葉俶禎Yeh, Chu-Chen RosaBarnette, LyliannaBarnette, Lylianna2023-12-082023-08-082023-12-082023https://etds.lib.ntnu.edu.tw/thesis/detail/2cf37bc767b79e2ee88e869ea590866a/http://rportal.lib.ntnu.edu.tw/handle/20.500.12235/118917NoneDuring the COVID-19 pandemic, millions of U.S. employees transitioned to remote work. With the wide adoption of remote working and transition to hybrid environments, companies and managers look to determine how to reestablish their workplaces and maintain high performance. Previous research has explored the relationship between remote working and job outcomes such as performance, engagement, and work-life balance. The current research sought to understand the link between remote work intensity (i.e., the amount of time spent in remote work) employee's productivity, innovation, and teamwork. It considered potential factors that can affect this relationship. Through a quantitative study among 114 U.S. knowledge workers, these relationships were examined. There was no relationship found between remote work intensity and the three tested performance indicators. Among the moderators, only remote work self-efficacy was found to have a small impact on the relationship between remote work intensity and productivity. This research study may suggestthat remote working intensity does not significantly change job performance, thus companies may use this as a consideration for decisions on remote working arrangements.  Future areas of research may further evaluate whether remote work intensity has an impact on any other employee outcomes such as well-being, stress, and more.  Keywords: remote work, remote work intensity, productivity, innovation, teamwork, employee choice, remote work self-efficacy, worktime controlNoneremote workremote work intensityproductivityinnovationteamworkemployee choiceremote work self-efficacyworktime controlreport_pro