In response to the COVID-19 pandemic, organisations across the world have been adopting different strategies, including remote working (RW), to continue with their normal routines. However, little is known about the impact of RW strategy on task innovativeness, organisational performance, and employees’ continuance intention to remote work post-COVID-19. Using a variant of the resource-based view and the antecedent-behaviour-consequence models, data was collected from a total of 643 employees in the United Kingdom (UK) and Ghana; and analysed using structural equation modelling (Study 1). The results showed and confirmed a positive effect of RW strategy, information systems (IS) resource availability and capabilities on employees’ task innovativeness leading to improved organisational performance. Further, interviews were then conducted with 22 participants from Ghana and the UK (Study 2) to understand the reasons for the outcomes in Study 1. These provided a basis for employees’ continuance intention to remote work. The need to upgrade the current levels of IS resources to support job redesign and responsive workaround in times of uncertainty is highlighted for the consideration of businesses, organisations, and policymakers.

为了应对 COVID-19 大流行，世界各地的组织一直在采取不同的策略，包括远程工作 (RW)，以继续正常的日常工作。然而，人们对 RW 策略对任务创新性、组织绩效以及员工在 COVID-19 后继续远程工作的意愿的影响知之甚少。使用基于资源的观点和前因行为后果模型的变体，从英国 (UK) 和加纳总共 643 名员工收集了数据；并使用结构方程模型进行分析（研究 1）。结果显示并证实了 RW 策略、信息系统 (IS) 资源可用性和能力对员工任务创新性的积极影响，从而提高组织绩效。此外，我们还对来自加纳和英国的 22 名参与者进行了访谈（研究 2），以了解研究 1 中结果的原因。这为员工继续远程工作的意愿提供了基础。企业、组织和政策制定者需要考虑升级当前的信息系统资源水平，以支持不确定时期的工作重新设计和响应性解决方案。