moderation effects, there is a stronger, positive relationship between general computer self-efficacy and remote work self-efficacy for employees working in technology industries than those working in non-technology industries. Theoretical, practical contributions, and future research directions are discussed.