Teleworking in times of a pandemic: An applied study of industrial companies

Abstract

The purpose of this study is to determine the effect of teleworking on self-reported job satisfaction and workers’ productivity in the context of the COVID-19 pandemic. A survey was administered to 331 teleworkers belonging to industrial companies, whose data were analyzed with a PLS-SEM structural equation model. The results indicate that communication with coworkers, time spent teleworking, and workplace suitability positively affect self-reported productivity, while trust on the part of supervisors and workplace suitability positively affect job satisfaction. On the other hand, work-family conflict negatively affects job satisfaction and self-reported productivity, whereas communication with coworkers, support from supervisor and time spent teleworking have no significant effect on job satisfaction. This study provides relevant information for industrial organizations to improve the job-satisfaction and productivity in large scaled teleworking contexts, as should have been implemented during the mandatory preventive isolation due to the health crisis related to the transmission of SARs-CoV-2.

Part-time or full-time teleworking? A systematic review of the psychosocial risk factors of telework from home

“…The fact workers of the companies were in the same situation may have promoted greater affect via social support during remote working between workers and supervisors. Similar results were mentioned by Becerra-Astudillo et al (2022), (p. 1). These authors observed that "communication with coworkers, time spent teleworking and workplace suitability positively affect self-reported productivity while trust on the part of the supervisors positively affect job satisfaction.…”

“…The relationship of family distractions, lifestyle choice, role overload and operational discomfort with life satisfaction, respectively, was sequential and positively mediated by distress and job performance (Kumar et al, 2021). Negative effects of work-family conflict also affect job satisfaction and self-reported productivity, according to Becerra-Astudillo et al (2022).…”

Psychosocial job characteristics comparison between work from home and work in the office: a study from the pandemic onwards

“…In tandem with numerous studies (Barbieri et al, 2021;Ipsen et al, 2021;Lee, 2021;Becerra-Astudillo et al, 2022;Antunes et al, 2023;Demerouti and Bakker, 2023;Kruyen et al, 2023), our study illuminates the enduring impact of job demands, such as increased social isolation, while emphasizing the crucial role of organizational and individual resources in alleviating stress and enhancing job satisfaction. It is also essential to consider the complex interaction between the factors of the JD-R model during crises, like the COVID-19 pandemic, as elucidated by Demerouti and Bakker (2023).…”

“…For many, WFH proved particularly difficult owing to the lack of equipment, performancerelated limitations, and lower social support from colleagues and managers (Ipsen et al, 2021;Lee, 2021). These factors coupled with a lack of organizational support can lead to reduced wellbeing and productivity among workers (Ipsen et al, 2021;Becerra-Astudillo et al, 2022;Mihalache and Mihalache, 2022).…”

“…Conversely, in the home office, deliberate efforts are required to connect with colleagues and supervisors. Various studies (Ipsen et al, 2021;Lee, 2021;Becerra-Astudillo et al, 2022;Kruyen et al, 2023) have highlighted a reduction in social resources and support during WFH. However, these studies have often compared telecommuters with office-based workers, or have linked telecommuters' experiences with only specific outcomes, thus lacking a direct comparison between participants' home and office workplaces.…”