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This survey study among 111 teleworkers in a bank organization investigated the relationship between telework intensity and individual productivity, and whether this relationship was mediated by employees’ intrinsic motivation. Also the moderating role of office hours in the model’s associations was studied. Based on the Job Demands-Resources Model (Bakker & Demerouti, 2007) and the professional isolation literature (e.g., Golden, Vega, & Dino, 2008), we developed and tested a set of hypotheses. Partly in line with expectations, we found a direct curvilinear relationship between telework intensity and individual productivity, characterized by a slight, non-significant positive association at the low telework intensity end, and a significant negative association for the high telework intensity end. Strikingly, we neither found support for a mediating role of intrinsic motivation, nor for a moderation effect of the number of office hours in the relationship between telework intensity and intrinsic motivation. However, the direct relationship between telework intensity and individual productivity appeared to be moderated by the number of office hours. It was concluded that consequences for productivity are contingent on telework intensity, and that the number of office hours has an important impact on the consequences of different telework intensities. The study’s outcomes can inform management and HR practitioners to understand how to implement and appropriately make use of telework.

The purpose of this paper is to examine the institutional factors that affect the productivity of individuals in the field of operations.

This study identifies a sample of graduates from PhD programs in operations and utilizes a partial least squares analysis to examine the effect of academic origin, academic affiliation, and advisor productivity on each individual's research productivity.

The results of the analysis indicate that the productivity of an individual is directly influenced by the aggregate prestige of the institutions where the individual was employed during article publication and indirectly influenced by the prestige of the institution where the individual received the terminal degree. Additionally, differences were found between groups when the sample was divided by focus (operations management (OM) versus operations research (OR). The OM model held the same relationships as the combined model, while the OR model included significant direct effects of academic origin and indirect effects of the advisor's productivity on the individual's productivity.

This research is the first to fully evaluate the institutional antecedents to research productivity of individuals in operations. In doing so, valuable insights are gained as to how to facilitate the success of researchers in operations. Additionally, factors are highlighted that should be considered by institutions looking at hiring freshly minted PhDs. Finally, these results can benefit practitioners when considering working with academics as a source of emerging information or consulting.

This study investigates the relationships between the built environments of learning commons and user productivity, such as collaborative and individual work productivity and overall environmental satisfaction.

A case study was conducted in a learning commons building at a higher education campus in the USA. The data collection and analysis were conducted with the survey responses of satisfaction with indoor environments and perceived productivity as well as the objective indoor environmental quality (IEQ) measurements. Statistical analysis was performed, including descriptive analysis, principal component analysis (PCA), regression analysis and ANOVA test.

The study presents that satisfaction with noise level is positively associated with individual productivity. The results imply that the spatial properties of open-plan commons, such as visibility and accessibility, are associated with space users' interactions and collaborative productivity. Overall satisfaction is in a positive relationship with lighting satisfaction, study supporting artifacts and furniture configuration. The results of this study reveal the importance of meeting the standards in IEQ factors on individual productivity and the spatial features preferred by space users that facilitate tasks and activities.

The mixed-method approach, including subjective and objective data collection of IEQ, is rarely utilized to show the relationships with perceived productivity. This study investigates a unique building design feature such as step seats in relation to space use and perceived productivity. The findings inform library leadership about environmental characteristics related to the user experience in learning commons, a new format of academic libraries.

The coronavirus disease 2019 (COVID-19) pandemic has had a big impact on organisations globally, leaving organisations with no choice but to adapt to the new reality of remote work to ensure business continuity. Such an unexpected reality created the conditions for testing new applications of smart home technology whilst working from home. Given the potential implications of such applications to improve the working environment, and a lack of research on that front, this paper pursued two objectives. First, the paper explored the impact of smart home applications by examining the factors that could contribute to perceived productivity and well-being whilst working from home. Second, the study investigated the role of productivity and well-being in motivating the intention of remote workers to use smart home technologies in a home-work environment in the future.

The study adopted a cross-sectional research design. For data collection, 528 smart home users working from home during the pandemic were recruited. Collected data were analysed using a structural equation modelling approach.

