“Enabling” or “Burdensome”: The Double-edged Sword Effect of Telecommuting on Employee Health

Authors

  • Yanzan Yang

DOI:

https://doi.org/10.54691/bcpbm.v15i.281

Keywords:

Telecommuting; Employee Health; Employee Self-efficacy; Job Demands-resources Model.

Abstract

With COVID-19 epidemic prevention and control entering into the regular state in China, flexible working schedule, featured by telecommuting, has been chosen by a large number of enterprises as an emergency work measure to ensure the normal operation of enterprises. For further analysis of effects on health of employees telecommuting, according to JD-R model, this paper constructs the telecommuting employee health impact of theoretical model, 225 valid questionnaires of the research results show that the telecommuting have a Double-edged effect on the employees physical and mental health effects of path, and employee Self-efficacy play a mediating role in this path. When telecommuting is manifested as work resources, employees will be willing to consume personal resources, improve work enthusiasm and participation, and Self-efficacy can be effectively played, and promote the improvement of employees' health level; on the contrary, it goes down. The research results will provide new ideas and new perspectives for the research on the adjustment of enterprise employment mode, the creation of employee Self-efficacy and the sustainable and healthy development of organizations under the background of the normalization of epidemic prevention and control.

Downloads

Download data is not yet available.

References

Bouziri, H., Smith, D. R., Descatha, A., Dab, W., & Jean, K. (2020). Working from home in the time of covid-19: how to best preserve occupational health?. Occupational and Environmental Medicine, 77(7), 509-510.

Huo, W., Gong, Y., Li, X., Nie, J. (2020). a literature review of online telecommuting and future prospects under active and passive mode. China Human Resource Development, 37(08):6-21.

Shamir, B., & Salomon, I. (1985). Work-at-home and the quality of working life. Academy of Management Review, 10(3), 455-464.

Diaz, I., Chiaburu, D. S., Zimmerman, R. D., & Boswell, W. R. (2012). Communication technology: Pros and cons of constant connection to work. Journal of Vocational Behavior, 80 (2), 500-508.

Richardson, K. M., & Thompson, C. A. (2012). High tech tethers and work-family conflict: A conservation of resources approach. Engineering Management Research, 1(1), 29-43.

Shi, Y, Zhang, H., Xie, J., &Ma, H. (2018). Work-related use of information and communication technologies after hours and focus on opportunities: The moderating role of work-family centrality. Current Psychology, Doi: 10. 1007/s 12144-018-9979-3.

Bakker A B, Demerouti E. The job Demands-resources model: State of the art[J]. Journal of Managerial Psychology,2007,22(3):309-328.

Matos, K., & Galinsky, E. (2015). Commentary on how effective is telecommuting? Assessing the status of our scientific findings. Psychological Science in the Public Interest, 16 (2), 38-39.

Sweet, S., Pitt-Catsouphes, M., & James, J. B. (2017). Manager attitudes concerning flexible work arrangements: Fixed or changeable? Community, Work & Family, 20 (1), 50-71.

Li, S., Ran, G., Zhang, Q., Hu, T. (2019). A Meta-analysis of the Relationship between Self-efficacy and Mental Health with Chinese Samples.Psychological Development and Education,35(06):759-768.

Chang, C. W., Yuan, R, & Chen, J.K. (2018). Social support and depression among Chinese adolescents: The mediating roles of self-esteem and Self-efficacy. Children and Youth Services Review,88,128-134.

Jiang, Z., Hu, X., Wang, Z., & Jiang, X. (2017). Career decision Self-efficacy and life satisfaction in china: An empirical analysis. Social Indicators Research,132(1),137 -154.

Liu, N., Liu, S., Yu, N., Peng, Y., Wen, Y., Tang, J., et al. (2018). Correlations among psychological resilience, Self-efficacy, and negative emotion in acute myocardial infarction patients after percutaneous coronary intervention. Frontiers in Psychiatry,9(1),1 -7.

To, S.M. (2016). Loneliness, the search for meaning, and the psychological well-being of economically disadvantaged Chinese adolescents living in Hong Kong: Implications for life skills development programs. Children and Youth Services Review,71,52 -60.

Wang, Y, & Zhang, B. (2017). The dual model of perfectionism and depression among Chinese university students. South African Journal of Psychiatry,23(1),1-7.

Lyness, K.S., Gornick, J. C., Stone, P., & Grotto, A. R. It’s all about control: Worker control over schedule and hours in cross-national context. American Sociological Review,2012,77(6),1023-1049.

Leslie, L.M., Manchester, C. F, Park, T.-Y., &Mehng, S. A. Flexible work practices: A source of career preminums or penalties?. Academy of Management Journal, 2012,55 (6),1407-1428.

Peretz, H., Fried, Y., &Levi, A. Flexible work arrangements, national culture, organizational characteristics, and organizational outcomes: A study across 21 countries. Human Resource Management Journal, 2018, 28(1), 182-200.

Sun, J., Cui, Y, Song, M. (2020). Flexible Work Arrangements: A Literature Review and Research Agenda. China Human Resource Development, 37(09):69-86.

Wang, X., Chen, W. (2008). The Analysis of Employees’ Health and Organizational Health. Commercial Research, (10):79-83.

