The Impact of Enforced Working from Home on Employee Job Satisfaction during Covid-19
An Event System Perspective
Dados Bibliográficos
| ID | 15465636 |
|---|---|
| Autores | Jun Yu (0000-0003-1922-7283, Shanghai Maritime University, autor correspondente), Yihong Wu (0000-0003-2198-9113, Shanghai Maritime University) |
| Ano | 2021 |
| Volume | 18 |
| Fascículo | 24 |
| Páginas | 13207-13207 |
| Data de publicação | 2021-12-15 |
| Peer Reviewed | Sim |
| Open Access | Sim |
| Tipo | ARTICLE |
| Periódico | International Journal of Environmental Research and Public Health (JOURNAL) |
| Identificadores do periódico | ISSN: 1661-7827 • E-ISSN: 1660-4601 |
| Editora | Multidisciplinary Digital Publishing Institute (PUBLISHER • CH) |
| DOI | 10.3390/ijerph182413207 |
| PMID | 34948823 |
| OpenAlex | W4200376802 |
| Idioma | EN |
| Citações recebidas | 15 |
| Referências citadas | 94 |
During the COVID-19 pandemic, working from home (WFH) became the only option for many organizations, generating increasing interest in how such arrangements impact employee job satisfaction. Adopting an event system perspective, this study employed an online survey to capture the WFH experiences of 256 workers from 66 Chinese enterprises during the pandemic. Using fuzzy-set qualitative comparative analysis (fsQCA), the study examined how satisfaction was affected by five job characteristics when working from home: longevity (time), home workspace suitability (space), job autonomy (criticality), digital social support (novelty) and monitoring mechanisms (disruption). The findings reveal that three configurations promote employee job satisfaction and that a suitable home workspace is a core condition. In the absence of a suitable workspace, digital social support and an appropriate monitoring mechanism, long-term WFH was found to undermine job satisfaction. However, job autonomy is not a necessary condition for employee job satisfaction. These findings have clear implications for theory and practice
Autonomy · Business · Job design · Job performance · Job satisfaction · Perspective (graphical · Political science · Workspace · Applied Psychology · Computer Science · COVID-19 Pandemic Impacts · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology · Supply Chain Resilience and Risk Management
Changing the nature of traditional workplace and evolving virtual work intensity environment; experience of university staff during Covid-19
Beyond (Covid-19) lockdown
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Satisfaction with one's job and working at home in the Covid‐19 pandemic
A Healthy Balance
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Validity and Reliability of the Remote Work Stress Scale
Comparison of work efficiency in factory workers
Understanding employees' perceptions of Seta events
Teleworking during the Covid-19 pandemic
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Perceived Risk of Covid-19 and Employee Decision-Making
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Event System Theory
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Work and home boundary violations during the Covid‐19 pandemic
Digital knowledge sharing and creative performance
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The role of social support on relationship quality and social commerce
Working from home
Consequences of work-family conflict on employee well-being over time
Flexible Work Arrangements, Job Satisfaction, and Turnover Intentions
Why Teleworkers are More Satisfied with Their Jobs than are Office-Based Workers
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A review of telework research
Telecommuting, professional isolation, and employee development in public and private organizations
Corporate smart phones
Disrupted work
Good to be home? Time‐use and satisfaction levels among home‐based teleworkers
Social support in the workplace between teleworkers, office‐based colleagues and supervisors
Examining the tensions in workplace flexibility and exploring options for new directions
Co-workers who telework and the impact on those in the office
Supervisory approaches and paradoxes in managing telecommuting implementation
Boundary role transitions
Job Market Signaling
Research note
Social support as a mediator between job control and psychological strain
Distance Makes the Heart Grow Fonder
Social Support and Strain from Partner, Family, and Friends
Multiple Roles and the Self
| Obras citantes distintas | 15 |
|---|---|
| Citações por ano | 3,75 |
| Intervalo de citações | 2022 - 2026 (5) |
| Velocidade de citação | current |
| Altamente citado | Não |
| Tipos de citação | Neutras: 15 |