Exploring the Influence of Managers’ Perceived Innovation Compatibility and Experience on Telework Decisions: The Mediating Role of Satisfaction
Exploring the Influence of Managers’ Perceived Innovation Compatibility and Experience on Telework Decisions: The Mediating Role of Satisfaction

Summary/Abstract: Purpose – The growing adoption of hybrid and remote work arrangements has increased the importance of managerial discretion in telework implementation. This study examines how managerial perceptions and experiences shape telework-related decisions. Aims(s) – This research aims to analyze the influence of managers’ perceived innovation compatibility and prior telework experience on their willingness to adopt teleworking. It further examines whether managerial satisfaction with teleworking mediates these relationships, using data collected from managers operating in multiple national contexts. Design/methodology/approach –The study adopts a quantitative approach based on survey data collected from 359 managers in France, Switzerland, and Canada through an online questionnaire. Structural equation modeling was used to test the proposed direct and indirect relationships among perceived innovation compatibility, prior experience, satisfaction with telework, and telework decisions. Findings –The results show that managers’ perceived innovation compatibility has a significant direct effect on telework decisions and also an indirect effect through satisfaction with teleworking. Prior experience is also positively associated with telework decisions; however, its relationship with satisfaction is not significant. Mediation analysis confirms that satisfaction partially mediates the relationship between perceived compatibility and telework decisions, whereas no mediating effect is found for satisfaction in the relationship between prior experience and telework decisions. Limitations of the study – The study is limited by its cross-sectional design and reliance on self-reported data, which may restrict causal inference. Future research could adopt longitudinal approaches, incorporate organizational performance indicators, or examine additional organizational and institutional moderators. Practical implications –Organizations seeking to promote telework should focus on enhancing managers’ perceptions of compatibility by aligning teleworking arrangements with organizational culture, work organization, human resource strategies, and technological support. Emphasizing clarity in work structures and managerial autonomy can increase satisfaction with telework and, in turn, support more effective telework decision-making.

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