Tinne Vander Elst1, Ronny Verhoogen, Maarten Sercu, Anja Van den Broeck, Elfi Baillien, Lode Godderis. 1. Knowledge, Information and Research Center, IDEWE (External Service for Prevention and Protection at Work), Leuven, Belgium (Dr Vander Elst, Dr Verhoogen, Mr Sercu, Dr Godderis); Research Group Work, Organizational and Personnel Psychology, Faculty of Psychology and Educational Sciences, KU Leuven, Leuven, Belgium (Dr Vander Elst); Research Center of Work and Organizational Studies, Faculty of Economics and Business, KU Leuven, Leuven, Belgium (Drs Van den Broeck, Baillien); Optentia Research Focus Area, Vanderbijlpark Campus, North West University, Vanderbijlpark, South Africa (Dr Van den Broeck); and Centre Environment and Health, Department of Public Health and Primary Care, KU Leuven, Leuven, Belgium (Dr Godderis).
Abstract
OBJECTIVES: This study aimed to investigate the curvilinear relationship between extent of telecommuting and work-related well-being (ie, burnout, work engagement, and cognitive stress complaints), as well as to test whether job characteristics act as explanatory mechanisms underlying this relationship. METHODS: A sample of 878 employees from an international telecommunication company with a long history of telecommuting participated in a survey on psychosocial risk factors and well-being at work. Mediation path analyses were conducted to test the hypotheses. RESULTS: Social support from colleagues, participation in decision-making, task autonomy, and work-to-family conflict, but not extent of telecommuting, were directly related to work-related well-being. Extent of telecommuting was indirectly related to well-being via social support. CONCLUSION: Employers should invest in creating good work environments in general, among both telecommuters and nontelecommuters.
OBJECTIVES: This study aimed to investigate the curvilinear relationship between extent of telecommuting and work-related well-being (ie, burnout, work engagement, and cognitive stress complaints), as well as to test whether job characteristics act as explanatory mechanisms underlying this relationship. METHODS: A sample of 878 employees from an international telecommunication company with a long history of telecommuting participated in a survey on psychosocial risk factors and well-being at work. Mediation path analyses were conducted to test the hypotheses. RESULTS: Social support from colleagues, participation in decision-making, task autonomy, and work-to-family conflict, but not extent of telecommuting, were directly related to work-related well-being. Extent of telecommuting was indirectly related to well-being via social support. CONCLUSION: Employers should invest in creating good work environments in general, among both telecommuters and nontelecommuters.
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