Structuring of Time is Key for Job Performance and Well-being: The Case of Croatians Working from Home During COVID-19 Pandemic

Abstract

In this research, we aimed to explore determinants of job performance and well-being while working from home (WFH) in a specific context of mandatory WFH during COVID-19 lockdown in Croatia, a country where WFH is a highly unusual arrangement. In Study 1, on a nationally representative sample of 166 Croatian employees WFH during lockdown, we tested if aspects of work-life balance (WLB) – work-to-family and family-to-work conflict, time structure of the work day and psychological detachment from work – would predict job performance and well-being. We showed that of the four WLB aspects, only time structure was important both for job performance and well-being. In Study 2, we used a convenient sample of 575 Croatian employees who were WFH during lockdown to investigate conscientiousness, emotional stability and autonomy at work as drivers of the WLB during WFH, and to constructively replicate Study 1 findings using different and more advanced measures. Findings showed that autonomy, conscientiousness and, especially, emotional stability contributed to the WLB and were important for job performance and well-being. WLB, especially time structure, predicted both job performance and well-being, and enhanced time structure mediated the effects of personality traits and autonomy on both outcomes.

Walking the tightrope between work and home: the role of job/home resources in the relation between job/home demands and employee health and well-being

“…In contrast, home demands and resources have shown different priorities for each outcome: emotional home demands and emotional home resources were rated significantly contributing to successively more and less exhaustion, less and more job satisfaction, as well as more and less HWI. Thus, our research appears the features that also highlighted by previous related studies 11,[36][37][38] . Since the public lockdown forced most employees to start mandatory working from home and effectively distanced themselves socially for a long time, the blurred boundary between work and private life would be created 11) .…”

“…Since the public lockdown forced most employees to start mandatory working from home and effectively distanced themselves socially for a long time, the blurred boundary between work and private life would be created 11) . Over time, there are two types of job strain: cognitive and emotional strain 36,37) . Specifically, a perceived imbalance between private life and work pressure (i.e., lack of psychological detachment from work) would increase cognitive and emotional strain of teleworkers 36,37) , thereby intensifying the job demands.…”

“…Over time, there are two types of job strain: cognitive and emotional strain 36,37) . Specifically, a perceived imbalance between private life and work pressure (i.e., lack of psychological detachment from work) would increase cognitive and emotional strain of teleworkers 36,37) , thereby intensifying the job demands. Moreover, as suggested by Fosslien and Duffy 38) , long-time video conferencing may trigger a new hurdle to teleworkers, namely "Zoom fatigue", a phenomenon of emotional strain 38) .…”

Implications of COVID-19: The Effect of Working From Home on Financial and Mental Well-Being in the UK

“…In particular, these studies suggest that WFH has downsides such as the feeling of social and occupational isolation stemming from the fact that employees WFH are away from their managers and colleagues. 32 - 34 …”

“…Therefore, the frequency of WFH may contribute to well-being as previous studies show that it is important to achieve well-being primarily through structuring employees’ days. 33 , 34 It appears that the most successful way for workers to enhance their job performance and well-being, is to structure their days in a way that allows for a better balance between life and work demands. 20 , 34 , 35 This involves different intensity levels of WFH , as we have explored in this study, and in particular, those who work always from home or on occasion.…”