ABSTRACT

This quasi-experimental study examines the impact of telework on employees’ stress, work-to-home conflict, work engagement and job performance on a between-person and a within-person level. Data were collected in a Belgian company that had launched a pilot telework initiative. Employees in the intervention group (N = 39) were allowed to work from home on at most two days a week whereas employees in the control group (N = 39) were not. To examine changes in person-level outcomes over time, we collected data before telework was introduced (T1) and at the end of the pilot (T2). To examine day-level effects, we collected daily data on 13 consecutive workdays after the onset of the pilot. Multivariate repeated measures MANOVA showed no significant interaction effect between group and measurement occasion, yet univariate analyses showed that employees in the teleworking group had less stress at T2 compared to T1. No univariate differences in work-to-home conflict, work engagement or job performance were found over time. Daily analyses using linear mixed coefficient modelling showed that teleworkers reported lower stress, lower work-to-home conflict, higher work engagement and higher job performance on teleworking days compared to non-teleworking days.

摘要

这项准实验研究考察了远程办公对员工压力，人与人之间，员工与家庭之间的冲突，工作投入和工作绩效的影响。数据来自一家比利时公司，该公司已经启动了远程办公计划。干预组（N = 39）的雇员每周最多在家工作两天，而对照组（N = 39）则不允许。为了检查人员水平结果随时间的变化，我们在引入远程办公之前（T1）和试验结束（T2）收集了数据。为了检查日级效果，我们在试点开始后的连续13个工作日收集了每日数据。多变量重复测量MANOVA显示组与测量场合之间没有显着的交互作用，然而，单因素分析表明，与T1相比，远程办公组的员工在T2的压力较小。随着时间的推移，在家庭间冲突，工作投入或工作绩效方面没有发现单变量差异。每天使用线性混合系数模型进行的分析表明，与非远程工作日相比，远程工作者在远程工作日所承受的压力更少，工作与家庭的冲突更少，工作投入更高，工作绩效更高。