Remote and on-site work stress severity during the COVID-19 pandemic: comparison and selected conditions

Abstract

The aim of the present study was to explore whether remote and on-site work stress during the COVID-19 pandemic was experienced with different severity. The second goal was to investigate stress conditions at both working modes. Material and Methods: The study involved 946 individuals working in the education system and BSS sector in different Polish organizations. The following tools were used: the Brief Scale of Vocational Stress by Dudek and Hauk, the Polish version of the scales to measure work-family conflicts by Grzywacz, Frone, Brewer and Kovner, Meyer and Allen's Affective, Continuance, and Normative Commitment Scales in the Polish adaptation by Bańka, Wołowska and Bazińska, the Satis faction with Job Scale by Zalewska. Results: The analysis of intergroup differences revealed that remote work stress severity was significantly lower than on-site work stress severity. The regression analyses proved that work-family conflict and job satisfaction were significant predictors of remote and on-site work stress. Continuance commitment positively predicted on-site work stress. Both models turned out to be statistically significant. The variables included in the models explained 39% and 35% of the variability of the remote work and on-site work stress, respectively. Conclusions: Remote work is associated with lower stress severity than on-site work. For both types of work, the higher the level of work-family conflict, the higher the level of stress severity, but the higher the job satisfaction, the lower the stress severity. Continuance commitment is positively related to on-site stress, which means that people who work for an organization and see no alternative feel more stressed. Such an effect was observed only in the case of on-site work. The study findings are discussed in light of previous research, and implications for organizational practice are considered.

The Work-Family Roles Dynamics during Home-Based Teleworking

“…Work-from-home employees had a higher level of work-family conflict than hybrid workers and those working from the office (Serdaroglu, 2021). Contrariwise, remote workers experienced lower levels of work-family conflict and family-work conflict in comparison to on-site workers (Chudzicka-Czupała et al, 2023).…”

Relationship between Job Satisfaction and Employee Performance in the Construction Industry of Pakistan

“…Employees who are knowledgeable about their jobs will perform better and be more productive (rewards, job security, and opportunities). A good job skills match is positively associated with (1) high levels of job and life satisfaction, (2) positive perceptions of the current job, and (3) health interference with work [60][61][62]. Table 11 shows that the model has six predicting variables with R 2 equal to 0.819, indicating that predictors explained 81.9% of the variance.…”

Work-related stress among bank employees: A bibliometric analysis of research trends and patterns

“…The available evidence suggests that there is a notable presence of workrelated stress among bank employees across the globe (Khalid et al, 2020;Kumar & Sundaram,2014;Mannocci et al, 2018;Petarli et al, 2015). Moreover, the COVID-19 pandemic adversely impacted bank employees and added to their psychological distress (Chudzicka-Czupała et al, 2023;Elsafty & Shafik, 2022;Rožman & Tominc, 2021;Yasmin et al, 2021). The importance of employee well-being within an organization's culture and values is crucial, as a strong relationship exists between employee performance and productivity and their overall health and well-being (Haddon, 2018).…”