Predicting employee telecommuting preferences and job outcomes amid COVID-19 pandemic: a latent profile analysis

Abstract

In this two-study research using latent profile analysis (LPA), we investigated intra-individual combinations of conscientiousness, autonomy, self-regulation, and extraversion. Based on these combinations, we designed profiles and explored telecommuting preferences and job outcomes of employees during the COVID-19 pandemic. In Study 1, we recruited 199 participants (77 females, ages ranging from 18 to 65). Results of this study revealed three profiles. One profile scored high on all of the variables and displayed preferences for working on-site more than the other profiles. Additionally, this profile showed higher work engagement, job satisfaction, and perceived productivity than the other two profiles. To validate these findings, we conducted a second study with a sample of 492 participants (169 females; age ranged from 18 to 65). The results yielded five profiles, one scoring high on all of the variables. Similar to Study 1, this profile exhibited higher work engagement, job satisfaction, and perceived productivity than the other four profiles. Individuals in this profile preferred to work on-site compared to individuals in other profiles. Our findings add to the research demonstrating the importance of personality characteristics for telecommuting preferences and work-related outcomes.

The relationship of work engagement with job experience, marital status and having children among flexible workers after the Covid-19 pandemic

“…In 2020, about 56% of workers in the United States had a job that could be done from home at least partially because of the fact that their job was knowledge-based and had no physical work requirements [ 9 ]. In a study conducted in 2021, it was seen that 50% of the contract workers preferred to work independently because of the freedom and flexibility it provides [ 10 ]. Also, the majority of millennials who work say they prefer flexible work arrangements, including the ability to work from home [ 11 ].…”

Insecure yet Resourceful: Psychological Capital Mitigates the Negative Effects of Employees’ Career Insecurity on Their Career Satisfaction

“…Research on career success has long noted the positive implications of a satisfying career [ 26 , 54 ] and the effects of possible negative life events that can threaten it [ 2 , 4 ]. However, with the current ongoing developments, due to flexibility and technological advancements [ 55 , 56 ], as well as crisis, such as the COVID-19 pandemic [ 57 ], career changes are inevitable, becoming less secure, which can be perceived as a threat to employees’ career success [ 10 ]. In line with these findings, our study showed that career insecurity can be a threat to employee career satisfaction.…”

On the Work Autonomy Supported by Information and Communication Technology A Case Study of Work from Home in Japan before the COVID-19 Epidemic

“…Still, most research on this topic are related to nursing, and few telecommuting research have explored the topic of autonomy. For example, two studies demonstrate that telecommuting increases autonomy [ 28 , 29 ], while another depicts that enhanced learning opportunities for telecommuters increase autonomy and morale [ 30 ]. Meanwhile, a paucity of researchers had focused on the telecommuters’ autonomy, meaning that despite the flourishing of telecommuting studies due to COVID-19, most are surveys of the actual conditions of telecommuting, and no researcher has examined autonomy improvement in this context—to the best of our knowledge.…”