the relationship between work from home on employee productivity and job satisfaction in the telecom munication industry

Purpose: This research examines Work From Home''''s impact on the future of work.Due to the Covid-19 epidemic, there have been changes in awareness of Work FromHome form and willingness to

NAME : PHAM THI MINH CHICLASS: BA15101

HIGH EDUCATION TEACHER: LE PHUOC CUU LONGRESEARCH REPORT

Qualification BTEC Level 5 HND Diploma in Business

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title Unit 11 – Research Project

Submission date April 23,2022 Date Received 1stsubmission

Date Received 2ndsubmission

Student Name Pham Thi Minh Chi Student ID BDBF190029

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I certify that the assignment submission is entirely my own work and I fully understandthe consequences of plagiarism I understand that making a false declaration is a formof malpractice.

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Purpose: This research examines Work From Home's impact on the future of work.Due to the Covid-19 epidemic, there have been changes in awareness of Work FromHome form and willingness to Work From Home.The purpose of this study is to lookat the link between Work From Home and productivity in the telecommunicationssector in Da Nang, and the mediating influence of Work From Home on productivitythrough Work Life Balance and Job Satisfaction

Design/methodology/approach: A survey study with of 200 people was used as theresearch approach I will use the software SPSS version 23 to analyze the data.Findings: Findings show that Job Satisfaction and Work Life Balance are twointermediate variables between Work From Home and Productivity and Work FromHome positively affects overall productivity In addition, the variables Work FromHome, Work Life Balance and Job Satisfaction all influence on Employee Productivity.In this case, Job Satisfaction is the most important element affecting EmployeeProductivity.

Originality/Value: The study clearly demonstrates the relationship between WorkFrom Home and Employee Productivity to estimate the pandemic's long-termconsequences on Work From Home.

Limitations and implications of the study: My original plan was to do a live survey,but that didn't work out Because of the epidemic's restrictions, I conduct aface-to-face survey with 50 people, with the remaining 150 samples completed viaan online survey A few surveys poor results and must be eliminated due to a lack ofuniformity in the survey form.Further research might broaden the scope of thisstudy's proposed model by incorporating some more variables that could affectproductivity in Work From Home arrangements or model implementation inindustries and other professions.

Keywords: Work From Home, Employee Productivity, Work Life Balance, JobSatisfaction, Telecommunication Industry, Da Nang area

EXECUTIVE SUMMARYTABLE OF CONTENTACKNOWLEDGMENT

Acronyms Explain

Figure 1: Research model 10

Figure 2: Gender 17

Figure 3: Age 17

Figure 4: Number of hours in a week 18

Figure 5 : Academy level 18

Figure 6: Working from home Full time or Part time 18

Figure 7: Income 18

Figure 8: Marital status 18

Figure 9 : Working time from home 18

LIST OF TABLETable 1: Scale table of research hypotheses 14

Table 2:Demographic Statistics of Respondents … 15

Table 3: Descriptive Statistics ……… 20

Table 4: Cronbach's Alpha 20

Table 5: KMO and Bartlett's Test 21

Table 6: KMO and Bartlett's Test 21

Table 7: Correlation 22

Table 8 : Coefficients of Perform Simple Linear Regression Analysis WFH -> WLB 24

Table 9: Coefficients of Perform multiple regression analysis WFH ,WLB -> EP 24

Table 10: Coefficients of Perform simple linear regression analysis WFH -> EP 25

Table 11: Coefficients of Perform simple linear regression analysis WFH -> JS 25

Table 12: Coefficients of Perform multiple regression analysis WFH ,JS -> EP 26

Table 13: Coefficients of Perform simple linear regression analysis WFH -> EP …26

Table 14:Simple regression analysis corresponding to the hypotheses 28

After a period of study, I finished my graduation thesis majoring in BusinessAdministration with the theme "The relationship between of Work From Home onEmployee Productivity and Job Satisfaction in the telecommunication industry."

I'd like to thank Mr Le Phuoc Cuu Long for his unwavering support and guidancethroughout the process of completing my thesis.

I'd want to express my gratitude to my colleagues, friends, and family whosupported and assisted me in searching for resources to enhance my knowledgewhile preparing my thesis.

I'd also want to thank the teachers at BTEC FPT British College in Da Nang forproviding me with the required knowledge to assist me in building a solid foundationfor my research.

In the process of implementation, it is difficult to avoid shortcomings We lookforward to receiving comments from teachers, teachers, and readers to improve thethesis.

