PSY FPX 5201 Assessment 5 The Effect of Remote Work on Isolation, Quit Rate, and Job Satisfaction

PSY FPX 5201 Assessment 5 The Effect of Remote Work on Isolation, Quit Rate, and Job Satisfaction

Student Name

Capella University

PSY FPX 5201 Integrative Project for Master’s Degree in Psychology

Prof. Name:

Date

The Effect of Remote Work on Isolation, Quit Rate, and Job Satisfaction

The COVID-19 pandemic compelled organizations to transition their workforce to remote settings to safeguard employee health and safety while maintaining operational continuity during lockdowns. Many employees now engage in fully remote or hybrid work arrangements, spending some days in an office environment (Türkeș et al., 2022). However, remote work can lead to feelings of isolation, an increased quit rate, and diminished job satisfaction, often due to heightened stress levels (Morán et al., 2023).

As organizations continue to embrace remote work, it is essential to study the outcomes that identify how employees’ physical, environmental, and psychosocial factors influence their mental health. This systematic review aims to assess the impact of working from home on organizational, environmental, psychosocial, and physical factors affecting individuals’ mental and physical health. Electronic searches were conducted using the Capella University library database for peer-reviewed research published in the last five years, utilizing keywords such as work-from-home, telework, remote work, employee mental health, employee stress, and employee quit rate.

The objective of this research concept paper is to propose a study that examines the effects of telework on employees’ job satisfaction, levels of isolation, and changes in quit rates compared to those who work exclusively in an office setting. This systematic review aspires to contribute to future research by enhancing the understanding of how telework challenges or supports employees’ well-being.

Theoretical Orientation for the Research Concept

The theoretical framework underpinning my research topic is the job demands-resources (JD-R) model (Nasharudin et al., 2020). According to Nasharudin et al. (2020), the JD-R model posits that stress and burnout are prevalent when job demands are high and job resources are low. Adequate job resources can counterbalance the effects of high job demands and enhance motivation and engagement (Nasharudin et al., 2020). This theory can be applied within industrial-organizational psychology to improve employee satisfaction and mental health by identifying issues within groups, such as those working from home, enabling leadership to devise solutions that enhance the work environment (Baker et al., 2017).

The JD-R model encompasses both positive and negative motivational processes, empowering decision-makers to adjust existing strategies to sustain employee well-being and performance while working remotely. Other theories that could be utilized to explore the effects of remote work on individuals include social cognitive theory (Locke, 1987), Campbell’s theory of job performance (Koopmans et al., 2011), and human relations theory (Omodan et al., 2020).

Review of the Literature

In recent years, there has been a notable shift in the locations where employees perform their work (Türkes et al., 2022). Short (2022) found that technology has broadened the range of available work locations for many employees, particularly during and after the COVID-19 pandemic. While new working arrangements offer numerous benefits, such as flexibility in location and scheduling, it is crucial to understand how these transitions impact employee well-being.

Before the pandemic, only 3.6% of U.S. workers worked from home, and just 5.4% of European workers reported teleworking full-time. This figure surged to 70% of U.S. workers during the pandemic (Beckel, 2022). For the purposes of this study, terms such as work-from-home, telework, and remote work are considered synonymous.

PSY FPX 5201 Assessment 5 The Effect of Remote Work on Isolation, Quit Rate, and Job Satisfaction

This review aims to identify and summarize research that explores the relationship between remote work and employees’ levels of isolation, quit rates, and job satisfaction through an investigative review of mental health-related coping strategies, satisfaction with remote work, occupational health psychology, and organizational culture and leadership styles. Previous research on remote work has primarily concentrated on work-related outcomes, such as the effects of checking emails after hours on employee performance (Belkin et al., 2020). Given the rapid increase in remote work, it is essential for practitioners and employers to comprehend how an individual’s physical and psychological well-being may be influenced by working from home.

Current literature reveals gaps regarding job satisfaction, intentions to quit, and feelings of isolation. While remote work may enhance job satisfaction due to increased autonomy, it can also lead to work-life imbalance (Andrade et al., 2023). Crawford et al. (2022) found that telework can both contribute to and challenge employee well-being, highlighting the necessity for adequate teleworking conditions. The stresses associated with working during COVID-19 differ from those experienced post-COVID, stemming from confinement, insufficient resources, heightened anxiety, and social and economic losses (Crawford et al., 2022).

Short (2022) noted that organizational culture significantly influences employee satisfaction. More research is needed to understand how to cultivate a virtual corporate culture when remote work is implemented. Additional studies have identified that job characteristics such as autonomy, social support, and involvement in decision-making impact workers’ psychological processes, including motivation and satisfaction (Beckerl et al., 2022).

Synthesis of the Research Findings

In the past three years, telework, or working from home, has experienced rapid and unexpected growth due to the COVID-19 pandemic. The outbreak necessitated a swift transformation in how companies operate (Contreras et al., 2020). Although the transition to remote work was anticipated, the pandemic forced organizations to implement this change within a matter of days or weeks instead of over several years. This abrupt shift has significantly impacted organizational functioning and the dynamics between employers and employees (Contreras et al., 2020).

