Dong Jun-Jie, Tan Zhi-Dan, Zhang Yu-Liang, Sun Yu-Jie, Huang Yuan-Kai
Logistics and E-Commerce College, Zhejiang Wanli University, Ningbo, China.
Modern Port Service Industry and Creative Culture Research Center, Key Research Center of Philosophy and Social Science of Zhejiang Province, Zhejiang Wanli University, Ningbo, China.
BMC Psychol. 2025 Aug 8;13(1):748. doi: 10.1186/s40359-025-02994-5.
With the advancement of globalization and technology, remote work has gradually become a feasible and popular work model, particularly with the rapid adoption of working from home driven by the COVID-19 pandemic. This shift not only provides employees with greater flexibility and convenience, potentially enhancing their well-being, but also brings challenges such as blurred boundaries between work and family, and increased social isolation, which can lead to a decline in well-being. Therefore, exploring the dual-edged impact of working from home on employee well-being can help organizations design and implement better policies, enabling employees to balance work and family while improving overall well-being.
Using the Job Demands-Resources model, this research develops a moderated dual-mediation model to examine the effects of working from home on employee well-being. Data were collected through an anonymous online survey, resulting in a total of 343 valid responses.
Our findings reveal that the direct effect of working from home on employee well-being is not statistically significant, however, its influence is multifaceted. Specifically, working from home can negatively impact well-being by exacerbating family-work conflict, while simultaneously promoting well-being by enhancing job engagement. Furthermore, an individual's confidence in managing work and family responsibilities, referred to as "work-family balance self-efficacy," moderates the relationship between working from home and family-work conflict.
The research findings contribute to advancing theoretical understanding of remote employee management and positive organizational behavior in the digital era. They offer valuable insights for organizations to optimize the management of working from home and support the innovation of human resource management practices in enterprises.
随着全球化和技术的进步，远程工作逐渐成为一种可行且受欢迎的工作模式，尤其是在新冠疫情推动下，居家办公迅速普及。这种转变不仅为员工提供了更大的灵活性和便利性，可能提升他们的幸福感，还带来了诸如工作与家庭界限模糊以及社交隔离加剧等挑战，而这些挑战可能导致幸福感下降。因此，探究居家办公对员工幸福感的双重影响有助于组织设计和实施更好的政策，使员工能够平衡工作与家庭，同时提高整体幸福感。
本研究运用工作需求-资源模型，构建了一个有调节的双重中介模型，以检验居家办公对员工幸福感的影响。数据通过匿名在线调查收集，共获得343份有效回复。
我们的研究结果表明，居家办公对员工幸福感的直接影响在统计学上并不显著，然而，其影响是多方面的。具体而言，居家办公可能通过加剧家庭-工作冲突对幸福感产生负面影响，同时通过增强工作投入来促进幸福感。此外，个人管理工作和家庭责任的信心，即“工作-家庭平衡自我效能感”，调节了居家办公与家庭-工作冲突之间的关系。
研究结果有助于推进对数字时代远程员工管理和积极组织行为的理论理解。它们为组织优化居家办公管理以及支持企业人力资源管理实践创新提供了有价值的见解。
