لخّصلي

Clear team direction: A related concept to psy- chological safety is a clear team direction—the clear purpose and direction by the team leader for the team’s collective action (Edmondson 1999; Zaccaro et al. 2008). When management and team members fail to agree on what the team is supposed to do, there is a real risk that different members will pursue different agendas (Coutu 2009). During the pandemic, it has been shown that intra-team com- munication declined which resulted in difficulties related to team coordination and direction (Maurer et al. 2022; Miller et al. 2021). Therefore, we argue that in order to enhance coordination and a common team direction post-COVID-19, employees should prefer onsite work to WFH.
Hypothesis 5 Clear team direction is positively related to onsite work.
Social contact: During the pandemic, isola- tion and a decline in contact to colleagues have been found as one of the most striking factors that negatively influenced productivity, job satisfaction and mental health (Danilova et al. 2022; Ganesan et al. 2021; Mehta 2022). The previous research highlighted that employees view the onsite office as critical to meet social and collaborative needs (Rockmann and Pratt 2015; Vlaar et al. 2008). As information and communication technology helps to coordinate and adapt to WFH arrangements, negative side effects such as unstable connections, work–home conflict and a personal lack of bound- ary management are reported (Barber and Jenkins 2014; Gadeyne et al. 2018; Shao et al. 2021). There- fore, we hypothesize that in order to meet social and collaborative needs, employees prefer the onsite office to WFH. Table 1 depicts an overview of the
Table 1 Overview of hypothesis
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stated hypothesis and the relation of employee pref- erences to working at the onsite office versus WFH.
Hypothesis 6
onsite work.
Method
Social contact is positively related to
Participants and procedures
The data for this study were collected from alumni of a German university of applied science who were between 23 and 41 years old and reported a work experience of at least 2 years. The data collection period spanned from October to December 2022, and the data were collected via the electronic LimeSurvey tool. Invitations for participating in the study were send to the alumni email addresses of 1.123 alumni. The participants were informed about the study’s goal and an average completion time of about 15 min of the survey. A total of 182 complete surveys were col- lected which represents a response rate of 16.21%. Of the n=182 participants, the average age was 28.9 years (SD=5.4), and 59% were women. Of the participants, 28% were occupied in the service indus- try (e.g., consulting, finance, health care or research), and 72% were occupied in the manufacturing indus- try (e.g., automotive, technology and Tier 1 and Tier 2 suppliers). The levels of education were bachelor’s degree (29%), master’s degree (68%) and doctoral degree (3%). Most participants (92%) worked from home at least at 1 day per week during the time of the