Remote Work and Auditors’ Work-Life Balance: Disproportionate Impacts on Engagement Leaders

This study explores the relationship between remote work, employee productivity, and work-life balance, with a specific focus on the mediating role of work-life balance. Given the rise of remote work in various sectors, particularly in the IT industry, it becomes crucial to understand how remote work influences employee productivity and how work-life balance may play a central role in this relationship. A quantitative, cross-sectional design was used, surveying 110 IT professionals from Kathmandu Valley, Nepal. A pre-tested Likert scale questionnaire collected data, measuring variables such as work-life balance, employee productivity, and remote work. Descriptive analysis revealed that most respondents worked remotely (42.7%) or in a hybrid setup (37.3%). While the mean score for work-life balance (3.45) suggested a generally positive perception of remote work's role in balancing personal and professional lives, challenges like difficulty disconnecting and burnout were noted. Employee productivity ratings highlighted that work-life balance positively impacted productivity (mean = 3.83). The remote work factor demonstrated moderate satisfaction with tools, communication, and goal clarity but indicated areas for improvement, especially in technical support (mean for remote work = 3.55). Correlation analysis showed strong positive relationships between work-life balance, remote work, and employee productivity (p < 0.01). The study concludes that work-life balance acts as a key mediator between remote work and productivity, underscoring its importance in fostering an efficient remote working environment. Though employees report a generally positive view of remote work’s ability to provide flexibility, issues with communication and technical support may hinder overall productivity. Thus, improving these areas could maximize remote work's benefits.

With the growing shift toward remote and hybrid work environments, organizations face the challenge of maintaining strong organizational culture and employee engagement. This study is important because it explores how the unprecedented shift in work arrangements affects key aspects of organizational culture. Specifically, it analyzes the relationship between remote work and culture by examining factors like employee engagement, productivity, and satisfaction using a mixed-methods approach. Seventy full-time employees from various industries across the U.S. participated in the study. The results indicate a moderate decline in engagement and productivity after transitioning to remote work despite high satisfaction levels with flexibility and work-life balance. The results of the survey show that democratic leadership can help mitigate this decline. Productivity can suffer when employees become distracted or lose focus. The study underscores the importance of leaders promoting clear communication, providing customized support according to individual needs, and ensuring employees have the right tools available while working remotely.

Index

Objective: To examine the association between remote working and work-life balance with mediating effect of social support on work-life balance among migrated employees in Hyderabad Metro. The study was carried out by surveying the migrated employees who are working super markets, malls, IT industry and construction industry, and are from different states across India, working in Hyderabad city. The data were collected during May 2021 to May 2022. Method: The survey type of research adopted in this empirical study. The data were gathered using a questionnaire with 24 items for 3 constructs remote working with 12 items, social support 6 items, and work-life balance with 6 items. However, 5 items (2 from remote working, 1 from social support, and 2 from work-life balance) were dropped from the study because the outer loadings of the items were <0.5. Results: The reliability and internal consistency of the questionnaire were assed measuring Cronbach’s alpha and Split-half (odd-even) correlations which ranged from 0.80 to 0.92 indicating strong internal consistency and reliability. The data from a total of 301 correct responses were analyzed using structural equation modeling using IBM AMOS 28 version. The data normality was assessed with Shapiro Wilk’s test (p>0.05), The model fit indices demonstrated excellent model fit. There was a statistically insignificant (p>0.05) direct effect between remote working and work-life balance, while social support is fully mediating the work-life balance (p<0.001) of the migrated employees. The moderation analysis indicates statistically significant gender differences with the constructs remote working, work-life balance, and social support exhibiting statistically significant differences among the gender groups. The detailed results are presented in the manuscript. Conclusions: the study provides valuable insights into the impact of remote working on work-life balance and the role of social support as a mediating factor, in particular on migrated employees. The results can be used by companies to enhance their remote work policies and practices, thereby improving work-life balance and overall job satisfaction for their employees. Remote working has become an increasingly popular option for many workers in recent years, with the COVID-19 pandemic accelerating this trend.

This study aims to empirically examine the effect of work from home and work discipline on employee performance through work-life balances during the COVID-19 pandemic. The population of this study was all employees of the Bondowoso Regency BPKAD. Collecting data using a questionnaire. The results showed an effect of work from home on employee performance. There is an influence of work discipline on employee performance. There is an effect of work from home on work-life balance. There is a disciplinary effect on work-life balance. There is an effect of work-life balance on employee performance. There is an effect of work from home and work discipline on employee performance through work-life balance. Keywords: Work from Home, Work discipline, Employee Performance, Work-Life Balance, COVID-19 pandemic.

