The satisfaction between work life balance and work stress of employees working from home during and after the pandemic

M. Kathiravan; C. Mugunthan

doi:10.31893/multirev.2023047

Keywords:

Abstract

Every sector and organization in the world has been significantly impacted by the early 2020 corona virus (COVID-19) outbreak, which has also changed how people live and work. All these transformations are dealt with in a new way: like works from home and through teleworking. By examining a wide range of potential markers of job satisfaction when working from home when affected by COVID-19, including work-life balance and work stress, this study seeks to close any gaps. A total of 343 home workers in the IT industry from all over India participated in a quantitative study, and SPSS was used to analyze the results. The study discovered significant direct and indirect effects of work stress, work-life balance, and working from home on job happiness. Indian workers benefit from working from home as a new pace of work that keeps them happy in their current setting. Working from home might be advantageous; something the corporation should take into account given the collectivist environment.
References
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7. Chao, M. C., Jou, R. C., Liao, C. C., & Kuo, C. W. (2015). Workplace stress, job satisfaction, job performance, and turnover intention of health care workers in rural Taiwan. Asia Pacific Journal of Public Health, 27(2), NP1827-NP1836.
8. Chung, H., & Van der Lippe, T. (2020). Flexible working, work life balance, and gender equality. Special issue of Social Indicators Research. Social Indicators Research, 151(2).
9. Chung, H. (2018). Future Of Work And Flexible Working In Estonia. The case of employee friendly flexibility. Tallin: Arenguseire Keskus.
10. Clark, A. E. (1996). Job satisfaction in Britain. British journal of industrial relations, 34(2), 189-217.
11. Coenen, M., & Kok, R. A. (2014). Workplace flexibility and new product development performance: The role of telework and flexible work schedules. European management journal, 32(4), 564-576.
12. Cohen, A., & Liani, E. (2009). Work‐family conflict among female employees in Israeli hospitals. Personnel Review, 38(2), 124-141.
13. Contreras, F., Baykal, E., & Abid, G. (2020). E-leadership and teleworking in times of COVID-19 and beyond: What we know and where do we go. Frontiers in psychology, 11, 590271.
14. Di Martino, V., & Wirth, L. (1990). Telework: A new way of working and living. Int'l Lab. Rev., 129, 529.
15. Ellis, T. S., & Webster, R. L. (1998, January). IS managers' innovation toward telecommuting: a structural equation model. In Proceedings of the Thirty-First Hawaii International Conference on System Sciences (Vol. 4, pp. 161-168). IEEE.
16. Emslie, C., & Hunt, K. (2009). ‘Live to work’or ‘work to live’? A qualitative study of gender and work–life balance among men and women in mid‐life. Gender, Work & Organization, 16(1), 151-172.
17. Fedáková, D., & Ištoňová, L. (2017). Slovak IT-employees and new ways of working: Impact on work-family borders and work-family balance. Ceskoslovenska Psychologie, 61(1), 68-83.
18. Fisher, G. G., Bulger, C. A., & Smith, C. S. (2009). Beyond work and family: a measure of work/nonwork interference and enhancement. Journal of occupational health psychology, 14(4), 441.
19. Fonner, K. L., & Roloff, M. E. (2010). Why teleworkers are more satisfied with their jobs than are office-based workers: When less contact is beneficial. Journal of Applied Communication Research, 38(4), 336-361.
20. Gajendran, R. S., & Harrison, D. A. (2007). The good, the bad, and the unknown about telecommuting: meta-analysis of psychological mediators and individual consequences. Journal of applied psychology, 92(6), 1524.
21. Golden, T. D., & Eddleston, K. A. (2020). Is there a price telecommuters pay? Examining the relationship between telecommuting and objective career success. Journal of Vocational Behavior, 116, 103348.
22. Helmle, J. R., Botero, I. C., & Seibold, D. R. (2014). Factors that influence perceptions of work-life balance in owners of copreneurial firms. Journal of Family Business Management, 4(2), 110-132.
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24. Hon, A. H., & Chan, W. W. (2013). The effects of group conflict and work stress on employee performance. Cornell Hospitality Quarterly, 54(2), 174-184.
