在通訊科技與資訊系統的快速發展下，遠距工作已逐漸成為常見的工作型態。遠距工作者具有更為彈性的工作安排方式，包含工作地點與時間的選擇。先前研究普遍認為當組織透過遠距工作的設計，讓員工擁有高度的工作時間與空間自由，將會提高員工的工作承諾、生產力以及更高的工作滿意度與較低的轉職意圖。然而，在COVID-19疫情的衝擊下，為了防止疾病擴散，各國政府紛紛導入防疫措施，使得居家辦公成為疫情中無可避免的新常態。因疫情而催生的遠距辦公模式讓人們減少了外出、社交生活，並對於日常運動帶來困難。未預期之強制居家辦公，亦可能讓遠距工作者在轉換中感受工作協調的困難，也容易因為工作與生活分界的模糊，導致在工作執行上的過度投入。
工作的過度承諾容易減損員工的正向情緒，進而影響其工作表現、幸福感、以及降低對於組織的忠誠度。規律運動一直被認為是影響個體身心健康的關鍵因素；組織行為研究也發現適度的運動能有效提升員工之工作表現與正向情緒。在疫情影響下，社交距離的維持與工作模式轉換的過渡期，讓遠距工作者能投入適度運動的機會受到壓縮。可惜的是，近期文獻對於遠距工作者的工作行為、運動習慣與心理狀態尚缺乏具體地探討。
本研究透過大規模的隨機問卷調查，在台灣防疫三級警戒期間，針對2,063位正在歷經遠距工作模式的公司員工進行研究。透過SPSS PROCESS Macro檢定我們所提出的調節式中介模型，本研究發現居家辦公時的過度工作承諾將會降低遠距工作者的情緒穩定度，進而削弱他們的幸福感、工作投入與工作忠誠度，此現象在員工缺乏規律運動行為時更為明顯。有趣的是，遠距工作者在居家辦公期間若仍能維持高度規律的運動行為，則過度工作承諾將反而會提升情緒穩定度，並進而刺激幸福感、工作投入與工作忠誠度。本研究結果對於未來將普遍常見的遠距工作模式與遠距人力資源管理，帶來了新的發現與實務意涵。

Along with the rapid development of communication technology and information systems, remote working has gradually been a prevalent human resource practice in work organizations. Remote workers are endowed with more discretion over how to carry out their work tasks, including location and working hours. Prior research suggests organizations can enhance employees' work commitment, productivity, and job satisfaction by implementing remoting working practices, which signify more empowerment and job autonomy. Nevertheless, in the face of the profound impacts of the COVID-19 outbreak, governments around the globe enacted various restrictions to prevent the disease from spreading further, making working from home a new common to company personnel. Not only have individuals' mobility and social activities been reduced by the pandemic-induced remote working practice, but they have also been deprived of the opportunity to engage in leisure-time exercise. The unexpected working from home is likely to result in difficulty adapting to new work practices and lower productivity caused by inefficient work coordination. More essentially, personnel not ready for the remote working practice may suffer from excessive work commitment due to the blurred boundary between work and life.
Overcommitment has been found to be a suppressor of personnel performance, subjective well-being, and reduced organizational commitment since it undermines individuals' positive emotions. Regular leisure-time exercise has long been identified as the key to maintaining the workforce's psychological soundness. Correspondingly, organizational studies show that employees' work performance and positive emotions are dependent on their engagement in physical exercise. The opportunity to engage in leisure-time exercise is largely compressed by the pandemic, which causes the requirements of social distancing and extra time for coordinating work affairs during remote working. Although a growing body of research has been done to understand the remote working practices, the findings are focused on the planned remote working for those individuals who are aware of and well-prepared for working outside the office. On the contrary, the existing literature may fail to map the relationship between employees' work experience, psychological processes, and physical exercise when they are involved in the compulsory remote working caused by the pandemic control policy.
Using a large-scale sample from a questionnaire survey on 2,063 company employees who were experiencing remote working during the Level 3 epidemic alert in Taiwan, we tested the moderated mediating model with SPSS PROCESS Macro. Our findings suggest that overcommitment reduces remote workers' emotional stability and subsequently exerts a negative impact on their subjective well-being, work engagement, and job commitment, especially when they do not or engage in low levels of leisure-time exercise. Surprisingly, overcommitment may enhance employees' subjective well-being, work engagement, and job commitment by stimulating emotional stability when they regularly engage in high levels of leisure-time exercise. Our findings shed new light on the human resource policy for the prevalent remote working for the future organization as well as bringing about a new avenue for the organizational research

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