Exploring The Effect Of Communication Frequency On Employees' Productivity Between Males And Females In The Working From Home Environment
探讨在家工作环境中沟通频率对男性和女性员工生产力的影响
Nan Wang-15818276
王楠-15818276
Introduction
Since the COVID-19 pandemic, working from home(hereafter referred to as WFH or remote work) is the new way for millions of employees worldwide； as shifts in workplaces, employees are provided greater flexibility, reduced commuting time, and improved work-life balance. Thus, even after the outbreak ended, many employees and organizations chose to continue or expand remote work(Galanti et al., 2021). Several companies shifted to work from home (WFH) arrangements, forcing employees to communicate digitally (Van Zoonen & Sivunen, 2022).； for example, Van Zoonen & Sivunen(2022) consider that communication frequency (the number of emails, phone calls, or virtual meetings that employees have with their colleagues and supervisors) became a vital tool to maintain task coordination and mitigate isolation. Although research suggests that frequent communication improves task clarity, thereby contributing to productivity, the negative effects of excessive communication in remote working on stress and communication overload can reduce productivity overall (Innstrand et al., 2022). Lyttelton et al. (2020) studied that telecommuting interacts with entrenched gendered norms about who does what in the household; it may exacerbate gender inequality in housework and childcare, disproportionately increasing time on housework and childcare, as well as multitasking and work interruptions that reduce the quality of mother's work and increase their stress relative to fathers.
自 COVID-19 大流行以来，在家工作（以下简称 WFH 或远程工作）是全球数百万员工的新方式; AS 工作场所轮班，员工获得更大的灵活性，减少通勤时间，并改善工作与生活的平衡。因此，在疫情结束后，许多员工和组织选择继续或扩大远程工作（Galanti et al.， 2021）。几家公司转向在家工作（WFH）安排，迫使员工进行数字交流（Van Zoonen & Sivunen，2022）。; 例如，Van Zoonen & Sivunen（2022）认为沟通频率（员工与同事和主管的电子邮件、电话或虚拟会议的数量）成为维持任务协调和减轻孤立的重要工具。尽管研究表明，频繁的沟通可以提高任务的清晰度，从而有助于提高生产力，但远程工作中过度沟通对压力和沟通过载的负面影响会降低整体生产力（Innstrand 等人，2022 年）。Lyttelton 等人（2020 年）研究发现，远程办公与根深蒂固的关于谁在家庭中做什么的性别规范相互作用;它可能会加剧家务和育儿方面的性别不平等，不成比例地增加家务和育儿的时间，以及多任务处理和工作中断，从而降低母亲的工作质量并增加她们相对于父亲的压力。
The gender differences add another layer of complexity to understanding how the frequency of communication influences WFH productivity. From the discovery of Lyttelton et al.(2022), men and women have disparate communication demands, especially in remote work contexts where domestic obligations are unequal. Collins et al. (2021) found that mothers were interrupted more than fathers while working from home, cutting into their available work hours. This means roles specific by gender affect the handling of communication demands.
性别差异为理解通信频率如何影响 WFH 生产力增加了另一层复杂性。 从 Lyttelton 等人（2022 年）的发现来看，男性和女性的沟通需求不同，尤其是在家庭义务不平等的远程工作环境中。Collins 等人（2021 年）发现，在家工作时，母亲比父亲更容易被打断，从而缩短了她们可用的工作时间。这意味着按性别划分的角色会影响对通信需求的处理。
However, the existing literature does not address the interaction of communication frequency, job type, gender, and WFH productivity. Rožman et al. (2021) also found that women had more work interruptions and were stressed more during remote working, leading to lower productivity. Innstrand et al. (2012) mentioned that mental health issues like anxiety and depression can lead to decreased productivity, particularly in workers attempting to manage both work and home life. These results shed more light on the nuance of gender as a moderating factor in the relationship between communication frequency and productivity. Even as research on remote or WFH work is growing, only a few studies have studied how different frequencies of communication affect male and female productivity differently in WFH settings. The current study is a response to this literature gap and explores how communication practices can be tailored to help employees of different genders. By understanding how gender moderates the relationship between communication frequency and productivity, organizations can develop more inclusive remote work policies that enhance overall productivity and employee well-being.