25. Jackson, L. T., & Fransman, E. I. (2018). Flexi work, financial well-being, work–life balance and their effects on subjective experiences of productivity and job satisfaction of females in an institution of higher learning. South African Journal of Economic and Management Sciences, 21(1), 1-13.
26. Johnson, L. C., Andrey, J., & Shaw, S. M. (2007). Mr. Dithers comes to dinner: Telework and the merging of women's work and home domains in Canada. Gender, Place & Culture, 14(2), 141-161.
27. Jyothi Sree, V., & Jyothi, P. (2012). Assessing work-life balance: From emotional intelligence and role efficacy of career women. Advances in Management.
28. Kim, J., Henly, J. R., Golden, L. M., & Lambert, S. J. (2020). Workplace flexibility and worker well‐being by gender. Journal of marriage and family, 82(3), 892-910.
29. Konrad, A. M., & Mangel, R. (2000). The impact of work‐life programs on firm productivity. Strategic management journal, 21(12), 1225-1237.
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31. Kramer, A., & Kramer, K. Z. (2020). The potential impact of the Covid-19 pandemic on occupational status, work from home, and occupational mobility. Journal of vocational behavior, 119, 103442.
32. Lait, J., & Wallace, J. E. (2002). Stress at work: A study of organizational-professional conflict and unmet expectations. Relations Industrielles, 57(3), 463-490.
33. Lawson, K. M., Davis, K. D., Crouter, A. C., & O’Neill, J. W. (2013). Understanding work-family spillover in hotel managers. International journal of hospitality management, 33, 273-281.
34. Lee, D. J., & Joseph Sirgy, M. (2019). Work-life balance in the digital workplace: The impact of schedule flexibility and telecommuting on work-life balance and overall life satisfaction. In Thriving in digital workspaces: Emerging issues for research and practice (pp. 355-384). Cham: Springer International Publishing.
35. Liu, H. L., & Lo, V. H. (2018). An integrated model of workload, autonomy, burnout, job satisfaction, and turnover intention among Taiwanese reporters. Asian Journal of Communication, 28(2), 153-169.
36. Locke, E. A. (1970). Job satisfaction and job performance: A theoretical analysis. Organizational behavior and human performance, 5(5), 484-500.
37. López-Igual, P., & Rodríguez-Modroño, P. (2020). Who is teleworking and where from? Exploring the main determinants of telework in Europe. Sustainability, 12(21), 8797.
38. Lund, D. B. (2003). Organizational culture and job satisfaction. Journal of business & industrial marketing, 18(3), 219-236.
39. Marx, C. K., Reimann, M., & Diewald, M. (2021). Do work–life measures really matter? The impact of flexible working hours and home-based teleworking in preventing voluntary employee exits. Social Sciences, 10(1), 9.
40. Neirotti, P., Paolucci, E., & Raguseo, E. (2013). Mapping the antecedents of telework diffusion: firm‐level evidence from I taly. New Technology, Work and Employment, 28(1), 16-36.
41. Neufeld, D. J., & Fang, Y. (2005). Individual, social and situational determinants of telecommuter productivity. Information & Management, 42(7), 1037-1049.
42. Nilles, J. M. (1997). Telework: enabling distributed organizations: implications for IT managers. Information Systems Management, 14(4), 7-14.
43. Raišienė, A. G., Rapuano, V., Varkulevičiūtė, K., & Stachová, K. (2020). Working from home—Who is happy? A survey of Lithuania’s employees during the COVID-19 quarantine period. Sustainability, 12(13), 5332.
44. Roz, K. (2019). Job satisfaction as a mediation of transformational leadership style on employee performance in the food industry in Malang City. International Journal of Economics, Business and Accounting Research (IJEBAR), 3(02).
45. Schriesheim, C., & Tsui, A. S. (1980). Development and validation of a short satisfaction instrument for use in survey feedback interventions. In Western Academy of Management Meeting (Vol. 1980, pp. 115-17).
46. Song, Y., & Gao, J. (2020). Does telework stress employees out? A study on working at home and subjective well-being for wage/salary workers. Journal of Happiness Studies, 21(7), 2649-2668.
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48. Virick, M., DaSilva, N., & Arrington, K. (2010). Moderators of the curvilinear relation between extent of telecommuting and job and life satisfaction: the role of performance outcome orientation and worker type. Human relations, 63(1), 137-154.

