Wellbeing and Work Design in Brazilian Teleworkers

Abstract

Studies suggest that work characteristics may be related to workers’ wellbeing. However, little is known about how these work characteristics may influence telework wellbeing in the face of the long period of social isolation and restrictions imposed by COVID-19. This study aimed to relate work characteristics in remote work to wellbeing using a two-stage multi-method approach. The general hypothesis is that different work characteristics will be organized into different groups and related to wellbeing. In Step 1, 108 teleworkers who participated in compulsory telework conditions answered the Work Design Questionnaire (WDQ) and Wellbeing at Work scale. A cluster analysis was conducted in which two clusters emerged based solely on their valence. The variables that contributed most to the cluster were: feedback from the job, social support, problem-solving, and decision and execution autonomy. Cluster 1 aggregated higher scores on work characteristics, and Cluster 2, lower scores. Cluster 1 presented significantly higher scores on wellbeing. In Step 2, 27 of these workers were blindly interviewed. Five classes of words emerged from the interviews: Class 1 – wellbeing, Class 2 – work dissatisfaction lexicon, Class 3 – role clarity, Class 4 – job demands, and Class 5 – job resources, including receiving feedback, conversations, praise, and support. Chi-square analysis suggests significant differences in classes 2, 3, 4, and 5. Cluster 1 appears more frequently in the role clarity class and less frequently in the work dissatisfaction and job demands classes. Cluster 2 is more frequent in the job dissatisfaction and job demands classes, however, less frequent in the job resources class. Class 1 shows no significant difference. These results partially support the general hypothesis that different work characteristics will be organized into different clusters and related to the teleworker’s wellbeing, but in the sense that it prevents suffering but does not necessarily promote wellbeing. The results contribute to the understanding of the relationship between work characteristics and wellbeing during the pandemic by using a different methodological approach, describing that work feedback, social support, skill variety, and problem-solving are the most significant in differentiating the perception of the groups. Social support and feedback from the job differentiate cluster 1 from cluster 2, but social support is not able to increase wellbeing, unless buffering unwellness.

New Work Poses New Challenges—The Importance of Work Design Competencies Revealed in Cluster Analysis

“…Future studies could examine the extent to which WDC is associated with different work characteristics (e.g., social support, autonomy) and which manifestations of work characteristics support employees in utilizing and strengthening their individual WDC. In a recent study by Mishima-Santos et al [ 25 ], the authors investigated the patterns between work characteristics of remote work and employee wellbeing. Among others, the variables decision and execution autonomy made the greatest contribution to the clusters [ 25 ].…”

How Do Teleworkers and Organizations Manage the COVID-19 Crisis in Brazil? The Role of Flexibility I-Deals and Work Recovery in Maintaining Sustainable Well-Being at Work

“…Still, it is possible to discuss the directions of the relationships. Study 1 reflects that the beginning of the pandemic (2–3 months into the pandemic in Brazil) was hard, but at the same time, those who could work from home considered their privileges over those who were unable to do it [ 43 , 77 ]. In addition, the uncertainty [ 3 ] was more widespread than in Study 2.…”

“…In any event, hedonic well-being, understood as emotions, decreased in Brazil last year [ 2 ]. We knew that, in general, the Brazilian organizations showed little or no practical support to work from home [ 43 , 78 ]. Thus, people adapted to the situation and, after one year, things changed, hence the result.…”

“…The inability to assess outcomes at other sources limits the extension of the results. Future research should explore the mechanisms behind the relation between work arrangements, outcomes, and personal resources through the lens of more than one source [ 43 , 57 ]. Recent studies on telecommuting as a function of COVID-19 have shown interesting relationships between perceived job characteristics and procrastination and how both predict well-being and performance [ 84 ].…”

“…Workers value how and when to work more than ever. There is some evidence that flexibility i-deals have been established by some teleworkers in the pandemic environment in Brazil [ 43 ].…”