Home and Community Department, College of Agriculture and Applied Sciences, Utah State University, Logan, UT 84322, USA.
Youth Programs Department, College of Agriculture and Applied Sciences, Utah State University, Logan, UT 84322, USA.
Int J Environ Res Public Health. 2023 May 6;20(9):5736. doi: 10.3390/ijerph20095736.
With structural changes in work arrangements, employee retention becomes more important for organizational success. Guided by the Ability, Motivation, Opportunity (AMO) framework, this study investigated the factors affecting remote workers' job satisfaction and personal wellbeing in Utah. From a sample of = 143 remote workers, the study used a correlational design to identify the significant predictors of job satisfaction and personal wellbeing. It mapped the relationships between significant predictors of job satisfaction and personal wellbeing and explored the role of human resources (HR) policies and organizational culture in a remote work environment. Results showed intrinsic motivation, affective commitment, opportunity, and amotivation affected employee job satisfaction, while self-efficacy, amotivation, and job satisfaction affected personal wellbeing. A structural equation model (SEM) showed that remote workers with higher levels of self-efficacy, lower amotivation, and higher job satisfaction were likely to have greater personal wellbeing compared to others. When exploring the role of HR, findings showed that HR bundles and organizational culture indirectly affected job satisfaction but had a direct effect on the most important predictors of job satisfaction and personal wellbeing. Overall, results demonstrated the interconnectivity of HR practices, AMO factors, job satisfaction, and personal wellbeing.
随着工作安排的结构性变化，员工留任对于组织的成功变得更加重要。本研究以能力-动机-机会（AMO）框架为指导，调查了犹他州影响远程员工工作满意度和个人幸福感的因素。在对 = 143 名远程员工进行抽样调查后，该研究采用相关设计来确定工作满意度和个人幸福感的显著预测因素。它还映射了工作满意度和个人幸福感的显著预测因素之间的关系，并探讨了人力资源（HR）政策和组织文化在远程工作环境中的作用。结果表明，内在动机、情感承诺、机会和去动机影响员工的工作满意度，而自我效能、去动机和工作满意度影响个人幸福感。结构方程模型（SEM）表明，与其他人相比，自我效能感较高、去动机较低、工作满意度较高的远程员工更有可能拥有更高的个人幸福感。在探索人力资源的作用时，研究结果表明，人力资源套餐和组织文化间接影响工作满意度，但对工作满意度和个人幸福感的最重要预测因素有直接影响。总的来说，研究结果表明了人力资源实践、AMO 因素、工作满意度和个人幸福感之间的相互关联。
