Employees’ fit to telework and work well-being: (in)voluntariness in telework as a mediating variable?
Autor(a) principal: | |
---|---|
Data de Publicação: | 2022 |
Outros Autores: | , , , |
Tipo de documento: | Artigo |
Idioma: | eng |
Título da fonte: | Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
Texto Completo: | http://hdl.handle.net/10400.14/38935 |
Resumo: | Purpose: The present study aims to examine the mediating role of (in)voluntariness in teleworking in explaining the relationship between employees’ fit to telework and work well-being (i.e. work engagement and exhaustion). Design/methodology/approach: A cross-sectional survey design was used in this study. The sample comprised 222 individuals performing telework in Portugal. Statistical analyses employed were descriptive statistics, Pearson’s correlation, confirmatory factor and structural equation analyses, and mediation analysis using Hayes Process macro. Findings: The findings confirmed the hypothesis that employees’ fit to telework raises the voluntariness in telework and decreases involuntariness in telework. However, contrary to expectations, no significant relationships were found between voluntariness in telework, work engagement and exhaustion. Yet, involuntariness in telework showed a significant role in decreasing work engagement and increasing workers’ exhaustion. The mediating role of involuntariness in telework was confirmed in explaining the relationship between employees’ fit to telework and exhaustion. Practical implications: Managers in global firms can draw from the results to understand how employees’ fit to telework directly and/or indirectly contributes to work well-being and develop human resource (HR) management practices aiming to increase employees’ fit to telework. Originality/value: Although teleworking is already studied, to the best of the authors’ knowledge, no studies have analyzed the same conceptual model employees’ fit to telework, (in)voluntariness in teleworking and work well-being. |
id |
RCAP_a15f2a0a8afd1609bfd2aae9adcd2aa0 |
---|---|
oai_identifier_str |
oai:repositorio.ucp.pt:10400.14/38935 |
network_acronym_str |
RCAP |
network_name_str |
Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
repository_id_str |
7160 |
spelling |
Employees’ fit to telework and work well-being: (in)voluntariness in telework as a mediating variable?Employees’ fit to teleworkVoluntarinessInvoluntarinessWork well-beingWork engagementExhaustionPurpose: The present study aims to examine the mediating role of (in)voluntariness in teleworking in explaining the relationship between employees’ fit to telework and work well-being (i.e. work engagement and exhaustion). Design/methodology/approach: A cross-sectional survey design was used in this study. The sample comprised 222 individuals performing telework in Portugal. Statistical analyses employed were descriptive statistics, Pearson’s correlation, confirmatory factor and structural equation analyses, and mediation analysis using Hayes Process macro. Findings: The findings confirmed the hypothesis that employees’ fit to telework raises the voluntariness in telework and decreases involuntariness in telework. However, contrary to expectations, no significant relationships were found between voluntariness in telework, work engagement and exhaustion. Yet, involuntariness in telework showed a significant role in decreasing work engagement and increasing workers’ exhaustion. The mediating role of involuntariness in telework was confirmed in explaining the relationship between employees’ fit to telework and exhaustion. Practical implications: Managers in global firms can draw from the results to understand how employees’ fit to telework directly and/or indirectly contributes to work well-being and develop human resource (HR) management practices aiming to increase employees’ fit to telework. Originality/value: Although teleworking is already studied, to the best of the authors’ knowledge, no studies have analyzed the same conceptual model employees’ fit to telework, (in)voluntariness in teleworking and work well-being.Veritati - Repositório Institucional da Universidade Católica PortuguesaLopes, SílviaDias, Paulo C.Sabino, AnaCesário, FranciscoPeixoto, Ricardo2022-09-19T17:49:31Z2023-01-022023-01-02T00:00:00Zinfo:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/articleapplication/pdfhttp://hdl.handle.net/10400.14/38935eng0142-545510.1108/er-10-2021-044185138010406000847397900001info:eu-repo/semantics/openAccessreponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãoinstacron:RCAAP2023-07-12T17:44:25Zoai:repositorio.ucp.pt:10400.14/38935Portal AgregadorONGhttps://www.rcaap.pt/oai/openaireopendoar:71602024-03-19T18:31:48.384635Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informaçãofalse |
