ABSTRACT

The aim of this study was to investigate characteristics associated with employees’ ability to cope with the challenges of remote working as flexible work arrangements are predicted to constitute an increasingly pervasive model of work. More specifically, we investigated job resources specific to remote work and employees’ strengths and behaviours that may be crucial for enhancing work engagement when working outside a traditional office environment. The present study adopted a person-centered approach to investigate work engagement and its antecedents. A sample of 455 employees completed a questionnaire four times across a ten-month period during the enforced remote work occasioned in response to the corona pandemic. The results revealed four distinct work engagement profiles. Most employees (75%) belong to profiles with either average or high levels of work engagement, which remained stable after a slight initial increase. A decrease was observed in 25% of those employees whose work engagement was already low at the study baseline. High levels of organisational support, the functionality of home as a work environment, job-related self-efficacy, and job crafting characterised the profile in which work engagement remained at a high level during the remote work. Implications for practice concerning well-being protective multi-locational work are presented.

摘要

本研究的目的是调查与员工应对远程工作挑战的能力相关的特征，因为预计灵活的工作安排将构成越来越普遍的工作模式。更具体地说，我们调查了特定于远程工作的工作资源以及员工的优势和行为，这些优势和行为可能对在传统办公环境之外工作时提高工作参与度至关重要。本研究采用以人为本的方法来调查工作投入及其前因。在为应对冠状病毒大流行而进行的强制远程工作期间，455 名员工的样本在十个月内完成了四次问卷调查。结果揭示了四种不同的工作投入概况。大多数员工 (75%) 属于具有平均或高工作参与度的档案，在最初略有增加后保持稳定。在研究基线时工作敬业度已经很低的员工中有 25% 观察到了下降。高水平的组织支持、家庭作为工作环境的功能、与工作相关的自我效能感和工作塑造是远程工作期间工作参与度保持在高水平的特征。介绍了有关福祉保护性多地点工作的实践意义。家庭作为工作环境的功能、与工作相关的自我效能感和工作塑造是远程工作期间工作参与度保持在高水平的特征。介绍了有关福祉保护性多地点工作的实践意义。家庭作为工作环境的功能、与工作相关的自我效能感和工作塑造是远程工作期间工作参与度保持在高水平的特征。介绍了有关福祉保护性多地点工作的实践意义。