A STUDY ON MIDDLE-CLASS FEMALE REMOTE WORKERS: A STUDY ON WORK-FAMILY CONFLICT, JOB SATISFACTION, AND INTERPERSONAL COMMUNICATION SATISFACTION
A STUDY ON MIDDLE-CLASS FEMALE REMOTE WORKERS: A STUDY ON WORK-FAMILY CONFLICT, JOB SATISFACTION, AND INTERPERSONAL COMMUNICATION SATISFACTION
Purpose- This study sought to investigate the impact of the emerging remote working model, which has gained significant popularity among businesses in recent years, specifically focusing on middle-class female employees. The primary objectives included understanding how work-family conflict, job satisfaction, and interpersonal communication satisfaction interplay in the context of remote work and how they contribute to the overall employee experience. Methodology- To gather the data for the study, a comprehensive questionnaire was designed and distributed among the target population. The data collected were meticulously analyzed using the SPSS 23 statistical package program, ensuring the reliability and precision of the results. For further validation and in-depth interpretation, advanced statistical models such as Random Forest (RF) and Naive Bayes (NB) were employed. These supervised machine learning models played a crucial role in enhancing the completeness of the analysis and corroborating the study findings. Findings- Empirical analysis led to several significant conclusions. The first was the finding that work-family conflict exhibited a negative correlation with interpersonal communication satisfaction. This suggested that a higher level of conflict between work and family roles tends to lower the quality of interpersonal communication in the context of remote work. Furthermore, the study found a positive relationship between job satisfaction and the nexus between work-family conflict and interpersonal communication satisfaction. This indicates that higher job satisfaction can potentially mitigate the negative impacts of work-family conflict on communication. Conclusion- The study provides critical information on the challenges faced by middle-class female remote workers, particularly in the realm of work-family conflict and its subsequent effects. The findings underscore the negative implications of this conflict on both job satisfaction and interpersonal communication. Employers and organizations, therefore, must be mindful of these issues and devise suitable strategies, taking into account these outcomes to better manage the work-life balance and communication dynamics of their remote working female employees, thus improving their overall work experience.
___
- Adamovic, M. (2022). How does employee cultural background influence the effects of remote work on job stress? The roles of power distance, individualism, and beliefs about remote work. International Journal of Information Management, 62, 102437.
- Aguiar, S. F. B. D., Oliveira, F. B. D., Hryniewicz, L. G. C., & Sant'Anna, A. D. S. (2023). Remote work and women: perceptions of work and family life balance. Cadernos EBAPE. BR, 20, 836-850.
- Büyüköztürk, Ş. (2007), Sosyal Bilimler için Veri Analizi El Kitabı, Ankara: Pegem A Yayıncılık
- Clark, S. C. (2000). Work/Family Border Theory: A New Theory of Work/Family Balance. Human Relations, 53(6), 747–770. https://doi.org/10.1177/0018726700536001
- Gálvez, A., Tirado, F., & Alcaraz, J. M. (2020). “Oh! Remote working!” Regimes of engagement and the lived experience of female Spanish remote workers. Business Ethics: A European Review, 29(1), 180-192.
- González Ramos, A. M., & García-de-Diego, J. M. (2022). Work–life balance and remote working: Lessons learned during the pandemic on gender role transformation and self-reported well-being. International Journal of Environmental Research and Public Health, 19(14), 8468.
- Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E., & Tatham, R. L. (2010). Multivariate Data Analysis. Upper Saddle River, NJ: Pearson.
- Heggeness, M., & Suri, P. (2021). Remote work, childcare, and mothers’ labor supply. Opportunity and Inclusive Growth Institute Working Papers: Federal Reserve Bank of Minneapolis, 10.
- Iordache, A. M. M., Dura, C. C., Coculescu, C., Isac, C., & Preda, A. (2021). Using Neural Networks in Order to Analyze Remote work Adaptability across the European Union Countries: A Case Study of the Most Relevant Scenarios to Occur in Romania. International Journal of Environmental Research and Public Health, 18(20), 10586.
- Loezar-Hernández, M., Briones-Vozmediano, E., Ronda-Pérez, E., & Otero-García, L. (2023). Juggling during Lockdown: Balancing Remote work and Family Life in Pandemic Times and Its Perceived Consequences for the Health and Wellbeing of Working Women. International Journal of Environmental Research and Public Health, 20(6), 4781.
- López-Igual, P., & Rodríguez-Modroño, P. (2020). Who is remote working and where from? Exploring the main determinants of remote work in Europe. Sustainability, 12(21), 8797.
- Lott, Y., & Abendroth, A. K. (2020). The non-use of remote work in an ideal worker culture: Why women perceive more cultural barriers. Community, Work & Family, 23(5), 593-611.
- Loezar-Hernández, M., Briones-Vozmediano, E., Ronda-Pérez, E., & Otero-García, L. (2023). Juggling during Lockdown: Balancing Remote work and Family Life in Pandemic Times and Its Perceived Consequences for the Health and Wellbeing of Working Women. International Journal of Environmental Research and Public Health, 20(6), 4781.
- Lu, Z., & Zhuang, W. (2023). Can remote working improve workers’ job satisfaction? Exploring the roles of gender and emotional well-being. Applied Research in Quality of Life, 15, 1-19.
- Nakrošienė, A., Bučiūnienė, I., & Goštautaitė, B. (2019). Working from home: characteristics and outcomes of remote work. International Journal of Manpower, 40(1), 87-101.
- Netemeyer, R. G., Boles, J. S., & McMurrian, R. (1996). Development and validation of work–family conflict and family–work conflict scales. Journal of Applied Psychology, 81(4), 400-421.
- Nguyen, M. H., & Armoogum, J. (2021). Perception and preference for home-based remote work in the covid-19 era: A gender-based analysis in Hanoi, Vietnam. Sustainability, 13(6), 3179.
- Nunnally, J.C. (1978) Psychometric theory. 2nd Edition, McGraw-Hill, New York.
- Pond, S., & Geyer, P. (1991). Differences in the relation between job satisfaction and perceived work alternatives among older and younger blue-collar workers. Journal of Vocational Behavior, 39, 251-262.
- Pordelan, N., Hosseinian, S., Heydari, H., Khalijian, S., & Khorrami, M. (2022). Consequences of remote working using the internet among married working women: Educational careers investigation. Education and Information Technologies, 27(3), 4277-4299.
- Raišienė, A. G., Rapuano, V., & Varkulevičiūtė, K. (2021). Sensitive men and hardy women: How do millennials, xennials and gen x manage to work from home? Journal of Open Innovation: Technology, Market, and Complexity, 7(2), 106-118.
- Rodríguez-Modroño, P., & López-Igual, P. (2021). Job quality and work—life balance of teleworkers. International Journal of Environmental Research and Public Health, 18(6), 3239.
- Schall Jr, M. C., & Chen, P. (2022). Evidence-based strategies for improving occupational safety and health among remote workers during and after the coronavirus pandemic. Human Factors, 64(8), 1404-1411.
- Smith, S. A., Patmos, A., & Pitts, M. J. (2018). Communication and remote working: A study of communication channel satisfaction, personality, and job satisfaction for remote working employees. International Journal of Business Communication, 55(1), 44-68.
- Taboroši, S., Popović, J., Poštin, J., Konjikušić, M., & Nikolić, M. (2022). Job satisfaction in the conventionally employed and remote workers: the impact of gender, age and education. Anali Ekonomskog fakulteta u Subotici, (48), 65-82.
- Yayın Aralığı: Yılda 4 Sayı
- Başlangıç: 2014
- Yayıncı: PressAcademia