Individual and organizational predictors of work-from-home productivity

A multi-theoretical study of IT professionals

Bibliographic Data

ID17832201
AuthorsVeni Satija (Thapar Institute of Engineering & Technology, corresponding author), Apurva Bakshi (0000-0002-8167-8934, Thapar Institute of Engineering & Technology)
Year2026
Publication date2026-04-13
Peer ReviewedYes
Open AccessYes
TypeARTICLE
VenueHumanities and Social Sciences Communications (JOURNAL)
Journal identifiersISSN: 2662-9992 • E-ISSN: 2662-9992
PublisherPalgrave Macmillan (PUBLISHER • GB)
DOI10.1057/s41599-026-07201-3
OpenAlexW7154070122
LanguageEN
References cited54

The rapid transition to work-from-home (WFH) practices in India’s IT sector has raised vital questions regarding the drivers of teleworker productivity. This study systematically examines how individual and organizational factors openness to experience, individual work style, organizational culture, manager’s trust, communication channel satisfaction, and training shape perceived productivity among IT professionals working remotely. The research integrates the Job Demands-Resources (JD-R) framework, Social Exchange Theory (SET), and the Theory of Planned Behavior (TPB) to provide a robust theoretical foundation for the conceptual model. Cross-sectional survey data were collected from 438 IT sector employees, and the model was tested using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results demonstrate that openness to experience is the most salient positive predictor of perceived productivity, with additional significant positive effects identified for manager’s trust, communication channel satisfaction and organizational culture. In contrast, individual work style and training do not exhibit a statistically significant impact on perceived productivity in this context. The proposed model shows strong explanatory power for perceived productivity in WFH arrangements. This study extends theoretical applications of the JD-R, SET, and TPB frameworks to the remote work context, demonstrating the value of adaptive personal traits, supportive management, and organizational resources. The findings offer actionable recommendations for organisations seeking to optimise telework practices. Limitations concerning scope and design are acknowledged, with future research suggested to adopt longitudinal and cross-sectoral approaches for broader generalizability

Conceptual model · Explanatory power · Job satisfaction · Openness to experience · Perceived organizational support · Productivity · Social exchange theory · Structural equation modeling · Theory of planned behavior · Cyberloafing and Workplace Behavior · Job Satisfaction and Organizational Behavior · Work-Family Balance Challenges

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