因應2020年年初的新冠肺炎疫情，許多企業選擇了遠距上班模式來降低群聚風險，以達到營運不中斷目的。遠距上班除了防止傳染性疾病蔓延，也常見於災害緊急應變措施。現今資通訊網路技術及行動載具普及之時代，遠距上班相較於1970年代初期萌芽時，更具有發展的條件，在歐美國家已是非常普遍的上班制度，但在臺灣並不普及。從本次疫情再次掀起的遠距上班模式，很可能將成為未來工作的常態。從企業的角度來看，遠距上班是否可以維持辦公室實體上班的績效，是決定能否推行的關鍵因素。而組織績效係由每位員工所締造的，員工乃從事公司所賦予的工作。本研究透過文獻探討遠距上班之種類以及優缺點，同時了解員工的人格特質、工作特性對工作績效的影響。
為了達到上述之研究目的，本研究採取問卷調查法，並以便利取樣抽出個案公司曾遠距上班之320位正式員工為調查對象，提供「遠距上班模式下員工人格特質、工作特性對工作績效之影響性研究」紙本問卷實施調查，實際回收有效問卷230份。回收之問卷資料經整理，再利用描述性統計、驗證性因素分析、路徑分析等統計分析方法進行分析後，經討論並作成建議。本研究實證遠距上班模式下，人格特質對於工作績效的預測效果，以及工作特性對工作績效之預測效果，提供個案公司將來實施遠距上班制度之參考。

COVID-19 has reshaped our way of working, companies choose remote working to avoid the pandemic from spreading, and keep the business running as usual. Remote working is much more promising nowadays thanks to the improvements in telecom technology and mobile devices. In west countries, many enterprises have encouraged their employees to WFH long before the pandemic. Taiwanese firms are slow to embrace WFH. Nevertheless, COVID-19 has accelerated the trend of remote working and it is irreversible. In reality, companies support remote working only if employees can keep the same high performance. This study aimed to have a better understanding on how personality and different job characteristics could affect one’s work performance. This study adopted questionnaire survey method. Link for electronic questionnaires were sent to 320 employees with remote working experience. 230 copies of effective questionnaires are valid, and the research data was analyzed through descriptive statistics, path analysis, hierarchical regression analysis and other research methods. This study empirically demonstrates the predictive effect of personal traits on job performance and the predictive effect of job characteristics on job performance under the remote working mode. Also, the study provides some recommendations for companies to implement remote working in the future.

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