This work is licensed under a Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.

How to cite

Kathiravan, M., & Mugunthan, C. (2023). The satisfaction between work life balance and work stress of employees working from home during and after the pandemic. Multidisciplinary Reviews, 6(4), 2023047. https://doi.org/10.31893/multirev.2023047

[1] Ammons, S. K., & Markham, W. T. (2004). Working at hdome: Experiences of skilled white collar workers. Sociological Spectrum, 24(2), 191-238.

[2] Anderson, A. J., Kaplan, S. A., & Vega, R. P. (2015). The impact of telework on emotional experience: When, and for whom, does telework improve daily affective well-being?. European Journal of Work and Organizational Psychology, 24(6), 882-897.

[3] Azarbouyeh, A., & Naini, S. (2014). A study on the effect of teleworking on quality of work life. Management Science Letters, 4(6), 1063-1068.

[4] Baruch, Y. (2000). Baruch-2000-New Technology, Work and Employment Qualis A1 Muito Importante. New Technology, Work and Employment (Print), 15(1), 34-49.

[5] Belzunegui-Eraso, A., & Erro-Garcés, A. (2020). Teleworking in the Context of the Covid-19 Crisis. Sustainability, 12(9), 3662.

[6] Bentley, T. A., Teo, S. T., McLeod, L., Tan, F., Bosua, R., & Gloet, M. (2016). The role of organisational support in teleworker wellbeing: A socio-technical systems approach. Applied ergonomics, 52, 207-215.

[7] Chao, M. C., Jou, R. C., Liao, C. C., & Kuo, C. W. (2015). Workplace stress, job satisfaction, job performance, and turnover intention of health care workers in rural Taiwan. Asia Pacific Journal of Public Health, 27(2), NP1827-NP1836.

[8] Chung, H., & Van der Lippe, T. (2020). Flexible working, work life balance, and gender equality. Special issue of Social Indicators Research. Social Indicators Research, 151(2).

[9] Chung, H. (2018). Future Of Work And Flexible Working In Estonia. The case of employee friendly flexibility. Tallin: Arenguseire Keskus.

[10] Clark, A. E. (1996). Job satisfaction in Britain. British journal of industrial relations, 34(2), 189-217.

[11] Coenen, M., & Kok, R. A. (2014). Workplace flexibility and new product development performance: The role of telework and flexible work schedules. European management journal, 32(4), 564-576.

[12] Cohen, A., & Liani, E. (2009). Work‐family conflict among female employees in Israeli hospitals. Personnel Review, 38(2), 124-141.

[13] Contreras, F., Baykal, E., & Abid, G. (2020). E-leadership and teleworking in times of COVID-19 and beyond: What we know and where do we go. Frontiers in psychology, 11, 590271.

[14] Di Martino, V., & Wirth, L. (1990). Telework: A new way of working and living. Int'l Lab. Rev., 129, 529.

[15] Ellis, T. S., & Webster, R. L. (1998, January). IS managers' innovation toward telecommuting: a structural equation model. In Proceedings of the Thirty-First Hawaii International Conference on System Sciences (Vol. 4, pp. 161-168). IEEE.

[16] Emslie, C., & Hunt, K. (2009). ‘Live to work’or ‘work to live’? A qualitative study of gender and work–life balance among men and women in mid‐life. Gender, Work & Organization, 16(1), 151-172.

[17] Fedáková, D., & Ištoňová, L. (2017). Slovak IT-employees and new ways of working: Impact on work-family borders and work-family balance. Ceskoslovenska Psychologie, 61(1), 68-83.

[18] Fisher, G. G., Bulger, C. A., & Smith, C. S. (2009). Beyond work and family: a measure of work/nonwork interference and enhancement. Journal of occupational health psychology, 14(4), 441.

[19] Fonner, K. L., & Roloff, M. E. (2010). Why teleworkers are more satisfied with their jobs than are office-based workers: When less contact is beneficial. Journal of Applied Communication Research, 38(4), 336-361.

[20] Gajendran, R. S., & Harrison, D. A. (2007). The good, the bad, and the unknown about telecommuting: meta-analysis of psychological mediators and individual consequences. Journal of applied psychology, 92(6), 1524.

[21] Golden, T. D., & Eddleston, K. A. (2020). Is there a price telecommuters pay? Examining the relationship between telecommuting and objective career success. Journal of Vocational Behavior, 116, 103348.

[22] Helmle, J. R., Botero, I. C., & Seibold, D. R. (2014). Factors that influence perceptions of work-life balance in owners of copreneurial firms. Journal of Family Business Management, 4(2), 110-132.

[23] Hilbrecht, M., Shaw, S. M., Johnson, L. C., & Andrey, J. (2008). ‘I'm home for the kids’: contradictory implications for work–life balance of teleworking mothers. Gender, Work & Organization, 15(5), 454-476.

[24] Hon, A. H., & Chan, W. W. (2013). The effects of group conflict and work stress on employee performance. Cornell Hospitality Quarterly, 54(2), 174-184.

[25] Jackson, L. T., & Fransman, E. I. (2018). Flexi work, financial well-being, work–life balance and their effects on subjective experiences of productivity and job satisfaction of females in an institution of higher learning. South African Journal of Economic and Management Sciences, 21(1), 1-13.

