Exploring differences in the subjective well-being of teleworkers prior to and during the pandemic

Abstract

PurposeThis study aims to find out the differences in the employee well-being of teleworkers in Hungary prior to and during the pandemic restrictions and explores whether the differences stem from (1) the presence of children or (2) the changes in the telework situation (freely chosen or forced by pandemic restrictions).Design/methodology/approachAs the first step of this study of office workers, the authors created a “one working day” measure within the conceptual framework of positive psychology that is suitable for comparing the well-being factors experienced in various work environments. The survey was completed by two independent samples: 52 office workers regarding home office before the appearance of the virus in Europe (Phase 1) and 152 office workers during the first wave of the COVID-19 pandemic in Hungary (Phase 2).Findings This research reveals that teleworking during the pandemic has increased irritability and tension for all teleworkers, but the stress levels, the overall subjective well-being and the level of engagement were significantly affected only in the case of those teleworkers who raise small children. Despite the overlapping responsibilities of parents, their work-related sense of accomplishment did not change during the COVID-19 lockdown. The forced home office setup may, however, entail the strengthening of co-worker relationships in the online space.Originality/valueBy understanding the relationship between well-being predictors and the changes in the situation of remote working, the results may help develop intervention programs to promote employee well-being in challenging times.

Bringing risk back in: managers' prioritization of the work environment during the pandemic

“…Another managerial challenge with remote work was the lack of social relations. To promote the organizational and social work environment some managers increased the amount of communication and support to reduce isolation and loneliness, but also to prevent work overload and overtime, similar to what was noted by Pataki-Bittó and Kun (2022). Working from home may thus include both advantages and risks as found in the study by Ipsen et al.…”

Remote work’s impact on well-being: longitudinal analysis and the influence of gender, household size and childcare

“…Previous studies revealed that among people living in larger households or with a child/children under the age of 12, remote work was associated with family-to-work conflict (Golden et al. , 2006) and lower subjective well-being (Pataki-Bittó and Kun, 2022). Taken together, these findings may indicate that living in larger households or with a child/children under the age of 12 may also have potentially positive effects which can compensate for the negative effects.…”

Building a caring workplace: how managerial caring and perceived insider status shape subjective employee well-being

“…Moreover, to our knowledge, no study has explored the impact of perceived insider status (PIS) on the relationship between MAC and SEW. Additionally, until recently, research had seldom focused on the emotional experiences and subjective well-being of employees (Charalampous et al, 2019;Pataki-Bitt o and Kun, 2022). For instance, health professionals have the knowledge, tools, and resources to enhance SEW within changing work conditions, an area needing increased focus (Jeske, 2022).…”