The results of the research confirmed that perceived productivity is dependent on service relevance, perceived usefulness, innovativeness, hedonic beliefs and control over environmental conditions. Perceived well-being correlates with task-technology fit, service relevance, perceived usefulness, perceived ease of use, attitude to smart homes, innovativeness, hedonic beliefs and control over environmental conditions. Intention to work from a smart home-office in the future is dependent on perceived well-being.

The findings of the research contribute to the organisational and smart home literature, by providing missing evidence about the implications of the application of smart home technologies for employees' perceived productivity and well-being. The paper considers the conditions that facilitate better outcomes during remote work and could potentially be used to improve the work environment in offices after the pandemic. Also, the findings inform smart home developers about the features of technology which could improve the developers' application in contexts beyond home settings.

This paper aims to explore the impact of workplaces, which support concentration and communication, and self-management practices on individual and team productivity. The underlying hypothesis is that the impact of these variables on the two levels of productivity (individual and team) and the two dimensions of productivity (quantity and quality) may be different.

The paper is based on survey data from 998 Finnish knowledge workers. Factor analysis was used to test the dimensions of the conceptual model. Insights into the impact of workplaces for concentration and communications and self-management practices on productivity were obtained by multiple-regression analyses.

The findings show that self-management practices have a larger impact on the quality and quantity of individual output and the quantity of team output than workplaces for communication and concentration. Improving self-management skills is key to increase all productivity dimensions and in particular the quality of the output.

This paper contributes to a better understanding of the impact of workplace characteristics and self-management practices on different levels and dimensions of productivity. It offers valuable lessons for managers, as they are able to recognize how productivity can be approached from several perspectives. Different dimensions can be enhanced using different workplace settings. For example, the quantitative output of employees can be increased by adding more space for concentration, while quantitative team productivity can be increased by providing appropriate space for collaboration. An important means to enhance a higher quality of the output is to improve self-management skills. The findings also suggest that collaboration between different disciplines – corporate management, corporate real estate management, human resource management and IT – is needed to optimize individual and team productivity.

This paper explores work environment experiences of Finnish office workers and connects both workplace appraisal and work practices to perceived productivity support, on individual level and team level. It also adds insights into the different impacts on quantity and quality.

The purpose of this paper is to explore how individuals can leverage interpersonal relationships and critical network position to acquire knowledge and information for generate research productivity. Specifically, this paper argues that the relationship between tie strength and scholar productivity will be an inverted U-shape, and critical position as moderating role in research productivity generation process. The robustness tests were also provided.

Using panel data from scholars in tourism academic fields, this paper investigated the conditions under which maintenance of social relations affects knowledge creation. In total, two different regression models and robustness tests were used to test the hypotheses in a sample of 201 tourism scholars from Taiwan and an analysis of 1,198 publications.

The results showed that the relationship between tie strength and scholar productivity will be an inverted U-shape. Moreover, the moderating role of critical position of structural holes and betweennesss are recognized: it positively moderates with tie strengths and research productivity.

The empirical results are derived from a sample of scholars in Taiwanese business management departments, thus raising concern about the external generalizability to other departments and countries. Future research is, therefore, suggested to empirically test the validity of the framework and hypothesis in other departments or countries.

The practical implications of the results are that individuals need to know that there are two underlying governing forces on the choice of their knowledge exchange partners and occupying critical network position. A diversified social relation is beneficial to the knowledge creation performance because of more information knowledge sharing while a specialized knowledge would avoid the detrimental effects of coordination and conflict problems on research productivity. Therefore, individuals should understand and careful choice their cooperation partners and network position in order to achieve better knowledge creation outcome.

This research extends developments in social capital theory and the relational view into interpersonal relationships between tourism scholars and their cooperation partners. Furthermore, the paper also examines how critical position has effects on scholar’s research productivity creation process. Finally, studies that examine the relationship between tourism academic networks and different measures of research productivity are few in number, and those that use such longitudinal empirical work are particularly lacking. This study addresses these issues.

