Abstract
Due to the COVID-19 pandemic, telework has been adopted extensively as a way to ensure business continuity. However, its effects on important employee outcomes such as work productivity, job performance, and satisfaction are unclear. The purpose of this study was to investigate whether the factors previously identified as important determinants of telework effectiveness are also relevant in the context of the pandemic. Drawing on Baruch and Nicholson’s Model of Teleworking, the relationship between individual, home/family, job, and organizational factors and adjustment to telework during COVID-19 was examined. Survey data was collected from 482 employees who worked from home on a full-time basis during the pandemic. Results indicated that individual factors (i.e., self-management tactics) and home/family factors (i.e., the need for adequate telework conditions) are important predictors for employee productivity, performance and satisfaction while teleworking during COVID-19. Furthermore, workload (i.e., job factor) was a significant predictor for work productivity and satisfaction with telework. Surprisingly, organizational support for teleworking was not related to any of these outcomes. Implications for research and practice concerning telework during the pandemic are discussed. © 2021, Amfiteatru Economic. All Rights Reserved.
Highlights
Due to the global outbreak of COVID-19, teleworking has increased tremendously as many employees have been compelled to stay home (Kniffin, et al, 2020; Wang, et al, 2021)
The present study extends the literature on teleworking during COVID-19, by exploring the situational and individual factors that influence the indicators of adjustment to telework, that is, perceived work productivity, job performance, and satisfaction
The results indicated that home/family factors and individual factors are important predictors for all three indicators of adjustment to telework during COVID-19
Summary
Due to the global outbreak of COVID-19, teleworking (known as telework, work from home, remote work, telecommuting) has increased tremendously as many employees have been compelled to stay home (Kniffin, et al, 2020; Wang, et al, 2021). With respect to teleworking under normal circumstances, several studies have found positive effects of this practice on work productivity, job performance, job satisfaction, organizational commitment, and retention (Gajendran and Harrison, 2007; Martin and MacDonnell, 2012). These beneficial effects of telework for employees and organizations are attributed to increased flexibility and autonomy, lower work-family conflict, lack of interruptions and improved concentration, among others (Golden, 2009; Allen, et al, 2015). There is evidence regarding the drawbacks associated with telework such as social and professional isolation, career stagnation, increased family-work conflict due to the blurred boundaries between work and private life (Gajendran and Harrison, 2007)
Sign-in/Register to view highlights & summary Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
