Editing Remote work (section)

===Alleged drop in worker productivity===
Research on the relationship between remote work and productivity has produced mixed findings. Some studies have indicated that remote work can increase worker productivity,<ref name="Hill">{{cite journal | url=https://www.sciencedirect.com/science/article/abs/pii/S0001879103000423 | last1=Hill | first1=E. Jeffrey | last2=Ferris | first2=Maria | last3=Märtinson | first3=V. | year=2003 | title=Does it matter where you work? A comparison of how three work venues (traditional office, virtual office, and home office) influence aspects of work and personal/family life | journal=[[Journal of Vocational Behavior]] | volume=63 | issue=2 | pages=220–241 | doi=10.1016/s0001-8791(03)00042-3}}</ref> with remote employees receiving higher supervisor ratings and performance appraisals compared to on-site workers.<ref name=consequences/> As with job attitudes, the amount of time spent remote working may influence the relationship between remote work and job performance.<ref name="Golden 2008"/>

Productivity declines among remote workers have been attributed in some cases to inadequate home office setups.<ref>{{Cite news | url=https://www.apty.io/blog/remote-working-factors-that-cause-low-employee-productivity | title=Remote Working: Understanding the Factors That Cause Low Employee Productivity | work=Apty | date=March 30, 2022}}</ref> Nevertheless, some surveys have reported that over two-thirds of employers observed increased productivity among their remote workforces, although findings vary.{{citation needed|date=September 2023}}

Organizations may encounter challenges when shifting to remote work models, particularly where traditional management practices rely on direct observation rather than results-based evaluation. This reliance can present obstacles to effective remote management. Additionally, issues related to liability and workers' compensation may arise in remote work arrangements.<ref>{{Cite news | url=https://sloanreview.mit.edu/article/two-cheers-for-the-virtual-office/| title=Two Cheers for the Virtual Office | first1=Thomas H. | last1=Davenport | first2=Keri | last2=Pearlson | work=[[MIT Sloan Management Review]] | date=July 15, 1998}}</ref>

A 2008 study found that the more time employees spent working remotely, the lower their perceived productivity was among managers.<ref name="Golden 2008">{{cite journal | url=https://psycnet.apa.org/record/2008-16251-016 | last1=Golden | first1=T. D. | last2=Veiga | first2=J. F. | last3=Dino | first3=R. N. | year=2008 | title=The impact of professional isolation on teleworker job performance and turnover intentions: Does time spent teleworking, interacting face-to-face, or having access to communication-enhancing technology matter? | journal=[[Journal of Applied Psychology]] | volume=93 | issue=6| pages=1412–1421 | doi=10.1037/a0012722| pmid=19025257}}</ref>

Research examining employee mindsets has also highlighted the role of psychological factors in remote work outcomes. The study ''Remote work mindsets predict emotions and productivity in home office: a longitudinal study of knowledge workers during the Covid-19 pandemic'' found that knowledge workers with a fixed mindset toward remote work experienced more negative emotions and fewer positive emotions, leading to perceptions of lower productivity. Encouraging a growth mindset—viewing remote work as a skill that can be developed—was suggested as a strategy for improving employee experiences and productivity.<ref name=":2" />