Conceptual Review on the Role of Self Efficacy in influencing Work Life Balance of Telecommuters

Abstract

Background: Work-from-home (WFH) has become a more common alternative work arrangement to reduce the risk of COVID-19 infection amidst pandemic. Although WFH was a fantasy for many employees prior to the pandemic and offered some advantages, it has proven to be a difficult work arrangement for most telecommuters during this pandemic situation. Objective: Considering the challenges experienced by telecommuters and to improve their well-being, this article reviews some of the challenges experienced by telecommuters in a pandemic situation. The impact of personal resources such as self-efficacy and flow on Work Life Balance (WLB) were also reviewed. Besides that, influential WLB theories were also reviewed. Design: Relevant work life balance and well-being articles published before and after the pandemic between 1990 to 2021 were identified for review using appropriate keywords. Results: WFH has many benefits, but when implemented in a forced manner in a pandemic situation, employees experienced blurred boundaries, leading to poor WLB. Resources such as self-efficacy and flow can help telecommuters deal with this unprecedented crisis in a more regulated, calm and positive manner. Review of theories and literatures contributed to the development of a Crisis Induced Resources and Balance/Conflict Framework. Conclusions: Pandemic situation has worsened work life balance of telecommuters who struggle in creating and maintaining the boundary between work and home. However, telecommuters can learn to regulate themselves more effectively and manage their boundary with others. Government and companies can communicate better WFH guidelines, policies and also show support to their workers during this crisis.

Supervising Self-Efficacy During the Home Office Using Management Control Systems

“…The answer to the third research question is summarised in the next paragraph: Modern research focuses on the study of self-efficacy during working from home (Carillo, Cachat-Rosset, Marsan, Saba, Klarsfeld, 2021;Cernas-Ortiz and Wai-Kwan, 2021;Kovács and Kálmán, 2021;Vyas and Butakhieo, 2021;Adams-Prassl, Boneva, Golin and Rauh, 2020;Dingel and Neiman, 2020;Yu and Wu, 2021;Wang, Liu, Qian, and Parker, 2020;Barbieri, Balia, Sulis, Cois, Cabras, Atzara and De Simone, 2021;Chandrasekaran, Halim, Sulaiman and Abdullah, 2021), highlights various findings and possibilities:…”