Publicação
The Impact of Working from Home on Turnover Intention
| Resumo: | The digital transformation uses on-premises technology, introducing fundamental changes to how businesses operate and deliver value to their customers to create a competitive advantage seeping through several areas of daily life and business work. In this context, new work models have emerged in recent decades, highlighting the possibility of shifting from present work to working from home. The COVID-19 pandemic fostered this change, profoundly affecting society and the worldwide economy. Recent studies summarised the perks of working from home (WFH) as work-life balance, work performance and control, and its disadvantages as home office constraints, work uncertainties and inadequate tools. Work arrangement may also impact other variables, such as organizational culture since an employee’s link with a specific corporate is not only defined by a contract but also by his beliefs and perceptions concerning the organization. The less connection between a company and its employees may lead to their disengagement from the company and a decrease in job satisfaction, a strong predictor of turnover intention. The main objective of this study is to investigate the relationship between working from home and turnover intention. Thus, this study contributes to the literature relevant not only to academia but also to companies as scientific support to leverage their competitive advantage by recognizing the element that foments the retention and attraction of talent. For that, we propose a theoretical model. To test the model, we conduct an empirical study by collecting data by survey shared on several platforms. After data collection, we analyze all valid responses to a questionnaire built based on a previously validated scale. We apply the PLS-SEM quantitative method to assess our model and compare our results with previous studies. The study indicates the determinants of turnover intention. The empirical study indicates the model explains that turnover intention is explaind in 48%. The results indicate that job stisfaction is dependent from job performance, work ife balance, and organizational culture. |
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| Autores principais: | Ribeiro, Sara Lopes |
| Assunto: | Working from Home Turnover Intention Job Satisfaction Job Performance Organizational Culture Structural Model SDG 3 - Good health and well-being SDG 8 - Decent work and economic growth |
| Ano: | 2023 |
| País: | Portugal |
| Tipo de documento: | dissertação de mestrado |
| Tipo de acesso: | acesso aberto |
| Instituição associada: | Universidade Nova de Lisboa |
| Idioma: | inglês |
| Origem: | Repositório Institucional da UNL |
| Resumo: | The digital transformation uses on-premises technology, introducing fundamental changes to how businesses operate and deliver value to their customers to create a competitive advantage seeping through several areas of daily life and business work. In this context, new work models have emerged in recent decades, highlighting the possibility of shifting from present work to working from home. The COVID-19 pandemic fostered this change, profoundly affecting society and the worldwide economy. Recent studies summarised the perks of working from home (WFH) as work-life balance, work performance and control, and its disadvantages as home office constraints, work uncertainties and inadequate tools. Work arrangement may also impact other variables, such as organizational culture since an employee’s link with a specific corporate is not only defined by a contract but also by his beliefs and perceptions concerning the organization. The less connection between a company and its employees may lead to their disengagement from the company and a decrease in job satisfaction, a strong predictor of turnover intention. The main objective of this study is to investigate the relationship between working from home and turnover intention. Thus, this study contributes to the literature relevant not only to academia but also to companies as scientific support to leverage their competitive advantage by recognizing the element that foments the retention and attraction of talent. For that, we propose a theoretical model. To test the model, we conduct an empirical study by collecting data by survey shared on several platforms. After data collection, we analyze all valid responses to a questionnaire built based on a previously validated scale. We apply the PLS-SEM quantitative method to assess our model and compare our results with previous studies. The study indicates the determinants of turnover intention. The empirical study indicates the model explains that turnover intention is explaind in 48%. The results indicate that job stisfaction is dependent from job performance, work ife balance, and organizational culture. |
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