| dc.description.abstract | During the COVID-19 pandemic, a lot of industries have started to try work from home (WFH) to reduce human contact, but most companies have not tried this new work style before. Different to previous studies, this study adopts workload and social isolation as negative job characteristics and integrates motivational variables to investigate whether these job characteristics can stimulate employees′ proactive behaviors and reduce their job burnout, improve the work-flow of WFH, and clarify the motivation process of remote workers. In this study, 540 questionnaires were collected, 396 of which were valid, and the effective rate was 77%. Through linear structural equations, the hypotheses were tested and analyzed, and the empirical results of this study revealed that workload has a significant positive correlation with proactive behavior, indicating that the stressors brought by workload can motivate employees to act proactively as long as they are able to bear them. In addition, proactive behavior was positively and significantly correlated with both self-leadership and self-efficacy, but self-leadership was not significantly correlated with job burnout and work-flow, which were statistically significant when mediated by self-efficacy, indicating that employees′ perceived self-efficacy after self-leadership is a key influence on job outcomes. On the other hand, social isolation was not positively and significantly correlated with proactive behavior, but had a positive and significant effect on work-flow, suggesting that social isolation can facilitate WFH workers to enter the work-flow experience more effectively. Finally, the findings of this study are presented for the reference and suggestions of companies, managers, and academics who are implementing WFH. | en_US |