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The Corona pandemic has accelerated the growing trend for organizations to adopt so-called new ways of working, including practices such as conducting meetings and teachings through video conferencing, working from home, when commuting or in co-working spaces as well as hot desk arrangements, agile methods and holocratic structures. What seems to unite these empirical phenomena is the fact that they grant organizational members intentionally increasing discretion in terms of what to work on (autonomy to set priorities), when to work (temporal autonomy) and where to work (spatial autonomy). However, most of our received wisdom of organizational theories and concepts relies on the implicit premise of a 9-5-fixed-desk-clear-hierarchy work environment. As organizational scholars, we thus seem to be witnessing a substantive shift in our 'object of inquiry' that we have yet to fully understand empirically …