Page 109 - GHES-3-2

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

Table 10. Significant differences in job position Table 12. Significant differences in the employment contract
N M SD p-value What employment contract N M SD p-value
Psychosocial impact do you have?
Senior-top executive 61 3.3074 0.55037 0.248 Psychosocial impact
Middle manager 22 3.1591 0.43333 Open-ended 75 3.3933 0.53299 0.001
Employee 16 3.4531 0.60703 Fixed-term 24 3.0000 0.44843
Job satisfaction Job satisfaction
Senior-top executive 62 3.7677 0.21787 0.001 Open-ended 76 3.4500 0.66222 0.001
Middle manager 22 2.9818 0.97767 Fixed-term 24 3.8583 0.09286
Employee 16 3.4750 0.44944 Social interactions
Social interactions Open-ended 78 3.1667 0.43715 0.401
Senior-top executive 64 3.1319 0.33504 0.001 Fixed-term 24 3.1204 0.12795
Middle manager 22 2.9899 0.31659 Abbreviation: SD: Standard deviation.
Employee 16 3.4792 0.49255
Abbreviation: SD: Standard deviation. Based on the findings, the majority of the sample did
not feel that teleworking had a catalytic effect on them.
Meanwhile, none of these variables dramatically changed
Table 11. Significant differences in work experience during the research period. Specifically, the sample was
N M SD p-value generally satisfied with teleworking and that they had a
Psychosocial impact good work-life balance (Morganson et al., 2010).However,
all the questions showed that there is room for continuous
0 – 3 6 2.5000 0.00000 0.001 improvement.
3 – 5 6 2.5000 0.00000
5 – 10 43 3.2733 0.42543 These variables were also significantly and positively
>10 44 3.5398 0.49692 related. For example, teleworking had negative
Job satisfaction psychosocial effects, which resulted in a decrease in
social interactions among the employees and a decrease
0 – 3 6 3.8000 0.00000 0.679 in job satisfaction, and vice versa (Morris & Venkatesh,
3 – 5 6 3.4000 0.00000 2010). In fact, the results showed that the need for social
5 – 10 44 3.5636 0.50167 interactions was the most important aspect of teleworking.
>10 44 3.5182 0.75860 Moreover, all the demographic characteristics (gender,
Social interactions age, marital status, and educational level) had a significant
0 – 3 6 3.1111 0.00000 0.138 effect on the estimation of the main variables, as an impact
3 – 5 6 2.9259 0.00000 of teleworking. Meanwhile, all the variables regarding
employment (company size, job position, work experience,
5 – 10 46 3.1039 0.35218 and employment contract) showed that the impact of
>10 44 3.2475 0.45049 teleworking was estimated differently by these sub-groups.
Abbreviation: SD: Standard deviation. This indicates that in order to improve this impact, more
focus should be placed on these demographic groups and
4. Discussion sub-groups as well as the specific characteristics of their

This study was carried out to identify the impact of respective companies and industries.
teleworking on employees, which was widely established 5. Conclusion
after the COVID-19 pandemic. Since teleworking is a
multi-faceted and multi-dimensional phenomenon that The results of this study showed that the most important
affects humans in different ways, we mainly focused on aspect of teleworking is the need for social interactions. The
three variables: psychosocial effects, job satisfaction, three variables (i.e., psychosocial effects, job satisfaction,
and social interactions. As suggested by Field, (2013), and social interactions) also showed a statistically
parametric tests were performed to draw latent variable significant, but not a strong correlation. First, the women
inferences, since the sample consisted of more than in the sample had higher psychosocial effects and a greater
100 people. need for social interactions, compared to the men, whereas

Volume 3 Issue 2 (2025) 101 https://doi.org/10.36922/ghes.4998