dc.title.none.fl_str_mv |
Employees’ fit to telework and work well-being: (in)voluntariness in telework as a mediating variable? |
title |
Employees’ fit to telework and work well-being: (in)voluntariness in telework as a mediating variable? |
spellingShingle |
Employees’ fit to telework and work well-being: (in)voluntariness in telework as a mediating variable? Lopes, Sílvia Employees’ fit to telework Voluntariness Involuntariness Work well-being Work engagement Exhaustion |
title_short |
Employees’ fit to telework and work well-being: (in)voluntariness in telework as a mediating variable? |
title_full |
Employees’ fit to telework and work well-being: (in)voluntariness in telework as a mediating variable? |
title_fullStr |
Employees’ fit to telework and work well-being: (in)voluntariness in telework as a mediating variable? |
title_full_unstemmed |
Employees’ fit to telework and work well-being: (in)voluntariness in telework as a mediating variable? |
title_sort |
Employees’ fit to telework and work well-being: (in)voluntariness in telework as a mediating variable? |
author |
Lopes, Sílvia |
author_facet |
Lopes, Sílvia Dias, Paulo C. Sabino, Ana Cesário, Francisco Peixoto, Ricardo |
author_role |
author |
author2 |
Dias, Paulo C. Sabino, Ana Cesário, Francisco Peixoto, Ricardo |
author2_role |
author author author author |
dc.contributor.none.fl_str_mv |
Veritati - Repositório Institucional da Universidade Católica Portuguesa |
dc.contributor.author.fl_str_mv |
Lopes, Sílvia Dias, Paulo C. Sabino, Ana Cesário, Francisco Peixoto, Ricardo |
dc.subject.por.fl_str_mv |
Employees’ fit to telework Voluntariness Involuntariness Work well-being Work engagement Exhaustion |
topic |
Employees’ fit to telework Voluntariness Involuntariness Work well-being Work engagement Exhaustion |
description |
Purpose: The present study aims to examine the mediating role of (in)voluntariness in teleworking in explaining the relationship between employees’ fit to telework and work well-being (i.e. work engagement and exhaustion). Design/methodology/approach: A cross-sectional survey design was used in this study. The sample comprised 222 individuals performing telework in Portugal. Statistical analyses employed were descriptive statistics, Pearson’s correlation, confirmatory factor and structural equation analyses, and mediation analysis using Hayes Process macro. Findings: The findings confirmed the hypothesis that employees’ fit to telework raises the voluntariness in telework and decreases involuntariness in telework. However, contrary to expectations, no significant relationships were found between voluntariness in telework, work engagement and exhaustion. Yet, involuntariness in telework showed a significant role in decreasing work engagement and increasing workers’ exhaustion. The mediating role of involuntariness in telework was confirmed in explaining the relationship between employees’ fit to telework and exhaustion. Practical implications: Managers in global firms can draw from the results to understand how employees’ fit to telework directly and/or indirectly contributes to work well-being and develop human resource (HR) management practices aiming to increase employees’ fit to telework. Originality/value: Although teleworking is already studied, to the best of the authors’ knowledge, no studies have analyzed the same conceptual model employees’ fit to telework, (in)voluntariness in teleworking and work well-being. |
publishDate |
2022 |
dc.date.none.fl_str_mv |
2022-09-19T17:49:31Z 2023-01-02 2023-01-02T00:00:00Z |
dc.type.status.fl_str_mv |
info:eu-repo/semantics/publishedVersion |
dc.type.driver.fl_str_mv |
info:eu-repo/semantics/article |
format |
article |
status_str |
publishedVersion |
dc.identifier.uri.fl_str_mv |
http://hdl.handle.net/10400.14/38935 |
url |
http://hdl.handle.net/10400.14/38935 |
dc.language.iso.fl_str_mv |
eng |
language |
eng |
dc.relation.none.fl_str_mv |
0142-5455 10.1108/er-10-2021-0441 85138010406 000847397900001 |
dc.rights.driver.fl_str_mv |
info:eu-repo/semantics/openAccess |
eu_rights_str_mv |
openAccess |
dc.format.none.fl_str_mv |
application/pdf |
dc.source.none.fl_str_mv |
reponame:Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) instname:Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação instacron:RCAAP |
instname_str |
Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação |
instacron_str |
RCAAP |
institution |
RCAAP |
reponame_str |
Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
collection |
Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) |
repository.name.fl_str_mv |
Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos) - Agência para a Sociedade do Conhecimento (UMIC) - FCT - Sociedade da Informação |
repository.mail.fl_str_mv |
|
_version_ |
1799132041619439616 |