EXECUTIVE SUMMARY The objective of this study is to explore the relationship between working from home and job performance in the context of the COVID-19 pandemic through the mediating r
INTRODUCTION
Working from home (WFH) is a work-from-home arrangement where employees do not need to go to the office In other words, WFH is a form of working from home or in places other than the office This form of work appeared a long time ago, applied to several occupations that do not require employees to work directly at the company Previously, WFH was not recommended because it could distract employees while working Moreover, this working model makes it impossible for managers to monitor and track employees' work progress WFH is only really noticed and will become a worldwide trend in 2020 The main reason is the rapid spread of the COVID-19 pandemic, which forced businesses around the world to let their employees quit or work from home The outbreak of this pandemic has taken place seriously, negatively affecting people's lives For most people working from home, WFH is inevitable because movement restrictions are a must in this context The WFH form may make some people like it, some don't, but it's the default form of work during the pandemic This makes the employees gradually learn the flexibility of working from home, because of WFH as an experience of adapting to a new situation Businesses deploy WFH as an effective working model during the pandemic This form of work not only complies with social distancing regulations, makes everyone safer, but still creates important value for the organization
In addition, businesses need to pay attention to maintaining and improving employee performance, especially during a pandemic (Jọọskelọinen, 2010) Performance is seen as an essential factor of business operations Performance drives overall efficiency and balances the performance of the business (Bloom et al., 2006) Businesses operating during the COVID-19 outbreak, forced to adopt WFH, need to find out if working from home affects employee performance WFH is increasingly important and necessary, this is not only a way of working during the pandemic season but also the "new normal" of businesses after the COVID-19 pandemic: The working hours of employees are more flexible, reduce traffic accidents, reduce travel costs, and help the company "optimize costs" This can be said to be a new "direction" for businesses while maintaining business operations while achieving work efficiency and employee health benefits
The objective of the research is to learn about WFH and its impact on employees' job performance The research consists of five main parts The first part refers to the research background and rationale for the research T second part presents a literature review about heWFH, a theoretical framework about WFH, and research hypotheses and model In the third part, it provides research activities and timelines In addition, the fourth part covers the
2 approach, methodologies of the research, and expected results Finally, the fifth presents the conclusion of the study, including the contributions, implications, and limitations of the research to guide future studies.
LITERATURE REVIEW
Working from home
The advent of the COVID-19 pandemic has popularized work-from-home (WFH) as an alternative to traditional office settings Coined by Nilles in 1988, WFH, also known as telecommuting, differs from remote work in that it involves working from home while maintaining communication with the office and utilizing technology to complete tasks Remote work, on the other hand, encompasses virtual working where physical presence is not necessary, allowing employees to work from locations outside of their usual workplace.
Gibson et al (2002) point out that teleworking is a much broader term, meaning using a telecommunications network to work wherever you need to meet customer needs, whether from your home office, remote work center, satellite office, customer office, or anywhere In other words, all remote workers are not necessarily home workers The phrase
"work from home" is used in this study because it is exactly what the study is about
Working from home (WFH) gained prominence during the COVID-19 pandemic, as research indicates that 37% of jobs in the US could be performed remotely (Digel & Neiman, 2020) Jobs in finance, business management, and education are well-suited for WFH, while healthcare, agriculture, and hospitality require in-person presence Prior to the pandemic, some organizations implemented WFH policies to enhance employee flexibility and autonomy (O'Hara, 2014) Overall, WFH offers numerous benefits to employees, including the ability to work in the comfort of their own space.
