Work-from-home (WFH): the constraints–coping–effectiveness framework

Abstract

Purpose

Work-from-home (WFH) arrangement is implemented to enable employees to achieve work–life balance. However, WFH arrangement can be less than ideal. This study developed a WFH framework using qualitative data.

Design/methodology/approach

An open-ended survey was conducted and participated by 621 employees. The data were examined using the qualitative content analysis method.

Findings

Work performance and personal well-being have been identified as WFH outcomes, and 12 relevant research propositions have been developed. Constraints to WFH effectiveness include household and organisational factors whilst instrumental and emotional support were identified as the facilitating conditions. Two moderators were also identified: temporal flexibility and commitment orientation.

Research limitations/implications

This study provides a framework that support effective implementation of WFH and similar flexible work arrangements. Managing time, situation, emotions and attitudes are coping strategies used by WFH employees, and the efficacy of these strategies needs further empirical investigation.

Practical implications

Three main factors have been identified as significant in determining WFH effectiveness. Understanding these elements can help managers design solutions to help employees manage work-home boundaries, improving their work performance and well-being.

Originality/value

The Constraints–Coping–Effectiveness WFH framework and research propositions help organisations build WFH guidelines and policies. This study also recognises commitment orientation, which links resources, strategies and outcomes. The inclusion of this variable in future empirical studies could explain the gaps in the current literature.

Citation

Ahmad, Z., Asmawi, A. and Samsi, S.Z.M. (2022), "Work-from-home (WFH): the constraints–coping–effectiveness framework", Personnel Review, Vol. 51 No. 8, pp. 1883-1901. https://doi.org/10.1108/PR-01-2022-0072