然而，现有的文献并未涉及通信频率、工作类型、性别和 WFH 生产力之间的相互作用。Rožman 等人（2021 年）还发现，女性在远程工作期间有更多的工作中断和更大的压力，导致生产力降低。Innstrand 等人（2012 年）提到，焦虑和抑郁等心理健康问题会导致生产力下降，尤其是在试图同时管理工作和家庭生活的员工中。这些结果更清楚地揭示了性别作为沟通频率与生产力之间关系中的调节因素的细微差别。尽管对远程或 WFH 工作的研究正在增长，但只有少数研究研究了不同的通信频率在 WFH 环境中对男性和女性的生产力有何不同影响。目前的研究是对这一文献差距的回应，并探讨了如何定制沟通实践以帮助不同性别的员工。 通过了解性别如何调节通信频率和生产力之间的关系，组织可以制定更具包容性的远程工作政策，从而提高整体生产力和员工福祉。
Thus, according to the gap, the paper will focus on the research question: How does gender (male and female) moderate the relationship between communication frequency and working from home productivity?
因此，根据差距，本文将重点关注研究问题：性别（男性和女性）如何调节通信频率与在家工作效率之间的关系？
The structure of the paper is following:
论文的结构如下：
Section 2 describes the methodology of the research and details how articles were selected; Section 3 discusses the theoretical framework and provides insight into the moderator (gender) moderates the effect of communication frequency on productivity in remote work environment; Section 4 is dedicated to the hypotheses of the research and some of the suggestions for future research will be discussed.
第 2 节描述了研究的方法并详细说明了文章是如何选择的;第 3 节讨论了理论框架，并深入了解了调节因素（性别）调节沟通频率对远程工作环境中生产力的影响;第 4 节专门介绍研究的假设，并将讨论对未来研究的一些建议。
Methodology
方法论
2.1 criteria
2.1 标准
In this literature review, only using Google Scholar as the database for collecting academic articles. Because Google Scholar offers a large selection of peer-reviewed papers, ensuring that the sources are reliable and credible. At the same time, Google Scholar provides access to academic materials across different disciplines, making the search process efficient. Unlike general search engines, Google Scholar focuses on academic papers, theses, books, and conference papers. This helps ensure that the literature review is based on high-quality academic references. The platform is available to students and scholars worldwide; it provides a very democratic option for
在这篇文献综述中，只使用 Google Scholar 作为收集学术文章的数据库。因为 Google Scholar 提供了大量经过同行评审的论文，确保来源可靠可信。同时，Google Scholar 提供对不同学科学术资料的访问，从而提高搜索过程的效率。与一般搜索引擎不同，Google Scholar 专注于学术论文、论文、书籍和会议论文。这有助于确保文献综述基于高质量的学术参考文献。该平台面向全球学生和学者开放;它为
performing systematic literature searches.
进行系统的文献检索。
Also, having only articles in the English language makes them clear and understandable for a wide range of readers. This search also yields a higher probability of finding relevant, useful papers simply because English is the most common language used in academics and publishing.
此外，只有英文文章可以使它们对广大读者清晰易懂。这种搜索还产生了更高的找到相关、有用的论文的可能性，这仅仅是因为英语是学术和出版中最常用的语言。
At least 12 academic papers will be used for the literature review. This was done to ensure a balanced and comprehensive overview of the current literature on this subject. Overall, using multiple sources allows us to align patterns, gaps, and contradictions in the literature. This allows the researcher to be well-informed about the subject and to be based on academic evidence. At least nine of these 12 papers must have been published in the last five years. The time frame selected is from November 2019 to October 2024. Using recent studies helps avoid outdated theories and reflects the latest research findings. Also, limiting the majority of references to recent publications is important for maintaining the validity of the study when older papers may not account for recent changes in workplace practices, technological advancements, or shifts in employee behavior.