The theoretical framework for WFH
Vyas & Butakhieo (2020) have developed an assessment-based theoretical framework for working from home, remote working, flexible workplaces, and online Firstly, the working from home theoretical framework proposes two preconditions: (1) Organizational factors and (2) Personal and family factors that affect WFH Secondly, to explore the effects of WFH in the work and life aspects, it is connected with two corresponding results: (1) Results on the work side and (2) Results on the family side
Figure 1 Theoretical framework about WFH (Source: Vyas & Butakhieo, 2020)
"Organizational factors" will be related to the employee's work Studies have discussed that organizational factors are important for work-from-home arrangements For example, the organization has a policy to support the needs of employees while working from home, WFH-related facility costs, training on technology use, employee benefits, as well as organizational communication
Vyas & Butakhieo (2020) argue that WFH is influenced not only by "organizational factors" but also by "personal and family factors" Personal factors that need to be addressed to work remotely such as self-discipline, self-motivation, ability to work independently, endurance, self-organization, self-confidence, time management skills, and knowledge about information technology In addition to personal factors, family factors also influence WFH For example, household characteristics such as the size of the living area, the number of family members sharing the same accommodation, and the number of children in the household Furthermore, WFH can also be affected by the available workspace in the home and the number of people present when working from home The results of WFH can be viewed in two aspects: "work" and "life" Studies reveal that WFH has positive results on work aspects such as job performance, job satisfaction, flexibility, and job engagement Some studies show that WFH has both positive and negative outcomes for the life aspect Life aspects can include work-family balance, life satisfaction, and family satisfaction
Vyas & Butakhieo (2020) proposed a theoretical framework for WFH, but they do not have evidence to confirm the relationships that exist in the model Therefore, this theoretical framework is used to guide the investigation of working from home in COVID-
19 for FPT Software employees in Da Nang.
Research hypotheses and model
Job performance refers to the outcome of the fit between one's behavior and the requirements of the job/task (Brief & Weiss, 2002; Huong & Lien, 2017) Jacobs et al
(2013) defined JP as an employee's ability to achieve their goals over a given period in the context of a job or organization Besides, Jamal (2007) argues that an effective employee is an employee who can perform well within the limits of available resources
WFH and its impact on JP have received increasing attention in recent years, especially since the outbreak of the COVID-19 epidemic Bloom et al (2015) studied employee home JP using a randomized experiment on switchboard operators in a travel agency They found that working from home led to a 13% increase in work efficiency And after testing, more than half of the employees chose to switch to this form of work H1: Working from home has a positive impact on work performance
Work-family balance is defined as job satisfaction and family satisfaction In other words, WFB is the interaction between work at the business and other activities for family and community, leisure activities, and personal development (Giao et al., 2020) Žnidaršič
& Bernik (2021) states that WFB is a process of participation in work and family roles equally and asserts that WFB consists of three parts: (i) Time balance, (ii) Participation balance, and (iii) Satisfaction balance Separation of work and family can undermine both company and employee goals, reduce work efficiency, and negatively affect family life Rearranging the way of working toward balancing work and family can yield positive and win-win results
WFH offers unique advantages for families with young children or individuals unable to leave their homes due to caregiving responsibilities It enables employees to balance work and childcare, especially during situations like the COVID-19 pandemic, where social distancing measures forced school closures Additionally, WFH expands employment opportunities for individuals in remote areas, mitigating health concerns and work-related stress By promoting work-life balance, WFH has been linked to improved well-being and productivity, as evidenced by research indicating its correlation with work-family balance.