[26] Johnson, L. C., Andrey, J., & Shaw, S. M. (2007). Mr. Dithers comes to dinner: Telework and the merging of women's work and home domains in Canada. Gender, Place & Culture, 14(2), 141-161.

[27] Jyothi Sree, V., & Jyothi, P. (2012). Assessing work-life balance: From emotional intelligence and role efficacy of career women. Advances in Management.

[28] Kim, J., Henly, J. R., Golden, L. M., & Lambert, S. J. (2020). Workplace flexibility and worker well‐being by gender. Journal of marriage and family, 82(3), 892-910.

[29] Konrad, A. M., & Mangel, R. (2000). The impact of work‐life programs on firm productivity. Strategic management journal, 21(12), 1225-1237.

[30] Kossek, E. E., Lautsch, B. A., & Eaton, S. C. (2006). Telecommuting, control, and boundary management: Correlates of policy use and practice, job control, and work–family effectiveness. Journal of vocational behavior, 68(2), 347-367.

[31] Kramer, A., & Kramer, K. Z. (2020). The potential impact of the Covid-19 pandemic on occupational status, work from home, and occupational mobility. Journal of vocational behavior, 119, 103442.

[32] Lait, J., & Wallace, J. E. (2002). Stress at work: A study of organizational-professional conflict and unmet expectations. Relations Industrielles, 57(3), 463-490.

[33] Lawson, K. M., Davis, K. D., Crouter, A. C., & O’Neill, J. W. (2013). Understanding work-family spillover in hotel managers. International journal of hospitality management, 33, 273-281.

[34] Lee, D. J., & Joseph Sirgy, M. (2019). Work-life balance in the digital workplace: The impact of schedule flexibility and telecommuting on work-life balance and overall life satisfaction. In Thriving in digital workspaces: Emerging issues for research and practice (pp. 355-384). Cham: Springer International Publishing.

[35] Liu, H. L., & Lo, V. H. (2018). An integrated model of workload, autonomy, burnout, job satisfaction, and turnover intention among Taiwanese reporters. Asian Journal of Communication, 28(2), 153-169.

[36] Locke, E. A. (1970). Job satisfaction and job performance: A theoretical analysis. Organizational behavior and human performance, 5(5), 484-500.

[37] López-Igual, P., & Rodríguez-Modroño, P. (2020). Who is teleworking and where from? Exploring the main determinants of telework in Europe. Sustainability, 12(21), 8797.

[38] Lund, D. B. (2003). Organizational culture and job satisfaction. Journal of business & industrial marketing, 18(3), 219-236.

[39] Marx, C. K., Reimann, M., & Diewald, M. (2021). Do work–life measures really matter? The impact of flexible working hours and home-based teleworking in preventing voluntary employee exits. Social Sciences, 10(1), 9.

[40] Neirotti, P., Paolucci, E., & Raguseo, E. (2013). Mapping the antecedents of telework diffusion: firm‐level evidence from I taly. New Technology, Work and Employment, 28(1), 16-36.

[41] Neufeld, D. J., & Fang, Y. (2005). Individual, social and situational determinants of telecommuter productivity. Information & Management, 42(7), 1037-1049.

[42] Nilles, J. M. (1997). Telework: enabling distributed organizations: implications for IT managers. Information Systems Management, 14(4), 7-14.

[43] Raišienė, A. G., Rapuano, V., Varkulevičiūtė, K., & Stachová, K. (2020). Working from home—Who is happy? A survey of Lithuania’s employees during the COVID-19 quarantine period. Sustainability, 12(13), 5332.

[44] Roz, K. (2019). Job satisfaction as a mediation of transformational leadership style on employee performance in the food industry in Malang City. International Journal of Economics, Business and Accounting Research (IJEBAR), 3(02).

[45] Schriesheim, C., & Tsui, A. S. (1980). Development and validation of a short satisfaction instrument for use in survey feedback interventions. In Western Academy of Management Meeting (Vol. 1980, pp. 115-17).

[46] Song, Y., & Gao, J. (2020). Does telework stress employees out? A study on working at home and subjective well-being for wage/salary workers. Journal of Happiness Studies, 21(7), 2649-2668.

[47] Valcour, P. M., & Hunter, L. W. (2005). Technology, organizations, and work-life integration (pp. 61-84). na.

[48] Virick, M., DaSilva, N., & Arrington, K. (2010). Moderators of the curvilinear relation between extent of telecommuting and job and life satisfaction: the role of performance outcome orientation and worker type. Human relations, 63(1), 137-154.

Abstract

References

How to cite