至少 12 篇学术论文将用于文献综述。这样做是为了确保对有关该主题的当前文献进行平衡和全面的概述。总的来说，使用多个来源使我们能够调整文献中的模式、差距和矛盾。这使研究人员能够充分了解该主题并基于学术证据。这 12 篇论文中至少有 9 篇是在过去五年内发表的。选择的时间范围是从 2019 年 11 月到 2024 年 10 月。使用最近的研究有助于避免过时的理论并反映最新的研究结果。此外，当较旧的论文可能无法解释工作场所实践的最新变化、技术进步或员工行为的转变时，限制对最近出版物的引用对于保持研究的有效性非常重要。
2.2 Variables and Search Terms
2.2 变量和搜索词
Dependent Variable: Remote Work Productivity (the efficiency and output of employees when working from home)
因变量：远程工作生产率（员工在家工作时的效率和产出）
Independent Variable: Communication Frequency (the number of times employees communicate with colleagues and supervisors during remote work)
自变量：通信频率（员工在远程工作期间与同事和主管通信的次数）
Moderator: Gender (male or female)
主持人：性别（男性或女性）
Search terms include:
搜索词包括：
(“communication frequency” OR “employee communication”) AND (gender OR “male and female” OR “men and women”) AND (“remote work productivity” OR “working from home productivity”)
（“通信频率”或“员工通信”）AND （性别 OR “男性和女性” OR “男性和女性”） AND （“远程工作效率” OR “在家工作效率”）
2.3 Inclusion and Exclusion
2.3 包含和排除
Inclusion Criteria:
纳入标准：
All the references must be peer-reviewed and written in English.
所有参考文献必须经过同行评审并以英文撰写。
Researches in the Google Scholar must focus on at least one of the three variables: Communication Frequency, Gender, Working From Home Productivity.
Google Scholar 中的研究必须关注三个变量中的至少一个：通信频率、性别、在家工作的生产力。
Articles must be published between November 2019 and October 2024(last 5 years).
文章必须在 2019 年 11 月至 2024 年 10 月（过去 5 年）之间发表。
Exclusion Criteria:
排除标准：
Non-peer-reviewed content, such as blogs, opinion pieces, or newspaper articles, will be excluded.
未经同行评审的内容（例如博客、观点文章或报纸文章）将被排除在外。
This literature review focuses solely on remote work without discussing communication frequency, which will be excluded.
本文献综述仅关注远程工作，而不讨论通信频率，这将被排除在外。
Articles written in languages other than English will not be used.
以英语以外的语言撰写的文章将不被使用。
Theoretical Framework
理论框架
3.1 Conceptual Model
3.1 概念模型
3.2 Definitions
3.2 定义
WFH productivity(dependent variable or outcome variable) is about how well employees perform their tasks when working from home. During the COVID-19 pandemic, this became more important as companies looked for ways to keep their employees productive away from the office (Ghar, 2024).
WFH 生产力（因变量或结果变量）是关于员工在家工作时执行任务的情况。在 COVID-19 大流行期间，随着公司寻找让员工远离办公室保持工作效率的方法，这一点变得更加重要（Ghar，2024 年）。
Communication frequency(independent variable or predictor variable) refers to how often employees communicate with colleagues, supervisors, or clients through various digital channels, including emails, phone calls, video conferences, and instant messaging tools (Van Zoonen & Sivunen, 2022). It includes both task-oriented communication, which focuses on completing work-related tasks, and social communication, which helps maintain interpersonal relationships within a team (Marlow et al.，2018). In remote working arrangements, when face-to-face interaction is in short supply, the frequency of communication has become even more important (Maurer et al., 2022).