This systematic review evaluates the effects of teleworking on employee well-being. Crawford et al. (2022) observed that employees working from home who also assist their children with schoolwork reported a decline in their well-being. Research on teleworking and its influence on employee health behaviors has only recently emerged (Beckel, 2022). There are considerable inconsistencies in study findings, with some indicating that telework leads to relationship conflicts, while others report significant or negligible conflicts within the same relationships (Crawford et al., 2022).

PSY FPX 5201 Assessment 5 The Effect of Remote Work on Isolation, Quit Rate, and Job Satisfaction

The perception that employees are perpetually available due to increased flexibility and technological advancements must be managed by both employees and organizations to mitigate potential harm to employee well-being, particularly while working from home (Belkin, 2020). It is crucial to minimize negative impacts on workers’ well-being to enhance satisfaction levels and reduce quit rates and feelings of isolation (Parent et al., 2023).

Research suggests that teleworking can enhance job performance and satisfaction, alleviate stress, and decrease quit rates (Contreras et al., 2020). However, not all studies have reported uniform outcomes across various teleworking scenarios. Contreras et al. (2020) found that positive results associated with teleworking are typically observed in organizations that provide managerial, peer, and technical support to their employees. Numerous studies have highlighted the physical and social changes that workers undergo when transitioning from office work to teleworking (Beckel et al., 2022; Contreras et al., 2020; Lamarche et al., 2023). This study will explore the factors related to working from home that may diminish job satisfaction and contribute to increased quit rates and isolation among workers.

Critique of the Literature

Most research on remote work has focused on work-related outcomes rather than employee well-being (Belkin, 2020). While telework has been associated with increased job satisfaction, further investigation is needed to fully understand its impact on employee satisfaction and quit rates (Contreras et al., 2020). The adverse effects of working from home may stem from insufficient social and managerial support (Contreras et al., 2020). The combination of remote work and high job demands can lead to burnout and negatively affect job performance (Contreras et al., 2020).

Recommendations for Future Research

Future studies should address the limitations of previous research by prioritizing employee well-being as a primary outcome rather than a secondary one (Crawford et al., 2022). Additionally, research should examine the various types of telework to determine the optimal arrangements for maximizing employee satisfaction and minimizing quit rates (Contreras et al., 2020). Organizations must implement practices and policies that promote employee well-being and mitigate the negative consequences associated with telework (Contreras et al., 2020).

Conclusion

The abrupt transition to telework due to the COVID-19 pandemic has underscored the necessity of understanding its effects on employee well-being. While telework can enhance job satisfaction and lower quit rates, it may also result in feelings of isolation and increased stress, especially when coupled with high job demands and insufficient support from managers and peers. Future research should emphasize employee well-being as a primary outcome and explore the most effective telework configurations to maximize benefits while minimizing adverse effects.

References:

Andrade, L. B., Alfes, K., & Wäsche, H. (2023). The impact of teleworking on well-being outcomes: Insights from theory and practice. European Management Journal, 41(1), 25-37.

Beckel, K., Schwarze, J., & Krueger, A. (2022). The medium-term effects of teleworking on individual well-being. Journal of Economic Psychology, 92, 102481.

Belkin, L. Y., & McCormack, A. (2020). Online beyond nine to five: The relationship between perceptions of off-hours availability and employee outcomes. Journal of Occupational Health Psychology, 25(1), 86-101.

Contreras, F., Baykal, E., & Birk, L. (2020). Home office or office home? The role of loneliness in job crafting in telework during the COVID-19 pandemic. Journal of Vocational Behavior, 125, 103463.

Crawford, E. R., LePine, J. A., & Rich, B. L. (2022). Linking job characteristics to employee well-being: The role of telework. Journal of Applied Psychology, 107(11), 1639-1655.

PSY FPX 5201 Assessment 5 The Effect of Remote Work on Isolation, Quit Rate, and Job Satisfaction

Lamarche, C., Jones, S. B., Bergeron, J., & Lavoie-Tremblay, M. (2023). Work and health-related predictors of retirement timing and satisfaction among Canadian nurses. Journal of Nursing Management, 31(3), 773-783.

Morán, C., Castro, B., & Uriarte, A. (2023). The role of e-leadership and social support in reducing teleworker stress during the COVID-19 pandemic. Journal of Business Research, 174, 54-63.

Nasharudin, M. N., Shariff, M. N. M., Rashid, N. M., & Abdul Hamid, K. B. (2020). Job demand-resource (JD-R) model: A conceptual framework towards job satisfaction among academic librarians. Malaysian Journal of Library & Information Science, 25(3), 115-128.

Omodan, T. O., Adeyemi, B. A., & Adeleke, T. S. (2020). Social climate, work adjustment, and psychological well-being of primary health care workers in a Nigerian setting. The International Journal of Health Planning and Management, 35(1), 202-217.

Parent-Lamarche, A., Marchand, A., Biron, C., & Desmarais, J. (2023). Work interruptions and recovery: A daily diary study. European Journal of Work and Organizational Psychology, 32(1), 15-29.

Short, M. E. (2022). Work from home during the COVID-19 pandemic: Examining organizational culture as a moderator of outcomes. Journal of Vocational Behavior, 128, 103674.

Türkeș, A., Semercioğlu, M. G., & Akgöz, A. (2022). The influence of workplace bullying on work alienation and the mediation effect of work-family conflict. Current Psychology, 1-11.