The urgent lockdowns introduced by many countries at the beginning of 2020 to contain the rapid diffusion of the COVID-19 pandemic overturned many paradigms, significantly affecting workers’ daily routines. Since regulations, policies, habits, and practices have changed, it is legitimate to wonder what will happen, in the long run, to the high percentage of employees who used to work remotely. We analyzed flexibility in time, place, and contract, to examine the complex constellation of hybrid work arrangements through its essential and commonly understood elements (flexibility types) and their interconnections, distinguishing between workers usually based in the office and those based off-site. Adopting the Socio-Technical-System (STS) framework, the paper investigates whether and to what extent companies have changed their structures by designing new functions, roles, and services, such as a head of agile work, work-life balance policies, and psychological support services. We empirically analyze the hybrid work phenomenon through a micro-survey of indirect questions involving approximately 600 Italian respondents. Italy is an interesting analysis domain because radical changes have been introduced because of the COVID-19 pandemic. The paper presents three main theoretical advancements. First, the study advances the research on flexibility in terms of space, time, and contracts, finding different types of interdependencies with on-site and off-site working. Second, the study extends the theories on the STS framework to flexible work, identifying whether and to what extent interdependencies occur among its main components: the social structure, people, technology, and tasks of hybrid work. The STS framework has also been used to explain the evolution of organizational priorities during the pandemic phases, revealing a relationship between the new role of “head of remote/hybrid workforce” and place flexibility. Third, the paper proves micro-surveys effectiveness with indirect questions in investigating socioeconomic and organizational phenomena. From a practical point of view, the collected data show that Italian organizations need to prepare to deal with the new work scenario because new recommendations should be given to human resource departments about managing hybrid work.

2020 年初，许多国家为遏制 COVID-19 大流行的迅速蔓延而采取的紧急封锁颠覆了许多模式，严重影响了工人的日常生活。由于法规、政策、习惯和做法都发生了变化，我们有理由想知道从长远来看，过去远程工作的高比例员工会发生什么。我们分析了时间、地点和合同方面的灵活性，通过其基本且普遍理解的元素（灵活性类型）及其相互关系来检查混合工作安排的复杂星座，区分通常在办公室工作的员工和在异地工作的员工。采用社会技术系统（STS）框架，本文调查了公司是否以及在多大程度上通过设计新的职能、角色和服务（例如敏捷工作负责人、工作与生活平衡政策和心理支持服务）来改变其结构。我们通过对约 600 名意大利受访者的间接问题进行微观调查，对混合工作现象进行了实证分析。意大利是一个有趣的分析领域，因为 COVID-19 大流行带来了根本性的变化。本文提出了三个主要的理论进展。首先，该研究推进了对空间、时间和合同方面灵活性的研究，发现了现场和异地工作的不同类型的相互依赖关系。其次，研究将STS框架的理论延伸到灵活工作，确定其主要组成部分之间是否以及在多大程度上存在相互依赖性：社会结构、人员、技术和混合工作的任务。STS 框架还被用来解释大流行阶段组织优先事项的演变，揭示了“远程/混合劳动力负责人”的新角色与地点灵活性之间的关系。第三，本文通过间接问题证明了微观调查在调查社会经济和组织现象方面的有效性。从实际角度来看，收集到的数据表明，意大利组织需要做好应对新工作场景的准备，因为应向人力资源部门提供有关管理混合工作的新建议。STS 框架还被用来解释大流行阶段组织优先事项的演变，揭示了“远程/混合劳动力负责人”的新角色与地点灵活性之间的关系。第三，本文通过间接问题证明了微观调查在调查社会经济和组织现象方面的有效性。从实际角度来看，收集到的数据表明，意大利组织需要做好应对新工作场景的准备，因为应向人力资源部门提供有关管理混合工作的新建议。STS 框架还被用来解释大流行阶段组织优先事项的演变，揭示了“远程/混合劳动力负责人”的新角色与地点灵活性之间的关系。第三，本文通过间接问题证明了微观调查在调查社会经济和组织现象方面的有效性。从实际角度来看，收集到的数据表明，意大利组织需要做好应对新工作场景的准备，因为应向人力资源部门提供有关管理混合工作的新建议。该论文通过间接问题证明了微观调查在调查社会经济和组织现象方面的有效性。从实际角度来看，收集到的数据表明，意大利组织需要做好应对新工作场景的准备，因为应向人力资源部门提供有关管理混合工作的新建议。该论文通过间接问题证明了微观调查在调查社会经济和组织现象方面的有效性。从实际角度来看，收集到的数据表明，意大利组织需要做好应对新工作场景的准备，因为应向人力资源部门提供有关管理混合工作的新建议。