通信频率（自变量或预测变量）是指员工通过各种数字渠道与同事、主管或客户进行通信的频率，包括电子邮件、电话、视频会议和即时通讯工具（Van Zoonen & Sivunen，2022）。它包括面向任务的沟通，专注于完成与工作相关的任务，以及社交沟通，这有助于维持团队内的人际关系（Marlow 等人。，2018 年）。在相对的工作安排中，当面对面的互动供不应求时，沟通的频率变得更加重要（Maurer et al.， 2022）。
Gender(moderator) also influences employee communication expectations and management. Men and women respond to communication in different ways, particularly during the working from home period, where home responsibilities also vary (Collins et al., 2021). Women—especially those with caregiving roles—may find frequent communication tiring. Lyttelton et al. (2020) found that remote work often causes women to take on more household work, which can make focusing on work more difficult. Because they can suffer goal interference less at home and find talking more useful, men are more likely to avoid being interrupted at home, get their goals done, and cross off items from to-do lists — anything that needs focus and concentration.
性别（主持人）也会影响员工的沟通期望和管理。男性和女性对沟通的反应不同，尤其是在在家工作期间，家庭责任也有所不同（Collins 等人，2021 年）。 女性（尤其是那些承担照顾角色的女性）可能会觉得频繁的沟通很累。Lyttelton 等人（2020 年）发现，远程工作通常会导致女性承担更多的家务劳动，这会使女性更难专注于工作。因为他们在家里受到目标干扰的可能性较小，并且发现交谈更有用，所以男性更有可能避免在家里被打扰，完成他们的目标，并从待办事项清单上划掉项目——任何需要专注和专注的项目。
3.3 Relationship between Communication Frequency and WFH Productivity
3.3 通信频率与 WFH 生产力之间的关系
Communication has been identified as a key factor in improving productivity. Some studies say that frequent communication helps employees stay connected and efficient, while others warn that lacking face-to-face can cause lower productivity (Ali et al., 2022; Raghuram et al., 2019).
沟通已被确定为提高生产力的关键因素。一些研究表明，频繁的沟通有助于员工保持联系和高效，而另一些研究则警告说，缺乏面对面会导致生产力降低（Ali et al.， 2022;Raghuram et al.， 2019）。
Research shows that the frequency of communication varies with regard to timing and content. An example of synchronous communication is video calls or chat, whereas asynchronous communication refers to the use of emails or recorded messages (Raghuram et al., 2019). Regular communication keeps employees informed about work, clarifies expectations, and addresses feelings of isolation. However, the relationship between communication frequency and productivity is contingent on employees being able to manage their communication mix well. According to Maurer et al.(2022), employees who balance communication frequency effectively tend to perform better, while those overwhelmed by constant messages may experience stress and reduced productivity.
研究表明，通信频率因时间和内容而异。同步通信的一个例子是视频通话或聊天，而异步通信是指使用电子邮件或录制的消息（Raghuram et al.， 2019）。定期沟通可以让员工了解工作情况，澄清期望，并解决孤立感。然而，沟通频率和生产力之间的关系取决于员工能否很好地管理他们的沟通组合。根据 Maurer et al.（2022） 的说法，有效平衡沟通频率的员工往往表现更好，而那些被不断的消息压得喘不过气来的员工可能会感到压力和生产力下降。
Effective communication frequency also depends on the quality of the interactions. Ali et al. (2022) pointed out that frequent but unclear or irrelevant messages can harm productivity, whereas concise and purposeful communication enhances work efficiency. Maurer et al.(2022) emphasized that the communication style used within an organization can affect how employees perceive communication frequency. Clear guidelines on when and how to communicate can help reduce communication overload and improve productivity in remote work settings.
有效的通信频率还取决于交互的质量。Ali et al. （2022） 指出，频繁但不明确或不相关的信息会损害生产力，而简洁而有目的的沟通可以提高工作效率。Maurer et al.（2022） 强调，组织内部使用的沟通方式会影响员工对沟通频率的看法。关于何时以及如何沟通的明确指导方针有助于减少远程工作环境中的沟通过载并提高工作效率。
Some of the studies show positive effects. Van Zoonen and Sivunen (2022) discovered that regular interaction keeps employees in touch with each other and minimizes feelings of being alone. Similarly, Raghuram et al. (2019) found frequent communication, for example, enhances teamwork in virtual environments.