This study investigates the dynamics of remote work in the Information Technology (IT) sector, focusing on best practices, challenges, and future implications. Through a systematic literature review and content analysis, the study explores the key objectives, methodology, findings, and conclusions regarding remote work policies and technologies in the IT industry. The main objectives of the study include synthesizing insights into best practices for remote work, examining the future landscape of IT remote work, providing strategic recommendations for enhancing remote work policies and technologies, and identifying directions for future research in remote work dynamics. Methodologically, the study employs a systematic approach, utilizing reputable academic databases and search strategies to identify relevant literature. Inclusion and exclusion criteria are established to ensure the rigor and relevance of the selected articles, which are then subjected to data analysis using content analysis techniques to identify recurring themes and insights. Key findings from the study highlight the importance of clear communication, technological support, trust, and work-life balance in remote work environments. Challenges such as cybersecurity risks, team cohesion, and equity concerns are also identified. However, the study also emphasizes the promises of remote work, including increased flexibility, productivity, and talent retention. Based on these findings, strategic recommendations are provided for enhancing remote work policies and technologies in the IT sector, including investing in cybersecurity measures, implementing comprehensive training programs, and leveraging emerging technologies. The study concludes by highlighting the need for continued research in understanding the long-term impacts of remote work and effectively managing remote teams to foster inclusive and sustainable work environments in the digital age. Keywords: Remote Work, Information Technology (IT) Sector, Diversity And Inclusion, Work-Life Balance.

The Athirah Islamic School Foundation in Makassar is one of the institutions owned by Kalla Group that implement Work From Home (WFH) due to the Covid-19 Pandemic. Different from working from the office, the nature of work from home cause the imbalance between work and personal life (work-life balance) and also leads to an impact on employee performance. This study aims to prove the effectiveness of work from home on employee performance through the work-life balance of employees of the Athirah Islamic School Foundation in Makassar. This study was conducted in path analysis, where 75 employees taken as samples from 297 populations at the Athirah Islamic School Foundation in Makassar. The sampling technique used the proportionate stratified random sampling method. The data were collected by using interviews and questionnaires and then analyzed by using SPSS 20 version. This research shows that work from home has a positive and significant effect on employee performance. Work from home has a positive and significant effect on work-life balance. Work-life balance has a positive and significant effect on employee performance. Meanwhile, work from home has a positive and significant effect on employee performance through the work-life balance.

The novel coronavirus disease 2019 (COVID-19) pandemic shook the entire world. All sectors, industries, organisations, and more importantly, people were affected by multiple restrictions implemented by their respective governing bodies. Federal lockdowns and all the emerging laws and regulations associated with them have forced organisations worldwide to transition their operations to remote environments. The implications from the organisations’ perspective vary from leadership to management, structure to operations, and training and development to policy making. However, from the employees’ perspective, the implications vary from general well-being to work engagement, satisfaction to motivation, and followership to trust. Nonetheless, remote work has other implications, such as productivity, the impact of social distancing, work-life balance, and isolation concerns. Therefore, this article aims to present critical thinking and comprehensively analyse the existing literature on remote working, transformational leadership, and work engagement contexts. Theoretical and practical gaps are discussed, and recommendations for future research could contribute to our better understanding of remote leadership and its practical elements. Remote working environments are believed to be permanent working arrangements for many organisations and employees; hence, scholars and practitioners must explore them to further depths.

The aim of this study was to identify specific management practices that promote the psychological health of remote workers in the context of the COVID‐19 crisis. A two‐round Delphi study was conducted among 28 teleworkers and 22 managers. A list of 60 specific management practices was presented and participants had to identify whether each one could be used in the current remote working context and, if so, how useful it was to promote psychological health at work. Results indicate that most specific management practices usually used in a face‐to‐face setting can also be used in a remote context (85%). Practices that show consideration, establishing work structure, and allowing flexibility were also identified as the most useful to promote remote workers' psychological health during the pandemic. This study contributes to the advancement of knowledge about specific management practices, remote working, and crisis management. It also suggests specific practices that managers can adopt to promote the psychological health of their employees during a period of crisis, even while managing from a distance.

Some of these challenges experienced in our field are well described in a recent article published by NPR, “Time to Ditch Those Awful Zoom Calls, CEOs Say,” as many other fields experienced many of the same challenges https://www npr org/2020/10/14/923428794/from‐the‐folks‐who‐brought‐you‐boring‐meetings‐ceos‐want‐to‐ditch‐sterile‐zoom‐c Other workflow challenges that were exposed include the benefit of in‐person interactions that allow the immediate resolution of questions and complexities associated with patient care [ ]some argue that in‐person interaction is critical to the field in order to demonstrate the value imaging physics providers must reinforce to administrators [ ]given the circumstances of this transition, it was found that regular rounding and interaction with frontline healthcare workers provided important emotional support to overwhelmed essential medical staff at work The continuation of scholarship also depends on the continued publication of science Because scholarship related to COVID‐19 was in huge demand, JACMP publisher Wiley initially expressed concern in their ability to manage the throughput of unrelated articles