McHugh, M, Brotherton, C, Health is wealth --Organizational Utopia or Myopia? [J].Journal of Managerial Psychology, 2000,1(8):744-770.

Jaffe, D. the Healthy company: Research para-digms for personal and organizational health[R]. American Psychological Association, Washington,1995:13-40.

Park, Y., Fritz, C., & Jex, S. M. Relationships between work-home segmentation and psychological detachment from work: The role of communication technology use at home. [J]Journal of Occupational Health Psychology, 2011,16(4), 457-467.

Boswell, W. R., & Olson-Buchanan, J. B. The use of communication technologies after hours: The role of work attitudes and work-life conflict. [J]Journal of Management, 2007,33(4), 592-610.

Derks, D., van Duin, D., Tims, M., & Bakker, A. B. Smartphone use and work-home interference: The moderating role of social norms and employee work engagement. [J]Journal of Occupational and Organizational Psychology, 2015,88(1), 155-177.

Lanaj, K., Johnson, R. E., & Barnes, C. M. Beginning the workday yet already depleted? [J]Consequences of late-night smartphone use and sleep. Organizational Behavior and Human Decision Processes,2014, 124(1), 11-23.

Schieman, S., & Young, M. C. (2013). Are communications about work outside regular working hours associated with work-to-family conflict, psychological distress and sleep problems?. Work & Stress, 27 (3), 244-261.

Derks, D., van Mierlo, H., & Schmitz, E. B. A diary study on work-related smartphone use, psychological detachment and exhaustion: Examining the role of the perceived segmentation norm. [J]Journal of Occupational Health Psychology, 2014,19(1), 74-84.

Derks, D., & Bakker, A. B. (2014). Smartphone use, work-home interference, and burnout: A diary study on the role of recovery. Applied Psychology, 63 (3), 411-440.

Dettmers, J., Vahle-Hinz, T., Bamberg, E., Friedrich, N., & Keller, M. Extended work availability and its relation with start-of-day mood and cortisol. [J]Journal of Occupational Health Psychology, 2016,21(1), 105-118.

Demerouti, E., Nachreiner, F, Bakker, A. B., &Schaufeli, W. B. (2001). The Job Demands-resources model of burnout. Journal of Applied Psychology,86(3),499-512.

Bakker, Demerouti E, Toon W. A multigroup analysis of the job demands resources model in four home care organizations[J]. International Journal of Stress Management, 2003, 10(1): 16- 38.

Schaufeli, W. B., & Taris, T. W. (2014). A critical review of the job Demands-resources model: Implications for improving work and health. In G. F. Bauer., O. Hämmig. (Eds.), Bridging occupational, organizational and public health: A transdisciplinary approach (pp. 43-68). Berlin: Springer Science + Business Media.

Schaufeli, W. B., Bakker, A. B., & van Rhenen, W. How changes in job demands and resources predict burnout, work engagement, and sickness absenteeism. [J]Journal of Organizational Behavior, 2009,30(7), 893-917.

Skaalvik, E.M., & Skaalvik, S. (2017). Motivated for teaching? Associations with school goal structure, teacher Self-efficacy, job satisfaction and emotional exhaustion. Teaching and Teacher Education, 67(1), 152 -160.

Schaubroedk J, Lamssk, Xie. Collective Efficacy Versus Self-efficacy in Coping Responses to Stressors and Control: Across-cultural Study[J] Journal of applied psychology,2000,85(4):512-525.

Mazmanian, M., M., Orlikowski, W. J., &Yates, J. A. (2013). The autonomy paradox: The implications of mobile email devices for knowledge professionals. Organization Science,24(5),1337-1357.

Frone, M. R., & Tidwell, M. C. (2015). The meaning and measurement of work fatigue: development and evaluation of the three-dimensional work fatigue inventory (3d-WFI). Journal of Occupational Health Psychology, 20(3), 273-288.

Liu, C., Spector, P. E., & Shi, L. (2007). Cross‐national job stress: a quantitative and qualitative study. Journal of Organizational Behavior, 28(2), 209-239.

Lapierre, L. M., Steenbergen, E. F. V., Peeters, M. C. W., & Kluwer, E. S. (2015). Juggling work and family responsibilities when involuntarily working more from home: a multiwave study of financial sales professionals. Journal of Organizational Behavior.

Wang, X., Liu, P., Li, Ai. (2019).Freedom or Constraint? The Effect of Work-Related Use of Information and Communication Technologies after Hours on Well-being. China Human Resource Development, 36 (08): 47-59.

Lin, Y., Liu, H., Qi, Xin. (2019). Functional Mechanism of Flexible Work Arrangements in the Context of Work/ Family Conflicts: Based on Work/Family Boundary Theory. Journal of Business Economics, (12): 78-87.

Netemeyer R G, Boles J S, Mcmurrian R. Development and validation of work-family conflict and family-work conflict scales[J]. Journal of Applied Psychology,1996,81(4):400-410.

Carlson D S, Kacmar K M, Williams L J. Construction and initial validation of a multidimensional measure of work-family conflict[J]. Journal of Vocational Behavior, 2.

Downloads

Published

2021-12-30

How to Cite

Yang, Y. (2021). “Enabling” or “Burdensome”: The Double-edged Sword Effect of Telecommuting on Employee Health. BCP Business & Management, 15, 262-272. https://doi.org/10.54691/bcpbm.v15i.281