Home-based telework and job stress: the mediation effect of work extension

IF 3.3 3区管理学 Q1 INDUSTRIAL RELATIONS & LABOR

Personnel Review Pub Date : 2023-03-31 DOI:10.1108/pr-02-2022-0111

Salomé Goñi-Legaz, Imanol Núñez, Andrea Ollo-López

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引用次数: 0

Abstract

PurposeThis paper aims to investigate how home-based telework (HBT) affects job stress. The authors argue that an intrinsic effect of telework like work extension mediates this relationship. Work extension is reflected in two employee behaviours: working in free time and presentism.Design/methodology/approachThe proposed model has been estimated using the Preacher and Hayes bootstrap method for multiple mediation analysis, with 1,000 repetitions. The data used come from the sixth European Working Conditions Survey.FindingsThe analysis indicates that HBT does not pose an inherent risk for job stress but causes a change in the employees' behaviour, increasing working in free time and presenteeism and thus job stress. The mediation model indicates that once these behaviours are controlled, the effect of HBT is to reduce stress.Research limitations/implicationsThe authors argue that companies should focus on human resource practices to control workers' behaviours that have a detrimental effect on job stress while institutions should regulate HBT.Originality/valueThe analysis deepens the unclear relationship between HBT and job stress by introducing employees' behaviours concerning work extension into the equation.

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居家远程办公与工作压力:工作延伸的中介作用

目的研究家庭远程办公对工作压力的影响。作者认为，像工作延伸这样的远程工作的内在效应调解了这种关系。工作延伸体现在员工的两种行为上:在空闲时间工作和在场主义。设计/方法/方法所提出的模型已使用多次中介分析的Preacher和Hayes bootstrap方法进行估计，重复1000次。所使用的数据来自第六次欧洲工作条件调查。分析表明，HBT并不构成固有的工作压力风险，但会导致员工行为的改变，增加空闲时间的工作和出勤率，从而增加工作压力。中介模型表明，一旦这些行为得到控制，HBT的效果是减轻压力。研究局限/启示作者认为，公司应该把重点放在人力资源实践上，以控制对工作压力产生有害影响的员工行为，而机构应该监管HBT。独创性/价值本分析通过将员工关于工作延伸的行为引入方程，加深了HBT与工作压力之间不明确的关系。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Personnel Review Multiple-

CiteScore

7.10

自引率

7.70%

发文量

133

期刊介绍： Personnel Review (PR) publishes rigorous, well written articles from a range of theoretical and methodological traditions. We value articles that have high originality and that engage with contemporary challenges to human resource management theory, policy and practice development. Research that highlights innovation and emerging issues in the field, and the medium- to long-term impact of HRM policy and practice, is especially welcome.