Does Workfrom Home Increase Employee Job Satisfaction? Evidence from Information Communication Technology Industry in Sri Lanka

M.M.F Rusdha ◽  
W.A Edirisooriya

The corporate world was undergoing a phase of digital transformation overrecent past years which led to adopt the work from home practice in different industry contexts and this practice had been accelerated due to the COVID-19 outbreak. To obtain the optimum outcome from employees, it is the major responsibility of the organizations to ensure that they are satisfied enough with the new work settings since employee job satisfaction is one of the significant elements of an effective workforce. Therefore,the main objective of this study was to examine the impact of work from home on employee job satisfaction in Information Communication Industry (ICT) industry in Sri Lanka. Using the survey strategy, responses were collected through questionnaires from 384 employees from the ICT industry in Sri Lanka. The findings of this study concluded that there is a positive impact of work from home on employee job satisfaction in the ICT industry in Sri Lanka as work from home gives more freedom, autonomy, and work-life balance. Further, it identified that the ICT organizations in Sri Lanka use a high level of work home practice and their employees’ job satisfaction level is also relatively high. The theoretical contribution of this study is that it extends the employee job satisfaction literature by empirically testing and validating the work from home in a new context. Also, the findings of this research are useful for all the practitioners to increase employee job satisfaction by developing flexible and unique work from home practices. Accordingly, work from home could be used as a strong motivational strategy in the ICT industry as well as in other contexts.

Sneha Shankar Shetty

This study is based on how does work from home impacts employee’s productivity in IT sector. The main aim of this particular study was to conduct an in depth research in order to understand the experiences of employees which they had while working from home and to understand whether there was any effect of working from home on employees productivity. Exploratory and Descriptive Research was conducted which was carried through questionnaire. This approach was taken in order to collect employee’s opinions and experiences and to observe if there were any trends emerged in relation to employee’s productivity while working from home. The study reveals that there is a significant impact of work from home on employee’s productivity level. Despite there were mixed opinions whether employees performance was low or high while working from home, however employees also shared their opinions on how their productivity levels be affected negatively if working from home was removed. Overall it was clear to observe the high level of positivity surrounding due to work from home and how it impacted positively not only on employee’s productivity but also on employee’s work life balance, job satisfaction, occupational stress and motivation of employees.

Ni Putu Anggy Kecana Dewi ◽  
Irene Hanna H. Sihombing ◽  
I Dewa Putu Hendri Pramana ◽  

Human resources are the main capital to achieve company’s goals in hospitality industry. One important thing that company should consider in maintaining employee performance is a job satisfaction. Employee that does not have a job satisfaction while working will gradually decrease the employee performance. Many factors influence job satisfaction one of them is work life balance. The low work life balance resulted a low job satisfaction. This research aims at investigating the influence of work life balance on employee job satisfaction to housekeeping employee at Renaissance Bali Uluwatu Resort & Spa. Respondents in this research were 35 housekeeping employees with saturated sampling. The data collection was done by distributing the questionnaire using a Likert scale that use 5 points to measure 30 item statements. The data analysis techniques used was simple linear regression, t-test, and determination coefficient test which was assisted by SPSS version 23 for Windows. The results of this research indicated that work life balance (X) partially has a positive and significant effect on housekeeping employee job satisfaction (Y) at Renaissance Bali Uluwatu Resort & Spa with a value of tcount > ttable = 9,840 > 2,032. Work life balance contributes to influence Employee job satisfaction of 74,6% in strong catagories, while the remaining 25,4% is influenced by other factors outside of this research. This research is expected to be used as a consideration to pay more attention of employee work life balance to increase employee job satisfaction.

2011 ◽  
Vol 7 (2) ◽  
Sobia Shujat ◽  

In recent times the issues of good governance have received wide attention from the policymakers, researchers and the international donor agencies. The existence of the Ombudsman promotes good governance around the world by ensuring administrative accountability and transparency. The necessity for the office of Ombudsman has been felt in Bangladesh ever since its independence. Our constitution makers incorporated provision for Ombudsman in article 77 of the constitution of 1972. In 1980, the parliament in Bangladesh passed the Ombudsman Act in pursuance of article 77 of the constitution. The office, however, has not yet been established and the provisions of the act have remained as dead letters. As a result, we have so far from the good governance in public administration. This paper provides an analytical overview of the Ombudsman institution as a mechanism of good governance in Bangladesh.