H2: Working from home has a positive relationship with work-family balance during the COVID-19 pandemic
Spector (1997) implies that job satisfaction is how people feel about their jobs and different aspects of their jobs JS can refer to a cheerful, positive attitude that evaluates one's job or work experience (Giao et al., 2020; Hieu et al., 2021) It can be understood that the happier employees are at work, the more satisfied they are JS is obtained when employees enjoy the work, or get positive emotions after evaluating the work
When employees work from home, they don't need to spend time and money to get to the office or go on business trips They also don't have to wear formal clothes during work hours, which allows them to match their work and real personalities better Remote workers are less stressed and therefore less likely to change jobs; they are also more satisfied with their daily work activities (Gajendran & Harrison, 2007) Furthermore, another study suggested that the relationship between WFH and JS is a curve, meaning that its effects would be positive to a certain extent (about 15.1 hours per week) But when employees spend most of their time working from home, their satisfaction can drop due to a sense of social and professional separation The curve is flatter for jobs with high independence (Virick et al., 2010) Previous studies have also shown that WFH can increase JS levels (Bellmann & Hübler, 2020)
H3: Working from home has a positive impact on job satisfaction
In WFB, a good balance produces JS because job roles are not a threat to health management Low-level work-family conflict produces JS because job roles are not a threat to the home field In addition, in the current working context, which is characterized by high heterogeneity between the current workforce with a significant proportion of elderly workers, as well as with the rise of a health care system based on the patient's active and informed role, WFB is as important as the work-family conflict in shaping attitudes towards work and JS (Bellmann & Hübler, 2020)
H4: Work and family balance has a positive impact on job satisfaction
Achieving "work-family balance" is significant to individual and organizational success The conflict between work and family has resulted in lower performance of individuals in the workplace as well as in their personal lives and ultimately leads to leaving work (Naithani, 2010) Furthermore, Naithani (2010) argues that individuals who
6 successfully balance work and family will contribute to the success of the organization; and those who receive support in the workplace through family-friendly policies have high levels of workplace productivity
H5: Work-family balance has a positive effect on job performance
In addition, if JS is not achieved, then employees' performance will be poor, as their productivity is negatively affected On the contrary, when employees are satisfied, they will be motivated to perform the task at the best possible level The argument that JS has a great influence on employee performance has been confirmed by previous research (Giao et al., 2020)
H6: Job satisfaction has a positive effect on job performance
2.3.4 The mediating role of work-family balance and job satisfaction
Employees who work from home can adjust their work-family relationships Therefore, it can increase work efficiency In addition, working from home can also eliminate the time and costs that need to be spent on work during the COVID-19 pandemic
It creates a sense of freedom that makes employees happy and from there, it affects employee performance (Gajendran & Harrison, 2007)
H7: Work-family balance mediates the effects of working from home on job performance
H8: Job satisfaction mediates the effects of working from home and job performance
2.3.5 The regulatory role of COVID-19 concerns
Working from home during the COVID-19 pandemic reduces negative emotions associated with health threats and uncertainties Thus, when looking at the JS of employees working from home, it can be seen that "concern about COVID-19" can moderate this positive relationship Working from home during the pandemic can reduce the likelihood of getting sick, increase the ability to spend time with family members, and reduce perceptions of loneliness and depression (Ellis et al., 2020), avoid exposure to ongoing conversations with colleagues about the pandemic (Judge et al., 2001) Therefore, it strengthens the impact of working from home and job satisfaction And the proposed hypothesis is as follows:
H9: Concern about COVID-19 moderates the positive relationship between working from home and job satisfaction
In other words, this positive relationship will become more assertive with employees who have high concerns about COVID-19 and become weaker with employees who have little concern about COVID-19.
Overview of previous studies and contributions to the topic
Several domestic and foreign authors have conducted studies on the impact of WFH on employee performance, such as author Hoang Nhat Vuong (2021) with the research
"The impact of working from home on job performance during the COVID-19 pandemic: Evidence from Ho Chi Minh City"; Rayees Farooq and Almaas Sultana (2020) with the research "The potential impact of the COVID-19 pandemic on work from home and employee productivity"; Louis Mathias and Dr Santosh Kumar (2020) with the research
"Employee's perceived Benefits and Drawbacks from "Work From Home" during COVID- 19"; Sekar Wulan Prasetyaningtyas et al (2021) with the research "The effect of Work From Home on employee productivity in banking industry" However, in Vietnam, studies on the impact of WFH on employee performance are quite limited Because this form of work has only become widely known in recent years due to the impact of the pandemic Therefore, in Vietnam, there are very few in-depth analytical studies on the effects of WFH on employees' job performance, especially in the field of information technology (IT) - a field that is not too unfamiliar with this model Besides, studies related to the topic of WFH have mainly focused on the effect of this form of work on employees' job performance While some studies have investigated the impact of other variables on the WFH model, it is still limited to the development of new variables in the pandemic This leaves more room for looking at how diverse variables during the pandemic such as work-family balance and
8 job satisfaction affect working from home and job performance This creates a gap in research and it needs to be looked at This research aims to evaluate the impact of WFH on employees' job performance through work-family balance and job satisfaction The research focuses on employees in the IT industry, specifically the employees of FPT Software in Da Nang.
