Telecommuting and Employee Productivity: Mediating Role of Work-Family Conflict and Autonomy

Jaafar, Noor Aini; Rahim, Ramita Abdul

doi:10.3390/proceedings2022082084

Cited by 9 publications

(8 citation statements)

References 43 publications

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“…None of the work-family conflict factors were related to the number of children of the participants, which disagrees with previous studies [16,17]; however, the age of the children could be a confounding variable, because, in a previous study, work-family conflict was positively associated with having school-age children [5]. In this regard, in this study, the average ages of the sons/daughters were between the stages of puberty, adolescence, and adulthood; therefore, possibly because they were no longer dependent on their parents, the number of sons/daughters is not associated with the work-family conflict, so H 4 is rejected in mathematics [48].…”

Section: Discussionmentioning

confidence: 57%

“…There is evidence that work-family conflict is directly related to the number of children [16,17] and dependence on older relatives [16,47]. In addition, the inflexible hours of teaching work and the remote modality of work are added, where work and family demands converge, which could be counterproductive [48] since it is not possible to reconcile personal and professional interests [49]. In this sense, the evidence suggests the following hypotheses.…”

Section: Conceptualization and Hypothesis Formulationmentioning

confidence: 99%

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Internal Structure of the Work–Family Conflict Questionnaire (WFCQ) in Teacher Teleworking

Santa-Cruz-Espinoza

Chávez-Ventura

Domínguez-Vergara

et al. 2023

IJERPH

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The interference between family and work roles has led to the development of scales for their measurement. However, instrumental studies of work–family conflict have not been conducted in the context of teacher teleworking during the COVID-19 pandemic. For this reason, the objectives of this study were set to obtain evidence of the internal structure and fairness of the Blanch and Aluja Work–Family Conflict Questionnaire, as well as its association with job satisfaction and other sociodemographic variables. A total of 235 Peruvian school teachers between the ages of 24 and 72 years (M = 43.79 and SD = 9.67) responded to the scale using the online form. The analysis employed the non-parametric item response theory modeling (Mokken scaling analysis). The structure of two correlated factors was confirmed: work conflict in the family (WCF) and family conflict in the work (FCW). Both dimensions were invariant with respect to sex group and educational level. The association of both dimensions with job satisfaction was theoretically convergent, and the gender of the teachers slightly moderated this relationship. The reliability was adequate for group research. Finally, the instrument can be useful in the organizational context of teachers who telework.

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Section: Discussionmentioning

confidence: 57%

Section: Conceptualization and Hypothesis Formulationmentioning

confidence: 99%

Internal Structure of the Work–Family Conflict Questionnaire (WFCQ) in Teacher Teleworking

Santa-Cruz-Espinoza

Chávez-Ventura

Domínguez-Vergara

et al. 2023

IJERPH

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“…Autonomy is a driver of employee engagement even before the COVID-19 pandemic, where previous studies have denoted a strong relationship between these two constructs (Amabile & Kramer, 2011;Christian et al, 2011;Deci & Ryan, 1985). Studies by Jaafar and Rahim (2022), Jamal et al (2021) and Mehta (2021) found that during WFH, employees had greater levels of freedom in deciding on the timing and methodology of performing their work tasks and experienced greater levels of autonomy which ultimately, enhanced their engagement levels.…”

Section: Autonomymentioning

confidence: 96%

Employee engagement at a private higher education institution during the COVID-19 pandemic

Cassim,

Botha,

Botha

et al. 2024

SA Journal of Human Resource Management

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Orientation: During the coronavirus disease 2019 (COVID-19) pandemic, organisations, including higher education institutions, had to shift their thinking regarding traditional work models to new ones conducive to the lockdown.Research purpose: This study investigated employees’ levels of engagement during work-from-home (WFH) within a private higher education institution in South Africa in the context of the COVID-19 pandemic.Motivation for the study: While some studies have looked at the effect of WFH on employee engagement, few studies could be located that look at this phenomenon within a private higher education setting.Research approach/design and method: This study adopted the positivistic research paradigm using a quantitative research approach. The target population included 133 personnel. Total population sampling was used, and the data were collected by administering an online survey using the 17-item Utrecht Work Engagement Scale (UWES). Descriptive statistics, confirmatory factor analysis (CFA), independent sample t-tests, analysis of variance (ANOVA) and effect sizes were used to analyse the data. A satisfactory response rate of 79% was realised.Main findings: The study found that despite the difficulties and anxieties brought about by the radical shifts to WFH, the personnel could still thrive and show high levels of engagement. This was attributed to positive drivers of engagement such as autonomy, psychosocial safety, convenience, social union, and most importantly, organisational support.Practical/managerial implications: Work-from-home is regarded as a viable work arrangement for the foreseeable future. Private higher education should take note of the suggestions put forward to improve, sustain and manage employee engagement successfully.Contribution/value-add: This study contributes to the body of knowledge surrounding employee engagement in the WFH context within the private higher education sphere.

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“…This study categorises telework into two types: metaverse telework and non-metaverse telework. The distinction is based on the important role of information and communication technology (ICT) in telework, as well as the increasing number of enterprises that are using metaverse offices, made feasible by recent breakthroughs in ICT (Jaafar & Rahim, 2022).…”

Section: Definition Of Telework or Telecommutingmentioning

confidence: 99%

The Intention of Employee’s Relocation from Urban to Rural Area in China: The Practices of Telework within Metaverse Implementation

Longgang,

Zihan,

Kunyu

2024

DREAM

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The surge in telecommuting during the COVID-19 pandemic is a recent and noteworthy development that could potentially influence patterns of population mobility. In order to limit the transmission of Covid-19, the movement restriction was implemented in the whole world. It involves the shutdown of all government and private sectors, save for those that offer essential services. Concurrently, governmental implementation of social distancing measures has led to the increased utilisation of information and communication technology (ICT) for remote cooperation in professional settings. Consequently, a large portion of Chinese were required to work remotely from their homes during this crisis in order to ensure the safety of employees and sustain economic activity. This has led to a significant rise in telework throughout Asia, Europe, and the United States. The primary objective of this research paper is to discuss the existing knowledge on telework practices and the emerging trend of metaverse in the application of human resource policies in private sectors in China. The study aims to examine the influence of metaverse telework and non-metaverse telework on an employee's inclination to move from an urban to a rural location. This study has been established the conceptual framework which constructed three variable which are Employee’s Intention for Relocate of Residency as endogenous variable, while metaverse telework and non-metaverse telework as exogenous variable. This produced conceptual framework backed by the theory of reason action (TRA) and expected to gather the data via questionnaire from the employees in private sectors in China.

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Telecommuting and Employee Productivity: Mediating Role of Work-Family Conflict and Autonomy

Cited by 9 publications

References 43 publications

Internal Structure of the Work–Family Conflict Questionnaire (WFCQ) in Teacher Teleworking

Internal Structure of the Work–Family Conflict Questionnaire (WFCQ) in Teacher Teleworking

Employee engagement at a private higher education institution during the COVID-19 pandemic

The Intention of Employee’s Relocation from Urban to Rural Area in China: The Practices of Telework within Metaverse Implementation

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