Telecommuting Intensity in the Context of COVID-19 Pandemic: Job Performance and Work-Life Balance

Abstract The COVID-19 pandemic caused a prolonged and intensified telecommuting arrangement that raised a number of unprecedented concerns regarding its implications on employees’ job performance (JP) and work-life balance (WLB). This study primarily aimed at determining the relationship between telecommuting intensity and employees’ JP and WLB. Further, it sought to know if there was a significant difference in employees’ productivity when working at the office and at home. Lastly, it assessed whether previous frameworks on JP and WLB were still valid during the COVID-19 crisis. A total of 396 telecommuting employees from three BPO companies in the Philippines were gathered using stratified random sampling. Pearson correlation, T-test, and confirmatory factor analysis (CFA) were executed for this study. The result of this study provides evidence that intensified telecommuting has a negative relationship with employees’ WLB. It means that longer time spent in telecommuting decreases the work-life balance of employees. On the other hand, telecommuting intensity is not significantly correlated with employees’ JP, supporting the second finding that there is no significant difference in the percentage of work done and the amount of time spent to finish a job at home and at the office. Lastly, CFA generated that the frameworks on JP and WLB were still applicable in the context of COVID-19. This study provides managers with findings to more carefully design telecommuting programmes with emphasis on supporting the factors that contribute to employees’ work-life balance.

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Managing Work-Life Balance: A Study of Married Female Employees in Management & Engineering Colleges in a Selected Area

Adhyayan A Journal of Management Sciences ◽

10.21567/adhyayan.v5i1.8808 ◽

2016 ◽

Vol 5 (1) ◽

Author(s):

Priya Srivastava ◽

Varsha Singh

Keyword(s):

Three Dimensional ◽

Study Data ◽

Work Life ◽

Work Life Balance ◽

Full Time ◽

Chi Square ◽

Life Balance ◽

Significant Difference ◽

Female Employees ◽

At Home

Today’s working women are continually being challenged by the demands of full-time work and when the day is done at the office, they carry more of the commitments and responsibilities at home. With growing number of employment among females, it is becoming difficult to separate work from their lives or we can say that work has actually became their life. Since, academic jobs are growing larger and becoming oversized, so it requires more dedication and effort from faculties. In reality, academia now means that colleges/institutions want faculties to teach more courses than ever before while maintaining active research programs, obtaining significant grants and other activities that include finding, mentoring and advising students. So, these jobs today, have three dimensional demands i.e. research, teaching and services. Regardless of whether the women is in a job, they tend to bear a greater proportion of domestic responsibilities as compared to men which she tries to balance with various conflicting roles like professional, mother, wife, daughter-in-law etc. When domestic work gets coupled with a busy professional life, the workload becomes burdensome. This significantly increases pressure in office as well as in the family. For the purpose of study data was collected from female faculties of various management and engineering colleges in Lucknow city with the help of structured questionnaire. Data was analyzed with the help of percentage & frequency table analysis and hypotheses were proved with the help of chi-square and one-way ANOVA test. Present study aims to analyze the relationship between socio-economic variables and work-life balance. The results revealed that there is no significant difference between the designation of female employees and their attitude towards conflicting demands at home and work. The study also shows that without proper support from spouse and family, it is difficult to balance work and life effectively.

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Work-Life Balance Practices on Employees Job Performance of Selected Banking Sector in Malaysia

Asian Social Science and Humanities Research Journal (ASHREJ) ◽

10.37698/ashrej.v1i1.4 ◽

2019 ◽

Vol 1 (1) ◽

pp. 27-37

Author(s):

Shahidah Bt Ahmad Suhaimi ◽

Kamilah Bt Seman

Keyword(s):

Job Performance ◽

Banking Sector ◽

Pearson Correlation ◽

Work Life ◽

Work Life Balance ◽

Employee Assistance Program ◽

Employee Assistance ◽

Assistance Program ◽

Life Balance ◽

Klang Valley

The purpose of this study is to investigate the influence of work-life balance practices (e.g. flexible working options, employee assistance program, and leave programs) on employee’s job performance in banking sector. This research focusing on employees as respondents from banking sector in Klang Valley, Malaysia. Data were collected from 100 samples by which data were collected through online surveys from selected banks in Klang Valley and were analyzed through statistical software. The Pearson correlation analysis was conducted between independent variables and dependent variable. The result shows to accept the hypothesis that work-life balance practices has positive relationship with employees’ job performance in banking sector. This finding could help and promote the management of companies to practice and to provide the work-life balance policies for employees in banking sector.)

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The Relationship between Job Satisfaction and Work-Life Balance of Non-standard Employment (NSE) Workers of a Manpower Agency

Philippine Social Science Journal ◽

10.52006/main.v4i1.318 ◽

2021 ◽

Vol 4 (1) ◽

pp. 83-96

Author(s):

Lyka R. Lagrana ◽

Ma. Johanna Ann R. Bayoneta

Keyword(s):

Job Satisfaction ◽

Significant Relationship ◽

Time Management ◽

The Philippines ◽

Work Life ◽

Work Life Balance ◽

Valuable Insight ◽

Life Balance ◽

Significant Difference ◽

Resource Program

The rapid growth of industrialization and diversification worldwide diverted the trend in the labor market to be shifted towards alternative work arrangements, also known as Non-standard Employment (NSE). In the Philippines, these alternative forms of employment of NSE can be greatly observed. The majority of workers under NSE arrangements fall under fixed-term or contractual employees. The purpose of this study is to assess the level of job satisfaction and work-life balance of the NSE workers of a manpower agency in a highly urbanized city in the Philippines and explore their challenges. Moreover, it sought to determine the significant relationship between job satisfaction and work-life balance. Using a standardized questionnaire, the data were gathered from a sample of 282 agency workers. The study tested hypotheses using Mann Whitney U test, Kruskal Wallis, and Spearman rank. The results showed that workers demonstrate a low level of job satisfaction while there is a moderate level of work-life balance. However, the results indicated there is a significant difference in the level of job satisfaction and level of work-life balance only for the variable sex. Likewise, findings revealed a significant relationship between job satisfaction and work-life balance. The most challenging for the NSE workers are time management, company policies, dealing with customers, and motivation for the job. The study concludes that job satisfaction influences the work-life balance of the NSE workers. The findings of the study provide valuable insight for manpower agencies in the formulation of a human resource program focused on improving employee satisfaction of the job.