RESEARCH DESIGN
Research methodologies
Research is carried out using a quantitative method to explain the relationships between variables, quantify models or hypotheses, and test the validity of the hypothesis Data is collected through an online questionnaire sent to the respondents Then, the data is analyzed using SPSS 23.0 software with an expected sample size of 200 respondents Each statement item of the indicator is rated on a Likert scale, namely 1 for "totally disagree", 2 for "disagree", 3 for "neutral", 4 for "agree", and 5 for "totally agree"
Variable Item/Indicator Major Reference
Full of Energy Joy Selection
(Paoline et al., 2015; Toscano & Zappala, 2020)
Sampling
The study surveyed 200 FPT Software employees in Da Nang using simple random sampling The survey period was from October 26 to November 12, 2021 The survey assessed variables related to COVID-19 concerns, job performance, job satisfaction, work-family balance, and working from home.
Data analysis
The research uses SPSS 23.0 software as a data analysis tool For data analysis techniques, the research applies descriptive statistics to summarize the dataset's characteristics, and Cronbach's Alpha to check the scale's reliability Besides, the exploratory factor analysis method is used in the research to evaluate the important values of the scale The research also uses correlation analysis to measure the degree of mutual influence or relationship between variables In addition, regression analysis, ANOVA, and process verification are also used in the research.
Research scale development
Variable Number of question Dimensions
State of emergency about COVID-19 makes you feel worried
State of emergency about COVID-19 makes you feel scared
State of emergency about COVID-19 makes you feel depressed
When working from home, you complete the assigned task well When working from home, you perform the responsibilities specified in the job description
When working from home, you perform the tasks expected by your leader
You enjoy your work when working from home
You are always full of energy with your work every day
You find true joy in work when working from home
If the emergency ends, you would choose it if you have to decide to work remotely again
You can fulfill what is expected of you in work and family
People close to you say that you do a great job of balancing work and family You can perfect the expectations that your leader and family have for you Your colleagues and family members will tell you that you are meeting their expectations
You spend all your time at home during work time
You are always communicating with others remotely for your work You use the Internet to do your work as much as possible
You do not meet your colleagues during work
FINDINGS
Demographic statistics of respondents
Description Category Frequency Percent Cumulative percent
From 25 to under 35 years old 84 42.0% 56.0%
From 10 to under 15 million VND 52 26.0% 41.0%
Table 3 Demographic statistics of respondents Table 3 shows the demographic data of the surveyed subjects The study received
200 survey samples The results on gender show that the male gender (55.0%) is slightly higher than the female gender (45.0%) This means that there is not much difference in terms of gender Similarly, the results for marital status are not much different with the single rate of 55.5% and the married rate of 44.5% For age, there is a difference, most concentrated from 25 to under 35 years old with the rate of 42.0% This is a young and dynamic age, so they can adapt and change well to new forms of work In contrast, the age group over 45 years old accounted for the lowest rate with 10.0% At this age, they are used to the traditional form of work, so changing to working from home can be inconvenient for them Besides, 38.5% have worked at the company for 3 to 5 years, accounting for a high number, 31.5% under 3 years, and 30.0% over 5 years
In addition, the respondents mostly work in Application Development (23.0%) and Database Administration (18.0%), the rest are in other departments such as Quality Management (16.0%), Information Security (9.5%), Business (9.0%), etc In terms of income, the income level from 15 to 20 million VND accounts for the highest percentage (37.0%), and less than 10 million VND accounts for the lowest rate (15.0%) The charts below show a few demographic factors in more detail
Cronbach's Alpha
The above table is the result of Cronbach's Alpha test, used to evaluate the scale's reliability Cronbach's Alpha reliability value should be greater than or equal to 0.7 to be considered reliable in a model Looking at table 4, Cronbach's Alpha test results of all variables are larger than the cut-off value of 0.7, of which COVID-19 concerns 733, job performance 901, job satisfaction 936, work-family balance 930, and working from home .910 This means that the scale has good reliability, and a strong correlation between the variables.
