ABSTRACT
Purpose>This paper aimed to revise and further validate the published e-work life (EWL) scale. The EWL scale was originally developed to assess theoretically relevant aspects of the remote e-working experience related to four main areas: organisational trust, flexibility, work–life interference and productivity.Design/methodology/approach>A number of changes were implemented to the scale (i.e. including new items, rewording of existing items) following a recent qualitative study conducted by the authors. The two studies outlined in this paper, conducted within discrete remote e-working populations, resulted in a validated and adjusted 20-item version of the scale.Findings>Study 1 performs confirmatory factor analysis (CFA) on data from a sample of 399 remote e-workers (57.9% female) in UK to check the factor structure of the revised version of the EWL scale and the reliability of the posited dimensions. Results provided support for a 20-item scale, replicating the factorial structure of the original version. Study 2 tests and confirms the factorial structure of the final 20-item EWL scale in an independent sample of 366 remote e-workers (48.6% female) in UK. Study 2 provides further evidence of EWL scale's reliability and validity, with the four factors of the scale being significantly correlated with positive mental health, detachment from work and technostress.Originality/value>The EWL scale is a very timely and important tool which provides an overall framework of the key areas that are affecting remote e-workers' life;whose greater understanding may better prepare organisations to adapt work arrangements and introduce support policies and guidance.
ABSTRACT
PurposeThis present qualitative study explores the impact of the remote e-working experience on employees’ well-being.Design/methodology/approachForty (23 male) remote e-workers working for a British IT company were interviewed about their work-related well-being. Semi-structured interviews were framed within an existing theoretical of work-related well-being;hence, questions targeted five distinct dimensions of affective, professional, social, cognitive and psychosomatic well-being. However, data collection was not constrained by this model, allowing the exploration of other aspects interviewees considered relevant to their work-related well-being. Interview data were analysed using thematic analysis, where key themes emerged.FindingsFindings support the relevance of a multidimensional approach to understanding remote e-workers’ well-being as it provides an in-depth understanding of the inter-connectedness between relevant dimensions. Further insight into the overlooked issues of detachment from work and health-related behaviours when e-working remotely is also provided.Practical implicationsThis study proposes practical implications related to the organisational, managerial and individual level;providing individuals tailored guidance on how to remote e-work effectively and raising the importance of cultural change to support remote e-workers to be open about their working preferences.Originality/valueAn original contribution to the field of remote e-working is provided, by adopting a holistic approach to explore well-being, disentangling the interconnections between different well-being dimensions and discussing pivotal contributing factors that seemed to be understudied within extant remote e-working literature.