Da Nang, April 23, 2022StudentPham Thi Minh Chi

Work From Home was primarily not an option for all industries prior to COVID-19, butsomehow it has now become a regular and unprecedented thing It has always been anarea of exploration, whether there is a link between Work From Home and EmployeeProductivity Job Satisfaction is an individual's relative feeling and psychologicalunderstanding, which can change over time based on different factors such as physical,financial, technological, social, and psychological factors Productivity is oftenconsidered an essential component of organizational performance (Smith and Gardner,2007) The desire to increase staff productivity is one of the most pressing concernsconfronting most businesses today Employee Productivity is a measurement of aworker's or a group of workers' efficiency In reality, productivity is a factor that directlyimpacts a company's earnings (Gummesson, 1998; Sels et al., 2006).

Many organizations using WFH are driven by a potential increase in employees' WLB, asan increase in WLB will lead to increased productivity (De Cieri et al 2005) Besides, JobSatisfaction also needs to be cultivated strongly in order to enhance employee'sproductivity level by flexible working arrangement such as remote working (Prasetio etal., 2017) In this study, I tried to explore how these factors are shaping employeeperformance and how supervised classification algorithms can be used to predict theimpact of employee performance positive or negative effects of WFH on EP Everyorganization needs to always pay attention to maintaining and improving productivity,especially in an era of uncertainty caused by the COVID-19 pandemic (Jääskeläinen,2010) Besides increasing WLB, one of the reasons to implement the flexible workingarrangement concept for the company is to expect an increase in Job Satisfaction(Mohite and Kulkarni, 2019) Those who choose to be part of the remote workforce areoften more engaged, enthusiastic, and committed to their work, ultimately affecting jobsatisfaction (Schall, 2019) Now, with the rise of cloud technology and the strength ofWi-Fi, working remotely is a better option than using a remote server and a combinationof mobile hardware and software (Mahmoud M Watad, 2010) The proliferation ofsmartphones and multiple operating systems are other contributing factors that changevirtual work into the next possibility of success Considering these perspectives, I thinkthis is an area we should aim to explore because regardless of whether employees are

but also for the employer Much of the popular research on the subject of WFH focuseson the concept's impact on Employee Productivity While some previous studies haveexamined the impact of other factors on the WFH concept, it is still limited to therelevance of novel variables in the pandemic era Work Life Balance and Job Satisfactionaffect work structure and productivity during the current pandemic In addition, thereare no studies related to the telecommunications industry Therefore, this study willstudy Work From Home and Employee Productivity in the telecommunications industryin Da Nang city Through this research project, businesses can examine the factors ofwork from home that affect Employee Productivity From there, they will giveorientations and solutions to motivate employees to work and bring effectiveproductivity.

The objective of this study was to describe the relationship between Work From Homeand Employee Productivity and to build a model that describes the impact of Work FromHome on Employee Productivity and satisfaction.

This study consists of 8 parts Part 1, provides some of the background of the subjectthat forms the principal theme of my report Next ,part 2 is provides the theoreticalbasis related to the research topic Section 3 is outlines the research methodology anddata analysis Then ,section 4 is the research results and section 5 is therecommendations related to the research results Section 6 concludes the significance ofthe research results and their implications Section 7 is to present limitations andsuggestions for future research Finally ,section 8 is for reference.

Work From Home

In the research paper of Selvasundaram, K and Dasaradhan, S., 2020, they haveintroduced two different concepts of Work From Home of two research papers Linda,Volley (2016) and Gajendhran and Harrison (2008) to clarify more about Work FromHome in many respects.According to Linda, Volley (2016), Work From Home is the mostsignificant existing production other nation employees, and management needs todevelop staff attention in permanent employment in one solution The primary goal ofWork From Home is to provide well-trained employees who can quickly solve problemsand save time for the company Investigating the structure of Work From Home lawsand regulations is critical to the business, employee understanding, and the selectionand development of working infrastructure facilities The Work From Home studies willaid the group of company plan structure and increase their understanding rationally.The study of Gajendhran and Harrison (2008) discovered that monitoring a worker'seffort at home is challenging, especially when interrupted by private commitments andfamily members Such productivity impacts would be reflected in a worker's salary levelin a competitive labor market The evidence on the productivity impacts of Work FromHome is mixed, although good effects outnumber negative consequences.

