In this systematic literature review, we analysed the impact of remote working on employees’ psychological well-being, with the aim to identify essential job and personal resources regarding remote working and to develop recommendations for organizations. A search was undertaken in two databases, Web of Science and Google Scholar. In this review a total of 365 papers were identified and 18 quantitative, seven qualitative and one mixed method studies were included.
Workplaces have a major influence on employees’ quality of life and the ability to impact their well-being. The altered working conditions resulted from the digitalization are affecting employees’ well-being. Additionally, COVID-19 has transformed the approach to the concept of work, and an important aspect that disruptively emerged during the pandemic is remote working. Decisions on how to promote employees’ well-being whilst the new work arrangements need to be based on available evidence to optimise employees’ outcomes.
Table of Contents
1. INTRODUCTION
2. WELL-BEING AND EFFECTS OF REMOTE WORKING
2.1 Remote working
2.2 Well-being
2.3 Job Demands-Resources (JDR) model
2.4 Studying impact
3. METHODOLOGICAL APPROACH
3.1 Selection criteria and search strategy
3.2 Literature selection
4. RESULTS
4.1 Affective related outcomes
4.2 Interactions and isolation
4.3 Autonomy and worktime control
4.4 Gender differences in well-being outcomes related to remote work
5. DISCUSSION
5.1 Conclusion and interpretation
5.2 Implications for practice
5.3 Study limitations
Objectives and Topics
This paper aims to systematically analyze the impact of remote working on employees' psychological well-being. By conducting a systematic literature review of existing studies, the research explores how remote work arrangements affect job satisfaction, stress levels, and emotional outcomes, while specifically identifying the role of job and personal resources in this context.
- Effects of remote working on psychological well-being and employee health.
- Application of the Job Demands-Resources (JDR) model to remote work environments.
- Identification of essential job and personal resources that influence remote work outcomes.
- Analysis of gender differences regarding well-being in remote work settings.
- Development of organizational recommendations for optimizing remote work arrangements.
Excerpt from the Book
2.3 Job Demands-Resources (JDR) model
The JDR model is an integrative theoretical framework that is used for monitoring the workplace with the aim to increase work engagement and prevent burnout. In essence, the model specifies how demands and resources interact, and predicts important organizational outcomes (Demerouti, Bakker, Nachreiner, & Schaufeli, 2001: 121). The main assumption of the model is that every occupation has its own specific risk factors associated with job-related stress. These factors can be classified in two general categories – job demands and job resources.
According to Demerouti et al. (2001: 501), job demands are described as “aspects of the job that require sustained physical or mental effort and are therefore associated with certain physiological and psychological costs”. For instance, high work pressure, an unfavourable physical environment and irregular working hours. Generally, job demands are not necessarily negative, but they can turn into job stressors when they require high effort (Demerouti et al., 2011: 2). On the contrary, job resources are described as “physical, psychological, social, or organisational aspects of the job” that may do any of the following: (1) reduce job demands and the associated physiological and psychological costs; (2) be functional in achieving work goals; (3) stimulate personal growth and development. Examples include support from others (which helps to achieve work goals) or job control (which might reduce job demands) (Demerouti et al., 2011: 3).
Summary of Chapters
1. INTRODUCTION: This chapter highlights the digital transformation of work and the rapid emergence of remote work, defining the research question and the paper's contribution to the existing literature.
2. WELL-BEING AND EFFECTS OF REMOTE WORKING: This section conceptualizes remote work and well-being, while introducing the Job Demands-Resources (JDR) model as the theoretical foundation for analyzing these effects.
3. METHODOLOGICAL APPROACH: This chapter details the systematic search strategy, selection criteria, and the PRISMA reporting guidelines used to identify and screen the relevant literature.
4. RESULTS: This section presents the empirical findings from the 26 studies regarding affective outcomes, interactions, autonomy, and gender-based differences.
5. DISCUSSION: This chapter synthesizes the findings, provides practical recommendations for organizations, and discusses the limitations of the current research.
Keywords
Remote working, teleworking, well-being, psychological health, stress, JDR model, job demands, job resources, employee experience, work-family conflict, autonomy, organizational performance, gender differences, mental health, emotional exhaustion.
Frequently Asked Questions
What is the primary focus of this paper?
The paper focuses on conducting a systematic literature review to examine the effects of remote working on employees' work-related psychological well-being.
What central themes are addressed in this review?
Central themes include the impact of remote work on job satisfaction, emotional exhaustion, stress, work-family conflict, and the mediating role of job and personal resources.
What is the overarching research question?
The research asks how remote working affects an employee’s work-related psychological well-being.
Which scientific method was utilized?
The authors applied a systematic literature review approach, following PRISMA reporting guidelines, to screen and analyze 26 relevant academic studies.
What does the main body of the work cover?
The main body covers theoretical foundations (JDR model), methodological search procedures, and a detailed analysis of findings related to affective outcomes, social interactions, autonomy, and gender disparities.
Which keywords best characterize this research?
Key terms include remote working, well-being, psychological health, stress, JDR model, and autonomy.
How does the "sweet spot hypothesis" relate to remote work?
It suggests that employees achieve optimal outcomes when using low-intensity or part-time remote work arrangements, rather than high-intensity full-time remote work which can lead to exhaustion.
What role do gender differences play in the study's conclusions?
The study highlights that gender roles influence how remote work affects health; for instance, women often experience more stress due to blurred boundaries and increased family demands compared to men.
What practical recommendations are offered for organizations?
Organizations are advised to formalize remote work agreements, encourage effective boundary management, provide adequate technical support, and ensure that remote workers maintain social connectedness to prevent isolation.
- Arbeit zitieren
- Anonym (Autor:in), 2022, Remote Working in Digitized Work Environments. The Effects of Remote Working on Employees’ Psychological Wellbeing, München, GRIN Verlag, https://www.grin.com/document/1320838
