Purpose

COVID-19 disrupted the usual way of working for many people across the globe, making full-time work from home and hybrid models two popular work arrangements. Despite the proliferation and high acceptance of the hybrid model, very little research has focused on the same. This study aims to compare the impact of transitions caused by remote work on work disengagement under two settings: remote work and hybrid model.

Design/methodology/approach

The data is collected from three corporate hubs in India: Hyderabad, Gurgaon and Bangalore. This study’s respondents represent two working models: full-time work from home and a hybrid model. Responses were collected using Google forms-based questionnaire, which resulted in the following usable responses: 356 (hybrid) and 398 (work from home).

Findings

The findings reveal that the structural model for the hybrid sector explained 11% of the variance in work disengagement, while the same for work from home model accounted for 20% of the variance in work disengagement. The authors also tested for the moderation of individual resilience between work-home and home-to-work conflicts and home-to-work transitions and work-to-home conflict under full-time work-from and hybrid models. Based on 356 respondents from hybrid category and 398 from work from home, the study found that employees experience less work-to-home and home-to-work conflicts in the hybrid model and employees experience more work-to-home and home-to-work conflicts in the full-time work from home model.

Originality/value

The study is also the first to examine the moderating role of individual resilience as a tool to bounce back and handle conflicts. As the full-time work from home model leads to more work-to-home and home-to-work conflicts, individuals have more scope to exhibit resilience, and thus, the moderating relationship is stronger in the full-time work from home model. The paper offers theoretical and managerial implications.

中文翻译：

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探索不同环境下工作脱离的角色转变和冲突：个人复原力的调节作用

目的

COVID-19 扰乱了全球许多人通常的工作方式，使在家全职工作和混合模式成为两种流行的工作安排。尽管混合模型不断涌现并且接受度很高，但很少有研究关注这一点。本研究旨在比较远程工作和混合模式两种环境下远程工作引起的转变对工作脱离的影响。

设计/方法论/途径

这些数据是从印度的三个企业中心收集的：海得拉巴、古尔冈和班加罗尔。这项研究的受访者代表了两种工作模式：全职在家工作和混合模式。使用基于 Google 表单的调查问卷收集回复，得出以下可用回复：356（混合）和 398（在家工作）。

发现

研究结果表明，混合行业的结构模型解释了 11% 的工作脱离方差，而在家工作模式的结构模型则解释了 20% 的工作脱离方差。作者还测试了全职工作和混合模式下工作在家和家庭到工作冲突以及家庭到工作过渡和工作到家庭冲突之间个人复原力的调节。该研究基于 356 名混合类别受访者和 398 名在家工作的受访者，发现在混合模式下，员工经历的工作与家庭和家庭与工作之间的冲突较少，而员工会经历更多的工作与家庭和家庭与工作之间的冲突。 -全职在家工作模式中的工作冲突。

原创性/价值

该研究也是第一个检验个人复原力作为恢复和处理冲突的工具的调节作用的研究。由于全职在家工作模式导致更多的工作与家庭以及家庭与工作之间的冲突，个人有更大的空间表现出弹性，因此，全职在家工作模式中的调节关系更强。本文提供了理论和管理意义。