| Abstract [eng] |
73 pages, 17 charts, 4 pictures, 102 references. This master thesis aims to assess the relationship between emotional well-being mediated by work-life balance and employee productivity relationship moderated by remote working factors and to present findings and practical recommendations. The thesis consists of three parts. The first part presents an analysis of the scientific literature and empirical studies covering remote working, work-life balance, emotional well-being, and employee productivity. The second part presents the research model, justification of the research methods, research process, and other information related to the preparation of the research. The third part presents results, conclusions, and recommendations. The first part presents the theoretical aspects of remote working, productivity, work-life balance, and emotional well-being. The theoretical concept of each phenomenon, the influencing factors, and the ways of measurement are examined. It also presents the elements and types of remote working, its benefits, and challenges in the context of the pandemic. The literature analysis concluded with an analysis of the results of the empirical studies carried out and of the links between the phenomena mentioned above. The second part describes the course of the research conducted on the mediating role of emotional well-being in the work-life balance-employee productivity relationship moderated by the remote working factors. A quantitative study was carried out with 385 Lithuanian residents who work remotely at least part of the time. A quantitative structured questionnaire with Cronbach's α>0.80 for all variables was used for data collection, indicating the scales' high reliability. The data were processed in SPSS 28.0, and the A. F. Hayes PROCESS macro plug-in was used to determine the relationships of the created research model. The third part contains the results of the study. Work-life balance was found to be positively related to emotional well-being, and emotional well-being was positively related to employee productivity. When testing for the effect of remote work factors (remote work compatibility, remote workflow experience, remote work interference, and information and telecommunication technology anxiety) as moderators, no moderating effect was found on the relationship between work-life balance and emotional well-being. Finally, full mediation was found when testing the influence of emotional well-being as a mediator between work-life balance and productivity. With the rapid change of the working profile to hybrid or remote working after the Covid-19 pandemic, the phenomena investigated in this study have gained further interest in academia and should be further explored in academic research. Finally, organizations should pay more attention to the direct and indirect impact of emotional well-being on productivity by improving remote working processes, resulting in better work-life balance and emotional well-being. |
