| Abstract [eng] |
Regardless of whether a person works directly or remotely, the fast pace of modern companies and technologies, growing demand for various new services, constant competition between companies, unexpected market changes and high employer expectations influence the manifestation of certain work-related risks and can encourage an employee to exceed their limits. When working remotely, it is significantly more challenging to track one's work hours and balance work with personal life, often leading to working without breaks and neglecting other important areas of life, such as health, hobbies, friends, and family. The basis of this study is Bakker et al. (2001) Job Demands-Resources Model (JD-R), which is a popular tool frequently used in literature to explore and explain the causes of exhaustion, burnout and other difficulties experienced by employees in an organizational setting. This study analyzed the links between job demands, resources, workaholism, and exhaustion in the context of remote work. The study involved 172 participants and utilized Bakker et al.'s (2014) Job Demands-Resources Questionnaire, the Dutch Work Addiction Scale (DUWAS-10), the Exhaustion Scale (Demerouti, Bakker, 2008), and questions about remote work. Pearson correlations and multiple linear regression methods were used for data analysis. The final sample of the study consisted of 98 individuals who worked remotely at least once a week. The results of the statistical analysis confirm that the research hypotheses hold true—the Job Demands-Resources Model is equally useful for studying workaholism and exhaustion in both remote and direct work contexts. Higher job demands are more strongly positively associated with indicators of workaholism and exhaustion, while job resources are negatively associated. Work pace and workload were the most significant job demand, while colleague support was the most crucial job resource. |
