Homeworking and Employee Job Stress and Work Engagement: A Multilevel Analysis from 34 European Countries

Mung Khie Tsen; Manli Gu; Chee Meng Tan; See Kwong Goh

doi:10.1007/s11205-023-03138-1

Homeworking and Employee Job Stress and Work Engagement: A Multilevel Analysis from 34 European Countries

Soc Indic Res. 2023 May 29:1-28. doi: 10.1007/s11205-023-03138-1. Online ahead of print.

Authors

Mung Khie Tsen¹, Manli Gu¹, Chee Meng Tan², See Kwong Goh³

Affiliations

¹ Taylor's Business School, Taylor's University, Subang Jaya, Malaysia.
² Nottingham University Business School, University of Nottingham Malaysia, Kuala Lumpur, Malaysia.
³ School of Business, Monash University Malaysia, Subang Jaya, Malaysia.

Abstract

Working from home (WFH) has had both positive and negative impacts on the work conduct. To maximise the benefits of homeworking, previous literature mainly focuses on creating self-help strategies for homeworkers to reduce work stress and maintain work engagement. However, fewer studies take on the policymaker perspective and evaluate optimal working conditions in the homeworking context. Using the Job Demands-Resources (JD-R) model, this study evaluates the effects of various work characteristics (job demands and resources) on the stress and engagement of infrequent and frequent homeworkers. Using the sixth European Working Conditions Survey 2015 which contains 5090 participants from 34 European countries, we studied 6 job demands and 5 job resources via Exploratory Factor Analysis. After testing the model's fitness using Confirmatory Factor Analysis, multiple mixed-effects models were used to test the job demands and resource effects on worker stress and engagement. Dominance Analysis was then used to identify the relative importance of each job demand and resource when explaining employee stress and engagement. We found emotional demands, time pressure, and workload to be the top three demand factors that cause work stress across the groups. Other than daily homeworkers, a positive and fair social climate is the most prominent resource able to boost job engagement across all of the other groups. By identifying the homeworkers' most influential demands and resources, this study will help managers better understand the steps to take to provide healthy job conditions for homeworkers.

Keywords: Engagement; Homeworking; Job Demand-Resource; Stress.

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