Descriptive statistics
Table 5 shows a descriptive statistical test performed on five variables, COVID-19 concerns, job performance, job satisfaction, work-family balance, and working from home The table above will show the mean and standard deviation Respondents will choose the appropriate level for the statement based on the Likert scale (1 - totally disagree, 2 - disagree, 3 - neutral, 4 - agree, 5 - totally agree) All questions were answered positively The highest average value of job performance is 4,0550 The highest average value of working from home is 4.1750 This shows that working from home has a positive impact
Correlation test
The correlation test employed five variables to assess the presence of positive or negative relationships among them using a two-tailed test The statistical significance of the correlation coefficient (r) was determined by the Sig value, where values less than 0.05 indicated significance and values greater than 0.05 suggested an absence of correlation Notably, the "working from home" variable exhibited a significant correlation (Sig < 0.05) with all other variables in the analysis.
As such, working from home will align and meaningfully connect with job performance through various factors, including job satisfaction, work-family balance, and COVID-19 concerns These variables all show a correlation value of 0.000 < 0.05 For the dependent variable, job performance has a correlation value of 0.000 < 0.05, showing the dependence on the remaining variables If working from home, job satisfaction, and work-family balance have a positive effect, it will positively affect employee job performance And the more employees are concerned about COVID-19 concerns, the more they want to work from home For the Pearson correlation variable, all values are < 0.5 and > 0.2, which is in the safe zone of the limit At the same time, the variables will be closely correlated and linked to each other to improve job performance.
Exploratory factor analysis
CONCERNS JP JS WFB WFH
** Correlation is significant at the 0.01 level (2-tailed)
Table 7 KMO and Bartlett's Test
Exploratory factor analysis (EFA) was performed to assess the scale's validity The Kaiser-Meyer-Olkin (KMO) coefficient, indicating the suitability of factor analysis, was 0.921, exceeding the recommended value of 0.5 Furthermore, Bartlett's Test Sig of 0.000 fell below the significance level of 0.05, confirming the appropriateness of EFA for the given dataset.
Hypothesis testing
The table 8 Model Summary shows how important the variables are If Sig < 0.05, those variables affect the job performance of employees The table results below will clearly show the relationship between the variables as shown in the above correlation table
Std Error of the Estimate Durbin-Watson
1 931 a 866 863 36606 2.215 a Predictors: (Constant), WFH, CONCERNS, JS, WFB b Dependent Variable: JP
Table 8 is used to determine the impact of working from home, job satisfaction, work-family balance, and COVID-19 concerns on job performance The R Square coefficient is 0.866, which means that the four variables (working from home, job satisfaction, work-family balance, and COVID-19 concerns) affect 86.6% of the change in the job performance variable And the remaining 13.4% is the effect of natural errors and variables outside the model
KMO and Bartlett's Test Kaiser-Meyer-Olkin Measure of Sampling Adequacy .921
Bartlett's Test of Sphericity Approx Chi-Square 4720.808 df 276
Model Sum of Squares df Mean Square F Sig
Total 194.764 199 a Dependent Variable: JP b Predictors: (Constant), WFH, CONCERNS, JS, WFB
The ANOVA table is used to evaluate the model fit accurately through hypothesis testing To test the regression model fit, the F test will be used to test the hypothesis The
F value is 314,623 with Sig 0.000 < 0.05, it can be concluded that the regression model is suitable
After running multivariable regression data, the regression results are shown as follows:
Table 10 Coefficients Table 10 identifies which independent and mediating variables impact the dependent variable; how strong and weak the impact of the variables is based on the t-test sig value and regression coefficients The mediating variable (job satisfaction) and the independent variable (work-family balance) both have Sig 0.000 < 0.05, means that these two variables impact the dependent variable Based on the above table, the unstandardized regression coefficient B and the standardized regression coefficient Beta of the two variables job satisfaction and work-family balance have positive values Thus, both variables have a positive effect on the dependent variable This means that the higher the job satisfaction and work-family balance, the higher the employee's job performance Thus, the hypotheses are accepted
Below is the regression model from result B above:
B2 and B3 are the values of result B of the study From there, the unnormalized regression equation is shown below:
CONCLUSION
Research has demonstrated that WFH increases employee WFB, JS, and JP during the COVID-19 pandemic Besides, this study has confirmed the mediating role of WFB and
WFH (Working From Home) and JS (Job Satisfaction) are crucial factors influencing JP (Job Performance) Employees with stable family lives and job satisfaction are more likely to perform better and contribute to organizational goals Moreover, COVID-19 concerns moderate the WFH-JS relationship, with employees highly concerned about the pandemic reporting greater job satisfaction when working from home This is attributed to reduced commute times and increased focus, enabling better work-life balance and family time.
