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This study analysed the extent to which differences in personality traits and coworking experiences affect coworkers’ satisfaction with coworking spaces (CWS).

The present study is based on employee-workplace alignment theory (Appel-Meulenbroek et al., 2021). This approach addresses people’s ability to do their jobs in a certain work environment and studies job satisfaction as an outcome variable. We used a dataset of 135 CWS members grouped in the Spanish Association of Flexible Office Spaces, Prowork Spaces. The regression models were fitted using satisfaction with coworking as the dependent variable.

The findings support the idea that some psychological traits of coworkers, such as extroversion and agreeableness, have a significant influence on their satisfaction with coworking. Our study also shows that the relationship between coworking experience and satisfaction is curvilinear.

This study contributes to the advancement of employee-workplace alignment theory by showing that some personality traits are relevant variables for person-organisation fit in CWS. While extroversion and agreeableness are traditionally associated with prosocial outcomes, we found that agreeable coworkers were not more satisfied with CWS. In addition, the study identified a nonlinear relationship between experience and satisfaction with CWS, which has not been detected in previous studies.

本研究擬探討共同工作空間用戶的性格特質和使用共同工作空間的經驗會如何影響他們對共同工作空間的滿意度, 進而了解這影響的程度.

研究人員基於員工工作場所調整理論 (Appel-Meulenbroek et al., 2021) 進行分析和探討。這個研究理念用來了解人們在某種工作環境裏完成工作的能力, 並探討作為結果變數的工作滿意度。研究人員使用的數據集, 包括西班牙柔性辦公空間、團隊協同空間協會 (此為直譯) 內被分類的135個共同工作空間成員, 研究人員以對共同工作空間的滿意度為因變數而設置回歸模型.

研究結果確認了共同工作者的諸如外向性和友善等的心理特徵會顯著地影響他們對合作辦公的滿意度。研究結果亦顯示, 合作辦公的經驗與滿意度成曲線的關聯.

本研究會幫助推進員工工作場所調整理論, 因研究結果顯示, 有些性格特質, 就共同工作空間的人與組織間之可容納性而言是相關的變數。研究人員發現, 雖然外向性和友善在傳統上被認為與親社會結果有所關聯, 但友善的共同空間用戶對共同工作空間不是更為滿意的; 而且, 研究人員確認了一個過去的研究均未曾探測過的關聯, 那就是合作辦公的經驗與對共同工作空間的滿意度之間的關聯是非線性的.

This paper aims to explore the impact of face-to-face and online social interactions on coworkers’ perception of performance in coworking spaces (CWS) compared to working from home (WFH). CWS are work environments where different actors compete and collaborate. The impact of such interactions on performance remains unclear. Building on the conceptual framework of “coopetition” (Bengtsson et al., 2016) and the theory of hyperpersonal interactions (Walther, 1996), this research attempts to bring light into the discussion.

The study hypothesizes that frequent face-to-face community events negatively affect coworker performance compared to WFH. Conversely, digital platforms connecting CWS users are expected to enhance performance. The authors use a data set of 135 CWS users. Linear regression models are fitted using self-rated performance in the CWS compared to performance when WFH as dependent variable.

This study’s analysis shows that the frequency of face-to-face events is negatively associated with perceived performance at CWS compared to performance at WFH. Furthermore, CWS digital platforms do not show a significant relationship with performance in CWS compared to WFH.

This study adds to the literature on “coopetition” with specific reference to the case of CWS. It broadens the activity school perspective highlighting that coworking offline and online interactions have different performance implications. The paper also contributes to the theory of hyperpersonal interactions by studying the role of online communication. Findings help CWS managers to make informed decisions about the perceived outcomes of the services they provide. The analysis reveals the need to reconsider the frequency of face-to-face social events to avoid dysfunctional effects.

This paper studies the impact that perceived proximity and employee voice have on the affective well-being of employees working from home (WFH). Drawing on Wilson et al.'s (2008) model of perceived proximity in virtual work, we believe that effectiveness in the use of the enterprise social network (ESN), communication and workmate identification increase the perceived proximity of teleworkers. We also propose that employee voice and perceived proximity have in turn positive implications in terms of well-being.

The study analyzes a dataset of 542 professionals with experience in home-based telework. Structural equation modeling (SEM) has been used to test the proposed hypotheses.

Results show that perceived proximity is significant and positively associated with affective well-being. Conversely, the expression of direct voice using electronic channels has a negative influence on the well-being of home-based teleworkers.

This study reveals the need to re-think the challenges of telework after the forced experiment of WFH provoked by the COVID-19 pandemics. Building on the “far-but-close” paradox, it emphasizes the role of workmate identification and communication and the perceived effectiveness of the ESN as sources of perceived proximity. At the same time, the paper adds to telework research by explaining how the expression of direct voice through electronic channels and indirect voice can have consequences in terms of well-being.

This article studies how experience and frequency of telework influence the acceptance and self-reported productivity of this mode of work in a context of pandemic-induced remote work.

The authors use a 2021 dataset of 542 professionals with previous or current experience in home-based telework. Two linear regression models are fitted using the willingness to telework and self-reported productivity as dependent variables.

The findings support the idea that previous telework specific experience and frequency of telework have a positive impact on the willingness to telework and self-reported productivity.

This paper questions the widely accepted idea according to which employees who telework occasionally experience the best outcomes. The authors have identified a “time after time” effect that shows the relevance of telework specific experience and frequency for the development of this mode of work.