中文导读 波士顿学院卡罗尔管理学院学者 Vanessa M. Conzon 于2026年10月16日在 The Conversation 撰文介绍一项长期研究：一家专业服务公司从以到岗为主转为大多远程办公后，同事往往更愿意坦诚相处，心理安全感上升，也更容易在工作与生活事务上互相支援。研究含275次访谈与约330小时观察，同行评议后发表于《Organization Science》。本文说明主要发现、机制与适用边界。
正文 Many people worry that working from home will weaken ties among colleagues . On October 16, 2026, Boston College management scholar Vanessa M . Conzon wrote in The Conversation about a long study that points the other way . After a professional services company moved from mainly office work to mostly remote work , staff often became more open with one another — not less .
本段译文 许多人担心在家办公会削弱同事之间的联系。2026年10月16日，波士顿学院管理学者 Vanessa M. Conzon 在 The Conversation 撰文介绍一项指向相反方向的长期研究。一家专业服务公司从以办公室为主转为大多远程办公后，员工往往彼此更加坦诚——而不是更疏远。
Conzon followed the firm for years before and after the shift . Her findings were peer reviewed and published in Organization Science . The project includes interviews and about 330 hours of observation . As of August 2026, the U .S . Bureau of Labor Statistics still reported that 36% of American workers in management professional and related jobs did at least some work from home .
本段译文 Conzon 在转型前后多年跟踪这家公司。她的发现经过同行评议，发表于《Organization Science》。项目包括275次访谈和约330小时观察。截至2026年8月，美国劳工统计局仍报告：管理、专业及相关职业中，36%的美国劳动者至少部分在家工作。
In the office , many people mainly saw one another as work roles . Some were afraid to say they needed to leave early to help a parent , or that they were exhausted from caring for young children . Once teams met by video from home , small details of daily life entered the picture : a child’s voice , a pet walking past the camera , a spouse saying hello , photos of meals in chat channels . Workers said they learned about colleagues more quickly and more deeply than before .
本段译文 在办公室里，许多人主要把彼此看作工作角色。有人不敢说需要提前离开去照顾母亲，也不敢说因照料幼儿而精疲力尽。团队改为在家视频开会后，日常生活的细碎画面进入视野：孩子的声音、镜头前走过的宠物、配偶上前打招呼、聊天频道里孩子与饭菜的照片。员工表示，他们比以往更快、也更深入地了解了同事。
Psychological safety means feeling able to take an interpersonal risk at work — admitting a mistake , asking for help , or raising a problem — without harsh judgement . Over time , remote work seemed to raise that sense for many people in the study . They became less afraid to talk about how personal and professional lives meet . One person said that , after the move , a colleague might admit a breakup and ask for a day to recover — something that would have felt unsafe before .
本段译文 心理安全感是指在工作中敢于承担人际风险——承认错误、求助或提出问题——而不担心遭到严厉评判。随着时间推移，远程办公似乎提升了许多受访者的这种感受。他们不那么害怕谈论个人生活与职业生活的交界。有人说，公司远程后，同事可能会承认分手并请一天恢复——这在以前会显得不安全。
Sharing also led to more practical support . When one worker’s father fell ill , a teammate took over shared tasks so care could continue and the work would not stall . People with different ages , family situations , and genders reported similar gains . Sharing more helped them learn more about others , which further strengthened psychological safety
本段译文 分享也带来了更实际的支持。当一名员工的父亲生病时，队友接手了原本共同的任务，使他能继续照顾家人，工作也不至于停摆。不同年龄、家庭状况与性别的人都报告了类似收获。分享越多，对他人了解越多，心理安全感也进一步增强。
The study does not claim that every remote team will grow closer in the same way . It does suggest that time away from the office is not only a social cost . In this firm video meetings and chat made whole people more visible , and that visibility helped colleagues coordinate work while also supporting nonwork needs . Employers who treat remote days only as lost hallway talk may miss a quieter benefit : a chance for workers to know one another better .
本段译文 研究并不声称每个远程团队都会以同样方式变得更亲近。它确实提示：离开办公室的时间并不只是社交成本。在这家公司，视频会议与聊天让“整个人”更可见，而这种可见性帮助同事协调工作，也支持非工作需要。若雇主只把远程日当作失去走廊闲聊的损失，可能忽略一个更安静的好处：员工有机会更好地认识彼此。
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