Too much reliance on information technology has given rise to technostress, which may impact the productivity of an individual. In case this is true, does it impact everyone equally, and if not, then what is behind this difference and how does this work? The purpose of the present research is to explore the role of proactive personality as a moderator to the relationship of individual productivity of an employee and the technostress. The study utilizes moderation technique to study and analyze the relationships.

The present work is an attempt to investigate the moderating role of proactive personality to the relationship between technostress and productivity by utilizing the concepts from person–environment fit model. Moderation analysis has been performed with the help of hierarchical multiple regression on the primary data collected via survey methods with the help of structure instruments.

A survey was conducted from 233 employees working at different levels in different organizations belonging to north-western parts of the country. After analyzing the randomly collected primary data, it was found that technostress impacts productivity negatively. It was also further established that relationship between technostress and individual productivity gets moderated by proactive personality.

Strategies concerning implementation and designing of a training program should be designed by being mindful of the individual personalities going to be trained.

From organizational point of view, a training program (made to introduce and implement some new technology in the organization) should be tailored by keeping individuals' personalities and their specific needs in mind.

This work is an important addition to the existing literature concerning technostress. Such work would help in understanding the difference that a human factor may have on the bearings of technostress on productivity and other such crucial outcomes, which has not been studied earlier in the present context.

The aim of this study is to investigate factors considered to impact on the research productivity of accounting academics, and identify how the factors were related. The study aims to set itself within an international context of increased workloads, and revenue‐driven research and teaching.

A meta‐analysis was conducted of international studies from accounting and related business fields, published between 1988 and 2008, that examined factors influencing the research productivity of academics. A data‐driven approach to thematic analysis was used to synthesise the results, which were categorised into two time periods.

Three clusters of factors that accounted for researcher productivity were found to have had most focus in related studies over the period. These were “Institutional characteristics”, “Intrinsic motivation” and “Knowledge, skills and other individual characteristics”. Hierarchical clusters of factors operating at government, institution and individual levels appeared to influence the research output of accounting academics.

Increased understanding of the factors that affect the research productivity of accounting academics, and how they are related, has potential to benefit individual researchers and their institutions.

Models identified in previous studies have not considered the impact of the relatively recent global market pressures on accounting academics. As the proposed model was developed from a meta‐analysis of many international studies it is likely to accommodate current global pressures better than previous models.

Critical analysis of previously developed white‐collar productivity management techniques focuses on the existing shortcomings of several measurement and evaluation methodologies of white‐collar personnel and functions. An analytical method of defining and measuring various pertinent characteristics of both routine and non‐routine white‐collar jobs helps in the development of a more suitable productivity management methodology. A systematic procedure is described for the measurement and evaluation of white‐collar productivity for an individual, a group of individuals or a department. The recommended measures, viz, operations‐based productivity measures for routine and non‐routine jobs, explain in detail the relationship of different white‐collar job characteristics and individual and group productivity at the middle management level. A case example is cited which illustrates the proposed approach. The advantages, along with some limitations, of the methodology are also highlighted.

This paper aims to evaluate perceptions of leaders and team members on productivity, satisfaction and leader-led team dynamics within an activity-based, flexible environment compared to an open plan workplace.

This study uses cross-sectional (N = 1,275) and longitudinal survey data (N = 138) collected from three offices in Australia. Baseline responses were collected 3–12 months prior to the transition into a new environment and comparison responses were collected after at least three months of working in the new environment. Paired sample t-tests and linear regression were used.

Team members were more satisfied and felt more productive within the activity-based working (ABW) environment compared to the open plan workplace. Leaders were more satisfied and felt team productivity improved, yet individual productivity for leaders remained the same. Occupants felt the key drivers of productivity were team Interaction and decision-making.

This study focused on one activity-based building based in Australia that was consciously designed for individual focus, team working and cross-team collaboration. This style of workplace may not be representative of all activity-based environments.

Most research into ABW has relied on cross-sectional data. This study also adopts a within group, longitudinal approach to directly compare the perceptions of the same individuals over time. Activity-based environments are changing the way we think of leaders and the way they encourage productivity. This study showed that despite relinquishing an office, leaders were more satisfied and equally productive within an activity-based environment. The study also showed that teams realise greater productivity by focussing on team interaction and effective decision-making.