| Abstract [eng] |
The main purpose of this master thesis is to find out the effect of the remote work experience on the individual work performance. In order to analyze the effects holistically, remote work experience consists of 4 areas: work – life balance, productivity, organizational trust and flexibility whereas the individual work performance is observed as three components: task performance, contextual performance and counterproductive work behavior. The work consists of three main parts, the literature analysis, the methodology approach and research with its results, conclusion and recommendations. In the literature analysis, separate components of the remote work experience and individual work performance are covered. The author reviews past scientific research on the separate factors and highlights contradictions between research that has been done by other scientists. The lack of publications on remote work and its connections to performance is highlighted and therefore used as a basis for the work. A methodological research model was developed that connects the separate remote work experience components with the individual work performance. By using questionnaires of other authors, a research instrument was created that was used in the data collection part. In total, 470 responses were collected that represent the individuals that live in Lithuania and are engaged in work relations. After filtering out the ones that have remote work experience, 396 responses were used for further data analysis with the SPSS and JASP software. A combination of tests were used to determine data reliability, normality, and to find out the relations between constructs using multiple regression and structural equation modelling. The research showed that all four components of the individual work performance have a significant effect on task performance. Contextual performance was found out to depend on organizational trust and flexibility whereas counterproductive work behavior was only dependent on work – life balance. Additionally, a clear bond between time spent working remotely and the remote work experience was found. Respondents tend to score their productivity, work – life balance, organizational trust and flexibility higher, if they practice remote work all the time or at least a few times a week. In the conclusions part, the author sums up the findings and their significant effect on work outcomes as perceived by the organizations and individuals separately. By using the recommendations given, companies could help improve the outcome of their employees’ effort and increase the overall organizational success when it comes to better work results. |
