Home⇛SMN Digest⇛vol. 8 no. 1 (2022)

Work-Home/Home-Work Interactions on Employee Engagement

Joshua O Tadoy

Discipline: human resource management

 

Abstract:

The objective of the study is to investigate the effects of work- home/home-work interactions on employee engagement as mediated by psychological conditions. It used a cross- sectional survey design and followed the descriptive and quasi-experiment research methods. The research surveyed a total of 400 respondents in Metro Manila who are working from home from the Information Technology/Business Processing industry. The data were gathered using an online survey questionnaire and interviews. Tests such as Descriptive Statistics, Simple and Multiple Linear Regression, Pearson R Correlation, and Path Analyses were used to determine the respondent’s perception and investigate the effects of the variables. The result of the study showed that the Negative Work-Home and Home-Work Interactions have a moderate negative effect on Employee Engagement, while, Positive Work-Home and Home-Work Interactions have a strong positive effect on Employee Engagement. Psychological Availability and Psychological Meaningfulness have a strong positive effect on Employee Engagement. Psychological Availability has a strong mediating effect between Negative Work-Home and HomeWork Interactions and Employee Engagement which resulted in a weak negative effect of Negative Work-Home and Home-Work Interactions on Employee Engagement. While in terms of Positive Work-Home and Home-Work Interactions, the mediating effect of Psychological Availability is strong which resulted in a weak positive effect of Positive Work-Home and Home-Work Interactions on Employee Engagement. Psychological Meaningfulness has a strong mediating effect betweenNegative Work-Home and Home-Work Interactions and Employee Engagement which resulted in a weak negative effect of Negative Work-Home and Home-Work Interactions on Employee Engagement. Psychological Meaningfulness has a strong mediating effect between Positive Work-Home and Home-Work Interactions and Employee Engagement which resulted in a weak positive effect of Positive WorkHome and Home-Work Interactions on Employee Engagement.



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