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Work Life Balance: An Emotional Intelligence Strategy for A Peaceful and Satisfying Atmosphere At Home and Workplace

International Journal of Scientific Research ◽

10.15373/22778179/apr2014/215 ◽

2012 ◽

Vol 3 (4) ◽

pp. 1-3

Author(s):

Dr. U. SYED AKTHARSHA ◽

◽

PRIYA V PRIYA V

Keyword(s):

Emotional Intelligence ◽

Work Life ◽

Work Life Balance ◽

Life Balance ◽

At Home

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THE INFLUENCE OF WORK LIFE BALANCE TOWARDS JOB PERFORMANCE IN PRIVATE HIGHER EDUCATION INSTITUTION (PHEI)

ADVANCES IN BUSINESS RESEARCH INTERNATIONAL JOURNAL ◽

10.24191/abrij.v3i1.10034 ◽

2017 ◽

Vol 3 (1) ◽

pp. 18

Author(s):

Noorlaila Hj. Yunus ◽

Siti Musalmah Ahmad Fuad

Keyword(s):

Higher Education ◽

Social Support ◽

Job Performance ◽

Human Resource ◽

Education Institution ◽

Work Life ◽

Private Higher Education ◽

Work Life Balance ◽

Life Balance ◽

The University

Work-Life Balance (WLB) is an important factor that the Human Resource Management of private higher education Institution (PHEI) should concern about in order to gain high Job Performance in theinstitution. If there are WLB practices implemented by the university, the Human Resource Department (HRD) must always get feedback from the employees to continuously improve the WLB policy. This will benefit not just the employees but the most important to the PHEI by having a good productivities and high job performance employees. The result shows that most of the employees in the university have good social support from their colleagues at work place, friends and their families. This support have given them inspiration and motivation in doing their job properly and finally they might achieved high job performance. Eventhough the result were positive about the social support the employees receives, the top management including the HRD need to revise their policy of WLBespecially other factors that can influenced the employees to optimized their efforts in doing their job.

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Green Work-Life Balance and Greenwashing the Construct of Work-Life Balance: Myth and Reality

Energies ◽

10.3390/en14154556 ◽

2021 ◽

Vol 14 (15) ◽

pp. 4556

Author(s):

Anuradha Iddagoda ◽

Eglantina Hysa ◽

Helena Bulińska-Stangrecka ◽

Otilia Manta

Keyword(s):

Job Performance ◽

Employee Engagement ◽

Cross Sectional Study ◽

Work Life ◽

Work Life Balance ◽

Cross Sectional ◽

Life Balance ◽

Theoretical Contribution ◽

Green Human Resource Management ◽

The Impact

Some of the frequently used buzz words in the corporate sector include green leadership, green human resource management, green employee engagement and green work-life balance. The intention of this article is to identify and examine the logical reasons that govern “green work-life balance” or, in simple terms, “greenwashing” work-life balance. The paper also aims at providing a comprehensive conceptualization of work-life balance, while thoroughly examining the components of measuring the construct. Based on a cross-sectional study in the banking industry with a sample of 170 managerial employees, this study analyzes the impact of work-life balance on employee job performance mediated by employee engagement. Results support the assumed relationship between work-life balance and employee job performance embedded in employee engagement. The theoretical contribution of this study concerns the application of role behavior theory to describe the mechanisms shaping the relationship between work-life balance and job performance through employee engagement. The practical implications of the paper include recommendations for improving job performance by enhancing the work-life balance and strengthening employee engagement.

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PENGARUH WORK LIFE BALANCE DAN KETERIKATAN PEGAWAI TERHADAP KINERJA PEGAWAI FAKULTAS ILMU SOSIAL DAN ILMU POLITIK UNIVERSITAS INDONESIA

Jurnal Manajemen Pendidikan ◽

10.21009/jmp.08108 ◽

2017 ◽

Vol 8 (1) ◽

pp. 82

Author(s):

Maya Sarikit

Keyword(s):

Job Performance ◽

Path Analysis ◽

Employee Engagement ◽

Direct Effect ◽

Work Life ◽

Work Life Balance ◽

Survey Method ◽

Life Balance ◽

Political Sciences ◽

The University

The objective of the research is to obtain information about the influence of work life balance and employee engagementon employees job performance onFaculty of Social and Political Sciences of the University of Indonesia .The research was conducted to all of employees onFaculty of Social and Political Sciences of the University of Indonesia by using a survey method with path analysis applied in testing hypothesis. The number 67 employees as sample was selected by using Slovin formula. The result of the study reveals that: (1) there is direct effect of work life balance on job performance. (2) there isdirect effect of employee engagement on job performance. (3) there is direct effect of work life balance on employee engagement. Therefore to enhance employee’s job performance can be carried out by work life balance, and employee engagement.

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