一些研究显示了积极的影响。Van Zoonen 和 Sivunen （2022） 发现，定期互动可以让员工保持联系，并最大限度地减少孤独感。同样，Raghuram 等人（2019 年）发现，例如，频繁的沟通可以增强虚拟环境中的团队合作。
However, other studies report negative effects. Ali et al. (2022) found that too much communication can overwhelm employees and lower their productivity. During the pandemic, employees had to attend more virtual meetings, leading to communication overload (Maurer et al., 2022). Ghar (2024) explains that too many messages can stress employees and lower their performance.
然而，其他研究报告了负面影响。Ali 等人（2022 年）发现，过多的沟通会使员工不堪重负并降低他们的工作效率。在大流行期间，员工不得不参加更多的虚拟会议，导致沟通过载（Maurer et al.， 2022）。Ghar （2024） 解释说，太多的信息会给员工带来压力并降低他们的绩效。
Communication methods also matter. Asynchronous communication like emails allows employees to manage their time better, while synchronous communication like video calls can disrupt their focus (Maurer et al., 2022).
沟通方式也很重要。电子邮件等异步通信可以让员工更好地管理他们的时间，而视频通话等同步通信可能会扰乱他们的注意力（Maurer 等人，2022 年）。
3.4 Relationship between Gender and WFH Productivity
3.4 性别与 WFH 生产力之间的关系
Gender affects how communication frequency impacts WFH productivity. Women tend to talk more about problems, which can increase stress. In contrast, men focus more on task-related communication, which helps them stay productive (Rožman et al.， 2021). Collins et al. (2021) found that mothers working from home reduced their work hours more than fathers because of caregiving tasks. This division of household labor has implications for how women negotiate communication and productivity. Alfarran (2021) found that women working from home in Saudi Arabia struggled to balance family duties and work-related communication, which affected their productivity.
性别会影响沟通频率如何影响 WFH 生产力。女性往往更多地谈论问题，这会增加压力。相比之下，男性更注重与任务相关的沟通，这有助于他们保持生产力（Rožman 等人。，2021 年）。Collins 等人（2021 年）发现，由于照顾任务，在家工作的母亲比父亲减少了更多的工作时间。这种家庭劳动分工对女性如何协商沟通和生产力产生了影响。Alfarran （2021） 发现，在沙特阿拉伯，在家工作的女性难以平衡家庭责任和与工作相关的沟通，这影响了她们的生产力。
Rožman et al. noted that women in remote work faced more interruption and stress during a pandemic, which ultimately led to a decline in productivity. These results highlight how differences in the way that household and communication tasks are approached differently between genders affect the productivity outcomes of working from home. Similarly, Innstrand et al. (2012) investigated the effect of high work demands on mental health and productivity. Along with understanding work engagement, they found the dual concern of mental health during the pandemic needed to be embraced, particularly for employees who had to balance caregiving. It indicates that mental health issues might moderate the effect that frequency of communication has on productivity.
Rožman 等人指出，在大流行期间，远程工作的女性面临更多的干扰和压力，这最终导致生产力下降。这些结果强调了性别之间处理家务和沟通任务的方式差异如何影响在家工作的生产力结果。同样，Innstrand 等人（2012 年）调查了高工作要求对心理健康和生产力的影响。除了了解工作参与度外，他们发现还需要接受大流行期间心理健康的双重担忧，特别是对于必须平衡护理的员工。它表明心理健康问题可能会缓和沟通频率对生产力的影响。
Cui et al. (2022) reported that Female academics in China witnessed a more severe decline in research productivity during the pandemic than male academics. This indicates that income-based household responsibilities impact the effects of communication frequency on productivity. Rožman et al. (2021) found that women had more disruptions while working from home (WFH), which decreased their output. All of these distractions also likely constitute a stressor, which could have negative effects on mental health, decreasing productivity even further (Innstrand et al. (2012).
