Abstract

The COVID-19 pandemic forced many individuals to shift from an atmosphere of face-to-face work to the digital work environment known as telework. Telework is an effective mitigation tool that ensures the continuity of operations. However, maximized telework may not be effective for all individuals. Many individual, organizational, and group level factors influence one’s telework performance and this study examines four of the most influential antecedents. Using linear regression analysis, conscientiousness, overload, communication, and non-distractibility were found to be significant predictors that account for over half the variance explained in telework performance. Supported by self-regulation theories, both conscientiousness and non-distractibility contained the strongest beta coefficients, signifying the greatest impact on telework performance. These findings contribute to the telework body of literature by focusing on personal aspects that contribute to telework performance. Leaders and supervisors can use this research to revise telework policies and to train, educate, and develop their subordinates on aspects of effective self-regulation. In cases of degraded performance, employers are encouraged to counsel and withhold the option to telework from those with self-regulation issues.