| Abstract [eng] |
The aim of this study is to determine if factors motivating work remotely affects relationship between job resources and work engagement and if telework frequency is somehow related to work specifics and individual work performance. The sample of the study consisted of 310 Lithuanian employees who agreed to participate in the study. Study participants age ranged from 18 to 64 years, with 66.5% of the study sample being female and 30% male (the rest did not indicate gender). Participants completed an online questionnaire consisting of demographic questions, job satisfaction questions, factors motivating to work remotely questions, Bakker (2014) Job Requirements-Resource Questionnaire. In result analysis, the Pearson correlation method was applied to calculate direct correlations between work specifics, individual job performance, overall job satisfaction, and frequency of telework which were reaffirmed with Student's t test for two independent samples when comparing teleworking sample to not teleworking sample. No direct relationship was noticed between the frequency of teleworking and job satisfaction. Statistically significant correlations were found between work specifics and frequency of telework, individual job performance and frequency of telework, means difference was also noticed comparing teleworking and non-teleworking groups. The performed multiple linear regression confirmed the main theoretical relationships between job resources, work specifics, individual work performance, work engagement and exhaustion. However, factors motivating to work remotely did not affect relationship between job resources and work engagement. |