Cui et al. （2022） 报告称，在大流行期间，中国女性学者的研究生产力下降比男性学者更严重。这表明基于收入的家庭责任会影响通信频率对生产力的影响。Rožman 等人（2021 年）发现，女性在家工作 （WFH） 时受到的干扰更多，这降低了她们的产出。所有这些干扰也可能构成压力源，这可能会对心理健康产生负面影响，进一步降低生产力（Innstrand 等人（2012 年）。
For this purpose, women find it difficult to manage their time better in remote work when they are disturbed more. In the opposite, men appear to benefit more from working from home. These gender preferences determine in what ways communication impacts their work.
为此，当女性受到更多干扰时，她们发现很难在远程工作中更好地管理自己的时间。相反，男性似乎从在家工作中受益更多。这些性别偏好决定了沟通对他们工作的影响。
3.5 Interaction of Communication Frequency, Gender, and WFH Productivity
3.5 通信频率、性别和 WFH 生产力的交互作用
The relationship becomes slightly more complex when considering communication frequency, gender, and WFH productivity. Some studies indicate virtual teams need a blend of online and in-person communication (Maurer et al., 2020). At the same time, Maurer et al.(2020) concluded that maybe teams that have been working together communicate better than new teams when old team menbers are more familiar with each other. Thus, there exist less difficulties for teammembers to communicate to express opinions and solve problems.
当考虑到通信频率、性别和 WFH 生产力时，这种关系会稍微复杂一些。一些研究表明，虚拟团队需要将在线和面对面交流相结合（Maurer et al.， 2020）。同时，Maurer 等人（2020 年）得出结论，当老团队成员彼此更熟悉时，也许一直在一起工作的团队比新团队更好地沟通。因此，团队成员沟通表达意见和解决问题的困难较小。
Gender does matter in this relationship. Women are more likely to be responsible for housework that interrupts work communication (Collins et al., 2021). Employers prefer time demand for men rather than women, or in times of crisis, families tend to revert to more traditional gender roles in the household division of labor. From the government data, Collins et al.(2021) found that the pandemic is driving mothers to have fewer work opportunities. Working from home leads to more interruptions for mothers and, hence, less productivity (Cui et al., 2022). Men generally have fewer interruptions and can focus on communication more effectively.
性别在这种关系中确实很重要。女性更有可能负责打断工作沟通的家务劳动（Collins et al.， 2021）。雇主更喜欢男性而不是女性的时间需求，或者在危机时期，家庭倾向于在家庭分工中回归更传统的性别角色。从政府数据中，Collins et al.（2021） 发现，大流行正在推动母亲的工作机会减少。在家工作会给母亲带来更多的干扰，从而降低生产力（Cui et al.， 2022）。 男性通常较少被打扰，可以更有效地专注于沟通。
Family-work conflicts affect women more, which lowers their productivity during WFH (Galanti et al., 2021). Rožman et al. (2021) highlighted that interruptions and stress during remote work can affect both productivity and engagement. Innstrand et al. (2012) emphasized that work engagement is closely linked to mental health outcomes, suggesting that employees facing high communication demands may also experience mental health challenges. These differences explain why some studies report positive effects of communication while others find negative or no effects. Understanding how gender moderates the impact of communication frequency can help improve remote work policies.
家庭与工作冲突对女性的影响更大，这降低了她们在 WFH 期间的生产力（Galanti 等人，2021 年）。Rožman 等人（2021 年）强调，远程工作期间的中断和压力会影响生产力和敬业度。Innstrand 等人（2012 年）强调，工作投入与心理健康结果密切相关，这表明面临高沟通要求的员工也可能面临心理健康挑战。这些差异解释了为什么一些研究报告了沟通的积极影响，而另一些研究则发现消极影响或没有影响。了解性别如何调节通信频率的影响有助于改进远程工作政策。
Hypotheses and Further Research
假设和进一步研究
H0: Communication frequency does not impact WFH productivity.
H0：通信频率不会影响 WFH 生产率。
H1: Communication frequency affects WFH productivity.
H1：通信频率会影响 WFH 生产率。
H0: The relationship between communication frequency and WFH productivity is not moderated by gender.
H0：通信频率与 WFH 生产力之间的关系不受性别调节。
H2: Gender moderates the relationship between communication frequency and WFH productivity.
