Intensity of Home-Based Telework and Work Engagement During the COVID-19 Pandemic

Nagata, Tomohisa; Nagata, Michio; Ikegami, Kazunori; Hino, Ayako; Tateishi, Seiichiro; Tsuji, Mayumi; Matsuda, Shinya; Fujino, Yoshihisa; Mori, Koji

doi:10.1097/jom.0000000000002299

Cited by 27 publications

(24 citation statements)

References 22 publications

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“…To our knowledge, no empirical studies have examined the effects of teleworking specifically on both employees' work engagement and intention to quit during the COVID-19 pandemic. One study established that high-quality telework (e.g., agile workplaces, virtual leadership) was associated with higher work engagement during the pandemic [38]; however, different results were obtained in a study conducted by [39], which found that high intensity telework was not associated with work engagement during the pandemic. We were also able to locate a study that concluded that among employees who worked from home during the COVID-19 pandemic in Japan, an increase in sleep hours, effective interactions with supervisors, and working less than 40 hours a week were associated with high work engagement [8].…”

Section: The Role Of Teleworkingmentioning

confidence: 97%

Teleworking, Work Engagement, and Intention to Quit during the COVID-19 Pandemic: Same Storm, Different Boats?

Parent-Lamarche

2022

IJERPH

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The ability to retain and engage employees is now, more than ever, a major strategic issue for organizations in the context of a pandemic paired with a persistent labor shortage. To this end, teleworking is among the work organization conditions that merit consideration. The purpose of this cross-sectional study is to examine the direct and indirect effects of teleworking on work engagement and intention to quit, as well as the potential moderating effect of organizational and individual characteristics on the relationship between teleworking, work engagement, and intention to quit during the COVID-19 pandemic, based on a sample of 254 Canadian employees from 18 small and medium organizations. To address these objectives, path analyses were conducted. Overall, we found that teleworking, use of emotion, skill utilization, and recognition appear to be key considerations for organizations that wish to increase work engagement and decrease intention to quit, in the context of a pandemic paired with a labor shortage. Our results extend the literature by revealing the pathways through which teleworking, use of emotion, skill utilization, and recognition are linked to work engagement and intention to quit, and by suggesting specific interventions and formation plans that are needed.

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Section: The Role Of Teleworkingmentioning

confidence: 97%

Teleworking, Work Engagement, and Intention to Quit during the COVID-19 Pandemic: Same Storm, Different Boats?

Parent-Lamarche

2022

IJERPH

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“…34,35,54 However researches on work engagement is scarce. 29,32 This study explores the relationship between home-based telework and work engagement during the COVID-19 pandemic. The findings will enrich the literature on home-based work and work engagement.…”

Section: Conclusion Theoretical Contributionsmentioning

confidence: 99%

“Who Knows Me Understands My Needs”: The Effect of Home-Based Telework on Work Engagement

Xiao¹,

Wang²,

Zhang³

et al. 2023

PRBM

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Based on the affective event theory and the theoretical framework of "work environment features-work events-emotional responses-work attitude", this study aims to explore how and when home-based telework negatively affects work engagement by focusing on the dual chain mediating paths of "workplace isolation-negative emotion" and "telepressure-negative emotion", and the moderating role of family-supportive leadership. Methods: A questionnaire survey was used to collect 276 self-reported responses from employees with home-based telework experience in China. Findings: (a) Home-based telework indirectly and negatively affects work engagement through the mediating chain of "workplace isolation-negative emotion"; (b) Home-based telework indirectly and negatively affects work engagement through the mediating chain of "telepressure-negative emotion"; (c) Family-supportive leadership negatively moderates the chain mediating effect of "workplace isolation-negative emotion" and "telepressure-negative emotion" between home-based telework and work engagement. In other words, the higher the level of family-supportive leadership, the weaker the negative effect of home-based telework on work engagement. Originality/Value: This study sheds additional light on the relationship between home-based telework and work engagement by constructing the influence mechanism model of home-based telework on work engagement, in which "workplace isolation-negative emotion" and "telepressure-negative emotion" act as chain mediators, and family supportive leadership as moderator. This study enriches the literature on home-based telework. Practical Implications: The findings indicates that home-based work has indirectly and negatively effects on work engagement through dual chain mediating paths of "workplace isolation-negative emotion" and "telepressure-negative emotion". However, family-supportive leadership can weaken this negative influence. Therefore, organizations need to cultivate family supportive leadership.

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“…A cross-sectional analysis of the data from this project showed that high-frequency WFH (≥4 days per week) was associated with high job control and low subjective psychological stress in the early stages of the COVID-19 epidemic (Ikegami et al, 2022 ). However, those with medium-frequency WFH (WFH for 2–3 days per week) or low-frequency WFH (WFH between 1 d per week and 1 d per month) had higher work engagement compared to those who worked exclusively in the workplace (Nagata et al, 2021b ). In these cross-sectional studies, WFH was suggested to be associated with good mental health among workers.…”

Section: Introductionmentioning

confidence: 99%

Job stress and work from home during the COVID-19 pandemic among Japanese workers: a prospective cohort study

Ikegami

Ando

Mafune

et al. 2023

Health Psychology and Behavioral Medicine

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Objectives The work style reforms and the coronavirus disease pandemic in Japan have prompted efforts toward teleworking, mainly work from home (WFH). This study aimed to prospectively evaluate the impact of WFH on job stress among Japanese workers. Methods This online survey-based prospective cohort study was conducted from December 2020 (baseline) to December 2021 (1-year follow-up) using self-administered questionnaires. At baseline, 27,036 participants completed the questionnaires, whereas 18,560 (68.7%) participated in the 1-year follow-up. After excluding the 11,604 participants who left or changed workplaces within 1 year or who were physical laborers and hospitality workers, data from 6,956 participants were analyzed. We asked participants about WFH frequency at baseline and conducted a follow-up using the Brief Job Stress Questionnaire (BJSQ). Participants were divided into four groups according to WFH frequency. The odds ratios of poor states of the association of the four subscales (job demand, job control, supervisor support, and coworker support) determined by the BJSQ with WFH frequency were estimated using a multilevel logistic model. Results In both the gender–age adjusted and multivariate models, compared to the non-WFH group, the medium and low WFH groups were less likely to have poor job control, whereas the high WFH group were likely to have similar levels as the non-WFH group. In both models, compared to non-WFH participants, the high WFH group were more likely to have poor supervisor and coworker support. Conclusions High-frequency WFH requires further attention, because it may increase job stress by exacerbating deficits of social support in the workplace. Medium- and low-frequency WFH workers were more likely to have satisfactory job control; therefore, limiting WFH to three or fewer days per week may lead to better job stress management.

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Intensity of Home-Based Telework and Work Engagement During the COVID-19 Pandemic

Cited by 27 publications

References 22 publications

Teleworking, Work Engagement, and Intention to Quit during the COVID-19 Pandemic: Same Storm, Different Boats?

Teleworking, Work Engagement, and Intention to Quit during the COVID-19 Pandemic: Same Storm, Different Boats?

“Who Knows Me Understands My Needs”: The Effect of Home-Based Telework on Work Engagement

Job stress and work from home during the COVID-19 pandemic among Japanese workers: a prospective cohort study

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