“…Based on literature, and also on the findings from the previous qualitative study, the following explanatory variables were selected [ 12 ]: - Employee’s profile variables:
- Socio-demographic characteristics: gender, age, education level, relationship status, household size, number of children in household regardless of age;
- Job characteristics: professional domain, experience in WFH before the pandemic, time worked from home in a regular week (share from 40 h), time worked for current employer, work experience in the current role regardless of employer.
- Organizational environment variables:
- WFH engagement was measured based on a battery developed by Schaufeli, W. B., Shimazu, A., Hakanen, J., Salanova, M., De Witte, H. [ 72 ] and refers to how enthusiastic and energetic the employees feel about their job;
- Occupational self-efficacy ( effectiveness ), evaluated, based on the Self-Efficacy Scale developed by Rigotti, T., Schyns, B., Mohr, G. [ 27 ], how confident the employees are in their ability to cope with difficult tasks or problems or in their ability to successfully fulfil a task;
- Computer-mediated (C-M) communication skills evaluated, based on the C-M communication competency scale created by Spitzberg [ 25 ], how people use various online communication technologies (for example, instant messaging, email, video conferencing, chat apps, etc.)
…”