H2：性别调节通信频率与 WFH 生产力之间的关系。
---Women may experience more negative effects from frequent communication than men, with lower WFH productivity.
---与男性相比，女性可能会因频繁的交流而受到更多的负面影响，因此 WFH 生产力较低。
However， there are still questions about how communication frequency affects WFH productivity. Many studies do not separate task-related and social communication. Future research could explore how these types of communication frequency affect productivity separately. Also，it could lead to burnout when long-term communication frequency used; so that it may be deserved to exam the timeline for effective frequency. Keeping a balance between communication frequency and WFH productivity is benefitial to both men and women.
但是，这里仍然存在关于通信频率如何影响 WFH 生产力的问题。许多研究没有将任务相关沟通和社会沟通分开。未来的研究可以探索这些类型的通信频率如何分别影响生产力。 此外，当使用长期通信频率时，它可能会导致倦怠;因此可能值得检查有效频率的时间表。在通信频率和 WFH 生产力之间保持平衡对男性和女性都有好处。
For gender's role in communication frequency, future research could investigate how gender interacts with job roles, industries, and cultures to influence WFH productivity. This would give more insights into how employees handle communication demands and improve their job satisfaction and productivity.
对于性别在通信频率中的作用，未来的研究可以调查性别如何与工作角色、行业和文化相互作用以影响 WFH 生产力。这将使员工更深入地了解员工如何处理沟通需求并提高他们的工作满意度和生产力。
Reference List
参考列表
Ali, A. A. A., Alzoraiki, M., & Al Aghbas, N. S. M. (2022). Working remotely, social isolation and access to support and communication during COVID-19 have an influence on job performance. International Journal of Intellectual Human Resource Management (IJIHRM), 3(01), 23–33.
阿里，A. A. A.，阿尔佐拉伊基，M.和阿尔阿格巴斯，N. S. M. （2022）。远程工作、社交隔离以及在 COVID-19 期间获得支持和沟通都会对工作绩效产生影响。 国际知识人力资源管理杂志 （IJIHRM）， 3（01），23-33。
Collins, C., Landivar, L. C., Ruppanner, L., & Scarborough, W. J. (2021). COVID‐19 and the gender gap in work hours. Gender, Work & Organization, 28, 101–112.
Collins， C.， Landivar， L. C.， Ruppanner， L.， & Scarborough， W. J. （2021）.COVID-19 和工作时间的性别差距。 性别、工作与组织， 28,101-112。
Cui, R., Ding, H., & Zhu, F. (2022). Gender inequality in research productivity during the COVID-19 pandemic. Manufacturing & Service Operations Management, 24(2), 707–726.
Cui， R.， Ding， H.， & Zhu， F. （2022）.COVID-19 大流行期间研究生产力的性别不平等。 制造与服务运营管理， 24（2），707-726。
Galanti, T., Guidetti, G., Mazzei, E., Zappalà, S., & Toscano, F. (2021). Work from home during the COVID-19 outbreak: The impact on employees’ remote work productivity, engagement, and stress. Journal of Occupational and Environmental Medicine, 63(7), e426–e432.
Galanti， T.， Guidetti， G.， Mazzei， E.， Zappalà， S.， & Toscano， F. （2021）.COVID-19 爆发期间的在家工作：对员工远程工作效率、参与度和压力的影响。 职业与环境医学杂志， 63（7），e426–e432。
GHAR, S. (2024). The impact of remote work on team collaboration and communication.
加尔，S.（2024 年）。远程工作对团队协作和沟通的影响。
Innstrand, S. T., Langballe, E. M., & Falkum, E. (2012). A longitudinal study of the relationship between work engagement and symptoms of anxiety and depression. Stress and Health, 28(1), 1–10.