RECOMMENDATION
In COVID-19, while companies have to deal with some difficulties, they have found many ways to ensure work efficiency and limit the spread of the disease Therefore, working from home becomes the only option Companies can adapt to this situation by assessing the effectiveness of employees on the progress of tasks rather than controlling their presence at the company
This study is suitable for stakeholders involved in the abrupt transition to working from home during the COVID-19 pandemic In particular, companies and human resource managers that have applied to work-from-home programs should have appropriate support policies for employees For example, find ways to reduce feelings of social isolation and use social tools and channels (video conferencing, use of social groups) to maintain some form of interpersonal contact between members and supervisors In addition, businesses should develop work-from-home processes and get employee support in the event of a technology problem with a remotely connected device or administrative and technical issues Businesses should also provide training challenges on how to use the necessary equipment to work from home, reduce worries about technical failures, and improve satisfaction with remote work
This study sends an important message to organizations that care about work-family balance Human resource managers need to be aware of the work-family balance in human
20 resource management practices Family-labor policies need to be developed Managers need to form and encourage communication and interaction between supervisors and employees to share employees' work and family difficulties, thereby helping employees better balance work-family This will increase job satisfaction and efficiency Companies should expand the work-from-home option and introduce strict contracts under which working from home is allowed They should keep working from home outside of contract hours to a minimum Discussions about the pros and cons and organizing working from home at both the grassroots and team levels seem inevitable Companies should reduce work-related factors that cause work-life imbalance For example, they should not schedule too tight a time so that employees can handle tasks within the allotted time frame without leading to work stress Businesses also need further research to understand how to tailor specific approaches to work-family balance
In a pandemic, organizations should be mindful of employee concerns about COVID-
19 Specifically, provide them with clear information about the procedures taken by the company to prevent the spread of the virus in company locations and personal protection measures Provide equipment to employees, and avoid sending conflicting messages that increase their fear of working from home In addition, businesses need to switch to working from home as soon as cases similar to the pandemic occur.
LIMITATIONS AND FUTURE RESEARCH
Due to limitations in the study's methodology, such as the small sample size and lack of representative data, further research should employ probability sampling to enhance representativeness Additionally, the study did not examine the influence of group-specific variables like culture, technology adoption, and education on individual characteristics Including these variables as moderators in the model would provide insights into their potential effects on work-from-home performance Expanding the study's scope to include data from diverse localities is recommended, as the impact of COVID-19 on work-from-home policies is not limited to the specific company and location studied.
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THE SURVEY OF THE IMPACT OF WORKING FROM HOME ON THE JOB PERFORMANCE OF FPT SOFTWARE COMPANY EMPLOYEES
My name is Nguyen Le Phuong Nga I am currently studying Business Administration at BTEC FPT International College I would like to make a small survey for research on the subject
I commit to keeping all the information of the respondents confidential and not using the information for any commercial purposes
I sincerely thank you and look forward to your cooperation to obtain the most accurate data for this research
Please select the appropriate answer to indicate how much you agree with the statement
COVID-19 makes you feel worried
COVID-19 makes you feel scared
COVID-19 makes you feel depressed
When working from home, you complete the assigned task well
When working from home, you perform the responsibilities specified in the job description
When working from home, you perform the tasks expected by your leader
When working from home, you perform the responsibilities specified in the job description
When working from home, you perform the tasks expected by your leader
When working from home, you perform the responsibilities specified in the job description
When working from home, you perform the tasks expected by your leader
You can fulfill what is expected of you in work and family
People close to you say that you do a great job of balancing work and family
You can perfect the expectations that your leader and family have for you
Your colleagues and family members will tell you that