2021 ◽  
Vol 6 ◽  
Monika Ardelt ◽  
Bhavna Sharma

Objective: Research shows that wisdom benefits individuals, but is this also true for organizations? To answer this question, we first delineated the characteristics of wise and not-so-wise organizations in the areas of goals, approach, range, characteristics of leaders and employees, and perception of aging, using a framework derived from comparing wisdom with intellectual knowledge. Guided by this framework, we then tested whether wise organizations have a positive effect on employees’ physical and subjective well-being mediated by wise leadership and job satisfaction.Method: We created a wise organization index for nine organizations from the 2007–2008 Age and Generations Study based on 74 to 390 average employees’ ratings of perceived work opportunities for training and development, flexibility at work, absence of time pressure at work, work-life balance, satisfaction with work benefits, job security, and job opportunities. A mediated path model was analyzed to test the hypothesis. The sample contained 821 employees (age range 19–74 years; M = 41.98, SD = 12.26) with valid values on wise (fair and supportive) leadership at the first wave of data collection and employee job satisfaction (career as calling, satisfaction with career progress, engagement at work, and organizational commitment) and physical and subjective well-being at the second wave of data collection at least 6 months later.Findings: Results confirmed that the positive associations between the organizations’ overall wisdom index and employees’ physical and subjective well-being scores at Wave 2 was mediated by employees’ perception of wise leadership at Wave 1 and employee job satisfaction at Wave 2.Originality/value: This study fills a gap in the organizational wisdom literature by 1) systematically contrasting the characteristics of wise organizations with not-so-wise organizations, 2) creating a novel wise organization index, and 3) testing the effects of wise organizations and wise leadership on employees’ job satisfaction and physical and subjective well-being.Practical and societal implications: The results suggest that wise organizations encourage wise leadership, and wise leadership, in turn, fosters job satisfaction, which benefits employees’ physical and subjective well-being. Hence, wise organizations ultimately enhance workers’ well-being, which likely contributes to the success and reputation of the organization through higher employee productivity and better customer service.

W. D. N. S. M. Tennakoon ◽  
R. B. C. P. Senarathne

Aims: Previous studies show a significant attitudinal difference between Generation Y and others in the context of Work-Life Balance. The present study aimed at finding promising factors and the magnitude of them in affecting Work-Life Balance of Generation Y employees. Study Design: The study was a quantitative, cross-sectional inquiry of the determinants of Work-Life Balance which equipped an email survey (N = 213). Place and Duration of Study: The was primarily based on Kandy District of Sri Lanka. Approximately, the study stood for six months (February 2019 to August 2019). Methodology: Determinants of Work-Life Balance, namely; Flexibility & freedom, Motivation, Job satisfaction, Feedback & support and Technological adaption were tested for their influence over Work-Life Balance. The survey instrument had 32 items of which the responses were measured against a five-point Likert scale. A Google form of the instrument was e-mailed to respondents (85.2% response rate). Data was analyzed using univariate and multivariate techniques. Results: Results of multiple regression analysis detected Job satisfaction (β = .287; p < .001), Flexibility & freedom (β = .198; p < .001) and Feedback & support (β = .181; p < .001) as principal determinants of the Work-Life Balance of Generation Y employees. Technological adaption (p >.001) and Motivation (p > .001) found insignificant in affecting Work-Life Balance of Generation Y employees.  Conclusion: The study was theoretically profound as it refined determinants of Work-Life Balance determinants specific to Generation Y. Practically, findings are useful in crafting any action plan towards enhancing Work-Life Balance of Generation Y employees who are currently the most active group in the workforce.

2019 ◽  
Vol 1 (2) ◽  
pp. 1-13
Indri Iswardhani ◽  
Nurdin Brasit ◽  
Ria Mardiana

The balance of work-life balance and burnout on employee job satisfaction both directly and directly carried out on employees of the Deputy Health BPJS Office in South Sulawesi, West Sulawesi, Southeast Sulawesi, and Maluku. This study uses quantitative variables that investigate the position of the variables proposed and the relationship between one variable with another variable. This research is to test hypotheses that have been formulated previously. This study will explain the causal relationship between variables through hypothesis testing. In this study, the analytical method used is path analysis with an analytical path using the Smart PLS 3.2.8 program. The results of this study found that work-life balance has a positive and significant effect on employee job satisfaction, burnout has a negative and significant effect on employee job satisfaction, a positive work-life balance and a significant effect on employee job satisfaction if mediated by burnout.

2018 ◽  
Vol 11 (2) ◽  
pp. 77-85
Uki Yonda Asepta ◽  
Sekar Harumi Putri Maruno

Employee is an asset to the company. Employees have a very important role for companies to achieve corporate goals. To keep employee performance to remain productive then it is necessary. Job satisfaction of an employee within the organization can’t be separated from career development, and work life balance. This research was conducted to determine the effect of Work-life Balance and Career Development on Job Satisfaction. This type of research uses a causal quantitative method. The data used for the research is primary data obtained from questionnaires distributed to 30 respondents employees of PT. Telkomsel, Tbk Branch Malang. The sampling technique used was the census. Data analysis method used is multiple linear regression. The results of research indicate that Work-Life Balance and Career Development affect simultaneously to Employee Satisfaction. Partially, work life balance significantly to employee job satisfaction. Career development has a significant effect on employee job satisfaction, will be falling again. The most dominant effect on employee job satisfaction is the work balance.

Sign in / Sign up

Export Citation Format

Share Document