Innstrand， S. T.， Langballe， E. M.， & Falkum， E. （2012年）。一项关于工作投入与焦虑和抑郁症状之间关系的纵向研究。 压力与健康， 28（1），1-10。
Lyttelton, T., Zang, E., & Musick, K. (2020). Gender differences in telecommuting and implications for inequality at home and work. Available at SSRN 3645561,
Lyttelton， T.， Zang， E.， & Musick， K. （2020）.远程办公中的性别差异以及对家庭和工作不平等的影响。 可在 SSRN 3645561 获得，
Marks, M. A., Mathieu, J. E., & Zaccaro, S. J. (2001). A temporally based framework and taxonomy of team processes. Academy of Management Review, 26(3), 356–376.
马克斯，马萨诸塞州，马蒂厄，J. E.和扎卡罗，SJ（2001年）。基于时间的框架和团队流程分类法。 管理学会评论， 26（3），356-376。
Marlow, S. L., Lacerenza, C. N., Paoletti, J., Burke, C. S., & Salas, E. (2018). Does team communication represent a one-size-fits-all approach?: A meta-analysis of team communication and performance. Organizational Behavior and Human Decision Processes, 144, 145–170.
Marlow， S. L.， Lacerenza， C. N.， Paoletti， J.， Burke， C. S.， & Salas， E. （2018）.团队沟通是否代表一种一刀切的方法？：团队沟通和绩效的荟萃分析。 组织行为与人类决策过程， 144， 145-170。
Maurer, M., Bach, N., & Oertel, S. (2022a). Forced to go virtual. working-from-home arrangements and their effect on team communication during COVID-19 lockdown. German Journal of Human Resource Management, 36(3), 238–269.
毛雷尔，M.，巴赫，N.和奥特尔，S.（2022a）。被迫走向虚拟。在 COVID-19 封锁期间在家工作的安排及其对团队沟通的影响。 德国人力资源管理杂志， 36（3），238-269。
Maurer, M., Bach, N., & Oertel, S. (2022b). Forced to go virtual. working-from-home arrangements and their effect on team communication during COVID-19 lockdown. German Journal of Human Resource Management, 36(3), 238–269.
毛雷尔，M.，巴赫，N.和奥特尔，S.（2022b）。被迫走向虚拟。在 COVID-19 封锁期间在家工作的安排及其对团队沟通的影响。 德国人力资源管理杂志， 36（3），238-269。
Raghuram, S., Hill, N. S., Gibbs, J. L., & Maruping, L. M. (2019). Virtual work: Bridging research clusters. Academy of Management Annals, 13(1), 308–341.
Raghuram， S.， Hill， N. S.， Gibbs， J. L.， & Maruping， L. M. （2019）.虚拟工作：桥接研究集群。 管理学会年鉴， 13（1），308-341。
Rožman, M., Sternad Zabukovšek, S., Bobek, S., & Tominc, P. (2021). Gender differences in work satisfaction, work engagement and work efficiency of employees during the COVID-19 pandemic: The case in slovenia. Sustainability, 13(16), 8791.
Rožman， M.， Sternad Zabukovšek， S.， Bobek， S.， & Tominc， P. （2021）。COVID-19 大流行期间员工在工作满意度、工作参与度和工作效率方面的性别差异：斯洛文尼亚的情况。 可持续性， 13（16），8791。
Tleuken, A., Turkyilmaz, A., Sovetbek, M., Durdyev, S., Guney, M., Tokazhanov, G., . . . Boatca, M. E. (2022). Effects of the residential built environment on remote work productivity and satisfaction during COVID-19 lockdowns: An analysis of workers’ perceptions. Building and Environment, 219, 109234.
Tleuken， A.， Turkyilmaz， A.， Sovetbek， M.， Durdyev， S.， Guney， M.， Tokazhanov， G.， . . .博特卡，ME（2022 年）。住宅建筑环境对 COVID-19 封锁期间远程工作效率和满意度的影响：员工感知分析。 建筑与环境， 219， 109234.
Van Zoonen, W., & Sivunen, A. E. (2022). The impact of remote work and mediated communication frequency on isolation and psychological distress. European Journal of Work and Organizational Psychology, 31(4), 610–621.
Van Zoonen， W.， & Sivunen， A. E. （2022）.远程工作和中介通信频率对孤立和心理困扰的影响。 欧洲工作与组织心理学杂志， 31（4），610-621。