Employee well-being in the COVID-19 pandemic: The moderating role of teleworking during the first lockdown in the province of Quebec, Canada

Source avec lien : Work, 70(3). 10.3233/WOR-205311

L’objectif principal de l’étude était de déterminer si le télétravail jouait un rôle modérateur dans la relation entre les facteurs de stress potentiels et le bien-être des employés au cours des premiers mois de la pandémie de COVID-19 lorsqu’ils travaillent à domicile. Cette étude était fondée sur la théorie de la conservation des ressources.

BACKGROUND: The COVID-19 pandemic has had a profound effect on all aspects of society, including mental health. Many employees have had to pivot suddenly to teleworking to prevent the virus from spreading. While teleworking may have some negative consequences, it may also represent a human resources practice that may improve employee well-being. OBJECTIVE: The study main objective was to determine if teleworking played a moderating role in the relation between potential stressors and employee well-being during the first months of the COVID-19 pandemic when working from home. This was based on the theory of conservation of resources. METHODS: Multivariate regression analyses were conducted with Stata 13 software to determine the contribution of potential stressors on employee well-being, as well as the moderating role of teleworking on a sample of 480 Canadian employees. Data were collected once for white and blue collar from both public (67.08%) and private (32.92%) business sectors. RESULTS: Results indicated that work-life imbalances, workload, and marital tension were associated with lower levels of well-being. On the other hand, teleworking and household income were associated with higher levels of well-being. Teleworking also moderated the differences in well-being between the public and private sectors. Teleworking in the public sector seems to increase employee well-being. Conversely, working on-site in the public sector seems to decrease well-being. CONCLUSIONS: Employers need to proactively address work-life imbalances, workloads, and teleworking to maintain employee well-being. Specific recommendations are offered to ensure that teleworking remains positive for employee well-being both during a pandemic and afterward.

Lisez l’article

Laisser un commentaire