Aika Technology

For instance, workers may be able to better control the levels of lighting, noise, and temperature within their homes than a library or co-working space. However, certain aspects of working from home such as separating family and nonwork responsibilities or interruptions from one’s work domain may be more difficult. Therefore, workers will likely benefit from choosing a consistent space within their homes to perform their work where non-work activities do not take place and they can best separate their work and home domains.

  • In an office setting, people take breaks so they can refresh their minds, but at home, they might use breaks to take care of household chores.
  • Despite the largely positive findings on the benefits of telecommuting, just 7% of American companies offer the option to most or all of their employees, according to recent BLS data.
  • This review has made several recommendations to support employees WAH, based on the reviewed literature; however, caution is warranted in relation to the unknown impact of the mandatory WAH, which is a unique situation.
  • Finally, future work ought to extend research to include pregnant women or workers responsible for eldercare.
  • Even after the COVID-19 pandemic or the lifting of COVID-19-related restrictions, WFH is likely to remain an essential part of the new world of work.
  • However, dichotomizing variables that can be measured on a continuum may result in a loss of information and can introduce error [117].

In addition, many companies lack sufficient regulation and policies regarding the set up and ergonomic evaluation of in-home and remote workspaces [62]. Compounding these issues is the lack of reliable injury frequency and severity reporting for teleworking employees [17,26]. These factors are surprising, as in-home and remote workers are still performing work-related duties and injuries incurred while working may still be covered through Worker’s Compensation [62]. Thus, workers may use boundary management strategies to categorize role demands into the domains of either their work or home [48].

2. Employees’ Job Satisfaction in Home Office

We can schedule more virtual office hours than we could before the pandemic, when we were not on campus some days and lost time commuting. In addition to reducing stress, the flexibility of remote work may encourage employees to engage in healthier habits, such as by spending more time walking (Chakrabarti, 2018) or eating healthier (Allen et al., 2008). Though the pandemic may have been the catalyst for remote work for many millions of employees around the world, it’s far from the only reason to work from home. Indeed, the benefits of working from home impact so many things on a global scale that it’s sure to become the best path forward.

health benefits of working remotely

The data are not publicly available, as this was assured to the participants in the study information as well as in the data privacy statement. But when you work remotely, you can set boundaries and establish rules to minimize distractions, thus maximizing your productivity. Another big plus of working remotely is that you can create a work environment that’s more comfortable for you. Whether you prefer working from home or in a co-working space, you can find a setup that suits your needs and helps you be more productive. This is because remote teams use written communication more than teams in traditional offices, which can lead to more clear and concise communication overall. When remote work is an option, businesses can cast a wider net when recruiting new employees.

New work: Why remote is here to stay

However, extant literature does tell us that personality plays a role in determining teleworker health [43]. In two field studies, workers who were high in emotional stability, and also reported high autonomy, experienced the lowest levels of psychological strain. In spite of reporting https://remotemode.net/ high levels of autonomy, these workers were more susceptible to strain, and were likely to experience more strain as the number of teleworking hours increased. Since the start of the COVID-19 pandemic, more studies have investigated work-family conflict as an outcome of telework.

Studies show that many of the most qualified candidates you could hope to attract for your company prioritize remote work. And while that should be reason enough to support it, it’s also good for your bottom line. A. Bowling (Eds), Essentials of job attitudes and other workplace psychological constructs (pp. 207–241). Gas, car maintenance, how companies benefit when employees work remotely transportation, parking fees, a professional wardrobe, lunches bought out, and more can all be reduced or eliminated from your spending entirely. If you have a large team, it could also be worth keeping the office open and offering a hybrid model, so they have the option to work at home or in the office, giving them the best of both worlds.

More freedom and autonomy

Eating a well-rounded diet can help improve mood, increase energy levels and help you think clearer at work. It’s no surprise, as it’s proven that nutrition dramatically influences our mental health. But when commuting to the office daily, preparing healthy meals beforehand is not always easy. Instead, we rely on calorie-dense snacks and pre-packaged items and sometimes end up in the local cafe.

The extent of telework also plays a primary role in predicting the job satisfaction and overall health of teleworkers. Next, we review the moderators and mediators which help to define our understanding of what happens to employee health when one utilizes telework. The importance of job characteristics in helping to define the relationship between telework and job satisfaction has been modeled in numerous other studies. For instance, participants who were teleworking full time from India during the COVID-19 pandemic reported the highest levels of job satisfaction when also reporting high levels of job autonomy and family supportive supervisory behaviors (FSSBs) [89]. Specifically, when participants reported high levels of job resources, they also reported high levels of work–life-balance, subsequently leading to higher levels of job satisfaction. Furthermore, participants reported the highest levels of job satisfaction when they not only perceived high levels of job resources, but also reported having at least some experience teleworking prior to the COVID-19 pandemic.

1. Job Characteristics

This may lead to higher job satisfaction and a greater likelihood that they’ll stay with the company. Moreover, they’re saving vast amounts of time each week by forgoing the daily commute, which also reduces absenteeism and increases productivity. Remote work can make managing job duties and other competing obligations less stressful with the understanding that employees are people, first and foremost.

  • In fact, a study found that 60 percent of people claimed they have better mental health working remotely.
  • In future crises, the autonomy of employees should be increased as quickly as possible from the beginning [40].
  • In addition, there is a lack of baseline data regarding employee health, job satisfaction, etc., prior to the onset of the COVID-19 pandemic because the data were collected during the lockdown in the winter of 2020.
  • When evaluating these results through the lens of the macroergonomics systems approach, we can further understand how the organization of technology and personnel subsystems can affect the trajectory of worker health and well-being outcomes.
  • Furthermore, women, regardless of the presence of children in the home, reported significantly higher levels of pain and discomfort when teleworking than men with children, and those with children also reported significantly higher levels of stress than men with children.
  • For inclusion in the current rapid review, studies were required to focus on adult white collar/professional employees WAH during business hours, and to include mental or physical health related outcomes of workers.

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