During the situation like Coronavirus COVID -19 pandemic that happened in 2020, forcing various banking companies to make adjustments and changes to their work system. The flexible working system is one of the most widely used, which has an impact on workers especially during this pandemic conditions. The impact of the change in work system in banking sector is interesting to study, especially since the banking industry in Indonesia still mostly uses conventional work systems. . This study aims to measure the impact of flexible working hours (FWH), remote working (RW), and work life balance (WLB) on employee job satisfaction in the banking industry during the pandemic. In this study, data were collected using quantitative, non-probability, purposive sampling methods via online questionnaires, which were distributed to employees in the banking sector during the pandemic period in Jabodetabek area. With total of 160 respondents who were used to perform analysis using the PLS-SEM method which was carried out with the SMART-PLS software. This study found that in pandemic conditions, achieving WLB conditions will have a positive impact on job satisfaction. The implementation of the RW system itself has a positive impact in helping to achieve the WLB conditions that are felt by banking workers in the Jabodetabek area, in contrast to the FWH system which does not have a similar effect on WLB. In addition, this study also provides an academic basis for the use of flexible working hour and remote working systems to increase job satisfaction, especially in the banking industry.

The COVID-19 pandemic led to an increase in remote work arrangements. While remote work has been praised for its flexibility, it is unclear how remote work affects work-life balance. This study examined the remote work practices and work-life balance of Southeastern Asia Union Mission (SEUM) Seventh-day Adventist employees, as well as those working in its subsidiary missions in Cambodia, Laos, Thailand, and Vietnam before and during the pandemic. A quantitative survey was administered to all 121 and mission office employees of SEUM. The online survey questionnaire explored demographics, pre-pandemic work experiences, during pandemic work-life balance experiences, and remote work satisfaction. The findings revealed a significant negative correlation (-.392, p < .01) between remote work and work-life balance for SEUM employees. Employees generally reported a decrease in work-life balance when working remotely as compared to their pre-pandemic work experiences. Interestingly, strong organizational communication regarding remote work policies was associated with higher remote work satisfaction. This study offers valuable insights about the need to create a supportive work environment for remote employees. Recommendations include prioritizing clear communication, investing in employee well-being initiatives, and conducting further research to inform long-term remote work strategies.

In recent years, the work-life balance concept gained more importance among businesses to have efficient and high-performance employees. These businesses developed various policies to ensure work-life balance. In this sense, the Covid-19 pandemic that emerged in China in 2020 and impacted the whole world in a short time also had an impact on the business world. The majority of the businesses decided to shift to a remote working model for employees that met the requirements since individuals need to stay away from crowded spaces to prevent the spread of the pandemic. Ensuring work-life balance became more important with remote working. The employees struggle to create a work-life balance since there is no distinct border between home and work. At the same time, it can be seen that employees have different perspectives according to their psychological capital level. Therefore, psychological capital is one of the factors that impact the work-life balance. In this study, the relationship between employees’ remote working and work-life balance is investigated with the mediator role of psychological capital in this relationship. The analysis conducted within this study investigated whether the work-life balance of employees applying a remote working model changed according to their psychological capital. In the research, a questionnaire was applied as a quantitative data collection method. SPSS 26.0 is used in data analysis for this study. It has been revealed that the relationships between remote work and the work-life balance of employees with high psychological capital are positive and significant.

Current Trends in Remote and Flexible Work Options in Radiology and Perception of Impact on Radiologist Well-being.

Nowadays, loyalty is rooted in an employee’s commitment to the organisation and involvement in its activities and is described as a belief in organisational goals and values. However, when the Covid-19 pandemic overwhelmed not only Latvia but the whole world, it became crucial to find out how personnel felt at a time when their office to home (where before 2019, all the work-related stress was left behind) and when the world was restricted to homes. While working remotely from home instead of office, the work-life balance gets easily disturbed. The present study attempts to answer the following questions: What type of loyalty does predominate among employees working remotely? What factors affect the work-life balance of the employees during remote working? Is there any correlation between personnel loyalty and work-life balance during remote working? Findings of various studies on loyalty, work-life balance, types of remote work, and its advantages/disadvantages, with an emphasis on work-life balance during remote working, are summarised in this article. Two surveys were conducted for the study: a survey on loyalty to the organisation and a survey on work-life balance during remote working. The study involved 103 full-time employees from the manufacturing industry who performed their work remotely. Results of the study show that employees represent a vital resource, and remote working is one of the new forms of employment created by digitalisation that will steadily enter and take root in the labour market. The main problems highlighted by the results of the study includes the workload, which most directly affects the work-life balance and has been noted by 70% of the respondents; the lack of managers’ understanding; and employers’ negative attitude towards the staff absence. The results of the study highlight the need for more detailed research on remote working, and for development of guidelines or recommendations on promoting a work-life balance.