| Abstract [eng] |
According to Job Demands – Resoures theory, job and individual resources are important for employee’s work engagement which is important for their performance. With increased remote work it is important to study this relationship in the context of remote work. In the quantitative study we analyzed links between employees’ who work remotely individual (self-efficacy, self-efficacy while working remotely and self-leadership) and job resources (autonomy, growth opportunities, colleague and supervisor support), work engagement and performance. 179 employees who on average work 3,72 a week remotely participated in this study completing Work Engagement, Job Demands – Resources and Self – leadership questionnaires. Conducted regression analysis showed that job and individual resources predicted employee’s work engagement. Also, results showed that personal resources are significant for job resources – work engagement relationship: employees who have higher individual resources are more engaged than the ones who have lower personal resources when job resources are both low and high. In addition, when job resources are high, employee performance is high through work engagement. |
