@article{oai:myu.repo.nii.ac.jp:02000013,
 author = {髙橋, 修},
 issue = {1},
 journal = {宮城大学研究ジャーナル, Miyagi University Research Journal},
 month = {Sep},
 note = {The purpose of this study is to consider the impact of Working from Home on employee health and productivity based on findings from research before and during the COVID-19 pandemic. In addition, we also consider how human resources should be managed after the COVID-19 pandemic. 
The research method is literature research. Working from Home or telecommuting was the independent variable, and health outcomes (fatigue, stress, work-family conflict, etc.) and/or psychosocial outcomes (work engagement, job satisfaction, productivity, etc.) were measured as dependent variables. I selected and analyzed 21 papers that measure that variables.
As a result, research during the COVID-19 pandemic in Japan revealed the following points.
・In Japan, notable studies show that Working from Home has a negative impact on employee productivity. However, there have been reports of improvements in productivity based on employee learning effects.
・Personal factors such as personality traits and preferences for Working from Home have different effects of Working from Home on employee health outcomes.
・Working from Home frequency of 0 days per week (non-telework) and 5 days per week (high frequency) had a negative impact on psychosocial outcomes, generally 1 to 4 days per week (low frequency to medium frequency) has a positive impact.
Therefore, it is necessary to design a Working from Home system that considers the individuality of employees after the COVID-19 pandemic. It is necessary to design a system that allows employees to make their own choices about whether or not to Working from Home and how often to do so, and to operate it flexibly. This is consistent with the trend of "personalization of human resources management" that has been pointed out in recent years.},
 pages = {33--42},
 title = {新型コロナウィルス流行下におけるテレワークが従業員の健康と生産性に与える影響に関する一考察},
 volume = {3},
 year = {2023}
}