Relationship between stress due to COVID-19 pandemic, telecommuting, work orientation and work engagement: Evidence from India

Abstract

The purpose of the present study is to examine the effect of stress induced by coronavirus (COVID-19), telecommuting, and work orientation on work engagement among employees in the Information Technology (IT) sector. Using a structured survey instrument, data were collected from 285 respondents from four cosmopolitan cities in the southern part of India—Chennai, Coimbatore, Tiruchirappalli, and Madurai using a structured instrument. The hierarchical regression results reveal that (i) stress induced by COVID-19 was negatively related to work engagement, (ii) work orientation is positively associated with work engagement, and (iii) telecommuting is positively associated with work engagement. The results also reveal that (i) telecommuting weakened the relationship between stress induced by COVID-19 and work engagement and (ii) strengthened the positive relationship between work orientation and work engagement. These results are consistent with Job Demands and Resources (JDR), Conservation of Resources Theory (COR), and Career Construction Theory (CCT). The study highlights the importance of telecommuting as a strategic move on the part of the companies to reduce stress and enhance work engagement. Considering the global pandemic situation, employees in the IT sector would find it comfortable to work from their homes and contribute their best for the success of organizations. The present study also suggests ways for the organizations to promote work engagement and remain committed to performing during stressful situations like a global pandemic. The theoretical and practical implications are discussed.

Emotional intelligence and psychological capital as moderators in the relationship between employee commitment and work engagement: evidence from employees in banking from India

“…So, we used convenience-based non-probability sampling. This approach has been followed by several researchers (Chidambaram et al , 2022). We received 543 surveys, out of which 32 were incomplete.…”

“…These findings add to the bourgeoning literature on EC and WE. Most importantly, during the post-pandemic period, employees have undergone emotional exhaustion and stress (Chidambaram et al, 2022;D'Souza et al, 2022a;Nagarajan et al, 2022). Organizations expect their employees to exhibit a commitment to counter the harmful effects of the global Because this study was conducted during the "new normal" (post-pandemic period), the focus was on exploring how EC results in WE.…”

The Effect of Job Crafting on Performance and Satisfaction: Physical Engagement as a Mediator and Cognitive and Emotional Engagement as Moderators

“…Though extant research on job crafting and employee engagement were conducted during the pre-pandemic period, it is imperative to investigate how job crafting (task, relational and cognitive) and three dimensions of employee engagement (emotional, cognitive and physical) influence task performance and job satisfaction. Some recent studies reported that job crafting and employee engagement helped organizations to cope with difficult situations and contribute to superior performance (Buonocore et al, 2020; Chanana & Sangeeta, 2020; Chidambaram et al, 2022). However, to the best of our knowledge, the inter-relationship between the three dimensions of employee engagement and job crafting in influencing performance and satisfaction has not been explored.…”

“…A brief literature review reveals that studies conducted before the global pandemic revealed that job crafting has positive outcomes: Enhanced job satisfaction decreased stress and turnover intentions, and increased employee engagement (Bell & Njoli, 2016; Grant & Ashford, 2008; Rudolph et al, 2017). In one of the recent studies conducted on 285 employees in the information technology (IT) sector in India, the researchers found that work orientation and telecommuting were positively related to work engagement, and telecommuting has been an effective strategy to reduce the stress induced by global pandemic (Chidambaram et al, 2022). In the Indian context, a study on 640 faculty members from HEIs indicated that job crafting and employee commitment had reduced the negative effect of the global pandemic on academic performance (Nagarajan et al, 2022).…”

Knowledge management and resistance to change as moderators in the relationship between change management and job satisfaction

“…The global pandemic has resulted in a phenomenal metamorphosis in the business world (Chidambaram et al ., 2022; D’Souza et al. , 2023; Henriksen et al ., 2020; Nagarajan et al ., 2022).…”