Page 106 - GHES-3-2

Global Health Economics and
Sustainability
Association of teleworking with employee well-being

were women. As for their marital status, 52.4% were single, Finally, the sample was asked about several items
17.5% were married, 5.8% were divorced, and 24.3% were related to employee well-being. First, they were asked
in a relationship. Regarding children in the family, 76.7% about their perceptions of work-life balance during
stated that they did not have children, while10% had one teleworking. The largest segment (80%) answered that
child, 10% had two children, and 4% had three or more “I have a good balance, but there is always room for
children. Based on the educational level of the sample, improvement.” They were also asked if the overall well-
21.4% were high school graduates, 27.2% were college being of workers has changed because of the work,
graduates, and 51.5% had postgraduate degrees. Regarding after which the largest segment (65%) answered that it
their fields of work, the largest segment (49.5%) selected “Depends on the circumstances.” This indicates that there
“another industry,” while17.4%workedin the financial and is no consensus among the employees. Finally, the sample
insurance sector, 12% worked in telecommunications, was asked about how they perceived social cohesion
information technologies, and other information in relation to the workplace. In this case, the majority
services, 10% worked in marketing, and 10% worked (61%) responded that “Social cohesion in the workplace
in pharmaceutical and parapharmaceutical products. is satisfactory, but could be improved with more social
As for the number of employees, 10% worked in activities.”
companies with 0 – 10 employees, 10% worked in Table 1 presents the MIN, MAX, M, and SD of the main
companies with 11 – 50 employees, 41% worked variables in this study. Based on the findings, the Social
in companies with 51 – 200 employees, 17.5% worked in Interactions dimension showed the highest average (3.54),
companies with 201 – 500 employees, and 22.3% worked whereas the Psychosocial Impact variable showed the
in companies with more than 200 employees. Regarding lowest average (3.15).
the positions of the participants, 63% were employees,
21.5% were middle managers, and 15.5% were senior- As shown in Table 2, which shows the reliability of the
top executives. In relation to work experience, 5.8% three main variables in this study, they have acceptable
had 0 – 3 years of experience, 5.8% had 3 – 5 years of Cronbach’s alpha values. This indicates that the data has
experience, 45.6% had 5 – 10 years of experience, and good internal consistency and reliability.
42.7% had more than 10 years of experience. As for the According to Table 3, the correlations between all three
employment contract, 76.7% had an open-ended contract, variables are statistically significant at the p < 0.01 level:
while 23.3% had a fixed-term contract. Finally, in regard • The correlation between Psychosocial Effects and Job
to working remotely, 50.5% worked 2 days a week, 23.3% Satisfaction is r(103) = 0.373, p < 0.01.
worked 3 days a week, 11.7% worked 4 days a week, 9.7% • The correlation between Psychosocial Effects and
worked 5 days a week, and 5% did not work remotely. Social Interactions is r(103) = 0.469, p < 0.01.
Second, the sample was asked about their views on • The correlation between Job Satisfaction and Social
teleworking. The largest segment (51%) stated that “I do Interactions is r(103) = 0.471, p < 0.01.
not feel a clear impact on my professional development, 3.1. Statistically significant differences
due to teleworking,” while 24.5% stated that “Teleworking
positively contributes to my professional development, In this study, a t-test and an ANOVA were used to examine
providing opportunities for learning and development.” the statistically significant differences, since it was assumed
Then, the sample was asked if they had noticed any changes Table 1. Means of the key variables
in their performance and job satisfaction since they began
teleworking. In this regard, 50% answered “No, I have Variables Min Max M SD
not noticed any significant changes in my performance Psychosocial impact 2.17 4.07 3.1558 0.387
or satisfaction.” Next, the sample was asked to describe Job satisfaction 2.50 4.25 3.2980 0.539
the social support they received from colleagues while Social interactions 1.40 4.00 3.5480 0.604
teleworking. The largest segment (49%) responded that
“I receive some social support from colleagues, but not Abbreviation: SD: Standard deviation.
always or not to a high degree” and 26.5% responded that
“I experience limited social support from my colleagues Table 2. Data reliability
during teleworking.” Regarding satisfaction in particular, Variables Items Alpha
the sample was asked “How would you characterize Psychosocial impact 4 0.623
your overall satisfaction with work combined with your
personal activities while teleworking?” The largest segment Job satisfaction 27 0.892
(80%) answered “satisfied.” Social interactions 5 0.812

Volume 3 Issue 2 (2025) 98 https://doi.org/10.36922/ghes.4998