Work From Home is usually used interchangeably with remote work or Work FromHome (Garrett and Danziger, 2007) However, there's a terminology differentiationbetween Work From Home and remote work Remote work may be a process withinwhich employees add locations other than the normal setting, which usually involvestelecommuting and virtual working where physical presence isn’t necessary (Hatch,2006) Work From Home is using the identical concept as remote working Physicalpresence within the work setting isn’t required, but naturally, employees live withincommuting distance of the office and do their add a home setting (Choudhury et al.,2020; Garrett and Danziger, 2007) Remote work acts as a broader concept consisting of4 dimensions: work location that may be anywhere, diversity of employmentrelationship, time distribution, and usage of knowledge and communication technology.This study will use a narrower concept approach by using Work From Home as a workingdefinition (Garrett and Danziger, 2007).

The desire to increase staff productivity is one of the most pressing concernsconfronting most businesses today Employee Productivity is a measurement of aworker's or a group of workers' efficiency In reality, productivity is a factor that directlyimpacts a company's earnings (Gummesson, 1998; Sels et al., 2006) Productivity may bemeasured in terms of an employee's production over a set period of time Typically, aworker's productivity is measured compared to a national average of employees doingsimilar work It may also be measured in terms of how many units of a product or servicean employee handles (Piana, 2001).Employee Productivity has become an essential goalfor organizations since a company's success is largely dependent on the productivity ofits personnel (Cato & Gordon, 2009; Gummesson, 1998; Sharma & Sharma, 2014) Manystudies have concentrated on one or two methods of measuring productivity, andbecause there are so many diverse methodologies, comparing the results may bedifficult (Nollman, 2013) Overall, there is a lack of a standardized and effectiveapproach to measure production.According to Sharma and Sharma (2014), EmployeeProductivity is determined by the length of time an employee is physically present at hisor her job and the extent to which he or she is "mentally present" or efficientlyfunctioning during that time In order to achieve high worker productivity, businessesshould handle such concerns According to Ferreira and Du Plessis (2009), productivitymay be measured by the amount of time a person spends actively performing the workfor which he or she was employed, to achieve the intended results specified in the jobdescription.Previous literature has well explored the benefits of employee productivitythat lead to organizational success.According to Sharma and Sharma (2014), higherproductivity leads to economic development, increased profitability, and socialimprovement Employees can only get higher wages/salaries, working conditions, andjob possibilities if they increase their production Cato and Gordon (2009) have provedthat aligning the strategic goal with staff productivity is critical to an organization'ssuccess As a result of this alignment, employees will be more motivated and inspired tobe more creative, which will boost their performance effectiveness in meeting companygoals and objectives (Morales et al., 2001; Obdulio, 2014).Furthermore, increasingproductivity boosts competitive advantage by lowering costs and improving outputquality The notion of Employee Productivity has been thoroughly explored in the

determining the profitability and success of a firm.

The traditional definition of productivity in 20th-century organizations that primarilyfocus on manual labor efficiency is a ratio of products and services produced to theamount of time required (Fernandez, 2013; OECD, 2001) Knowledge workerproductivity, on the other hand, is defined as a productivity metric for non-routineoutput and abstract input of modern workers in knowledge-intensive firms (Palvalin,2017; Reinhardt et al., 2011) In the twenty-first century, there has been a significantmovement from production-oriented to knowledge-intensive businesses (Hussain et al.,2018; Palvalin, 2017).Non-routine problem solving, which necessitates a mix ofconvergent and divergent thinking, is emphasized by knowledge workers (Reinhardt etal.,2011) In the twentieth century, knowledge workers whose output is increasinglyabstract, cannot be measured or defined using traditional productivity definitions(Antikainen and Lönnqvist, 2006) Subjective productivity measurement (SPM), whichcollects information on productivity using a questionnaire or an interview tailored to aspecific interest group (Antikainen and Lönnqvist, 2006), may still be used to evaluatethe productivity of knowledge workers correctly Employee Productivity will be referredto as knowledge worker productivity in this study Not only is it more relevant to thetwenty-first century, but knowledge workers are more likely to work in distant locations,which is intrinsically compatible with the work from home paradigm (Martinez-Amador,2016)

Work Life Balance (WLB)

Work Life Balance is defined by (R.lockwood.,2003) as "balancing work and personalduties." In his work, he emphasizes top management's need to develop Work-lifeBalance initiatives Such initiatives boost staff enthusiasm and, as a result, employeeproductivity over time.

Work Life Balance refers to an individual's ability to plan his or her professional andpersonal hours to live a healthy and serene life It focuses on women's ideas, attitudes,and views about their ability to organize and balance their professional and personallives as they become older (Lakshmi, K.S and Gopinath, S.S., 2013) Work Life Balanceisn't something that happens by accident It entails the efforts of many stakeholders,including the employee, the organization for which the person works, the employee's