The relationship between remote working and job satisfaction due to the Covid19 pandemic: a study in the Greek banking sector. The relationship between remote working and job satisfaction due to the Covid19 pandemic: a study in the Greek banking sector”.
Introduction
- Introduction
- Motivation and Objectives
- Methodology
- Results and Limitations
A questionnaire was designed to measure the feelings of employees about these facets of remote work. A questionnaire was designed to measure the feelings of employees about these facets of remote work.
Literature Review
Job Satisfaction
The following is a review of the main factors of job satisfaction cited in the literature. Surveys have shown that there is a positive relationship between work environment and job satisfaction.
Remote Work
Several studies have found a positive relationship between remote work and performance (Atkinson, 1985; Baruch, 2000; Di Martino & Wirth, 1990). One of the most beneficial benefits for employers is the fact that remote work affords them the limitations of location. As we will see next, trust within the organization is one of the most important success factors for remote working.
The most mentioned disadvantage of remote work is isolation, which is considered the biggest. The most mentioned disadvantage of telecommuting is isolation which is considered the biggest (Huws, 1984). Making the Technology Work” was ranked as the second most important remote work challenge.
Remote Work and Job Satisfaction
These conflicting results led to further research on the moderators that influence the relationship between telecommuting and job satisfaction. Research has shown a strong positive relationship between agreeableness and remote worker job satisfaction (Clark et al., 2012; Smith et al., 2018). We have already seen that personal characteristics are moderators of job satisfaction, this strengthens the argument that remote workers' job satisfaction is also affected.
Research has found a positive relationship between telecommuter satisfaction and openness (Bailey & Kurland, 2002; S. Research has shown that highly neurotic telecommuters experienced high levels of job satisfaction (Clark et al., 2012), while Smith et al Research has demonstrated the significant role of gender in the job satisfaction of telecommuters, especially those who work from home.
Effective remote working
This support should include advice and input on dealing with stress, work and family boundaries, and work-family conflict, all of which may be particularly important for remote workers (Mann & Holdsworth, 2003). Studies have found that effective technical support is positively related to remote worker satisfaction (Haines et al., 2002 in Kowalski & Swanson, 2005). In addition to emotional and technological support, teleworkers consider it important to have adequate training in time management and computer and communication systems to be more effective and satisfied (Tremblay, 2002).
As one of the most important challenges of remote work and homework in particular is the work interface. In general, female teleworkers appear to be less supported than male teleworkers (Haddon & Lewis, 1994). Finally, as Mann and Holdsworth (2003) suggest, organizations should implement written telecommuting policies when employees telecommute.
Remote Work Statistics
In Greece the proportion was lower than the European average when 11.7% of respondents worked from home, 6.2% on a daily basis and 5.5% several times a week. In Greece the proportion was lower than the European average when 11.7% of respondents worked from home, 6.2% on a daily basis and 5.5% several times a week. The highest level of remote work among respondents was found in Estonia where before COVID of respondents worked from home, 15.3% on a daily basis and 9.8% some weeks.
The European average is 36.5%, in Greece the respondents who answered positively to the question were 26.2% while Finland had the highest. The European average is 36.5%, in Greece the respondents who answered positively to the question was 26.2% while Finland had the highest percentage of 60.5%. of respondents worked from home, 15.3% on a daily basis and 9.8% several times in a situation .. at work from home 19?. The European average is 36.5%, in Greece the respondents who answered positively are 60.5%.
The aim and research questions
How remote workers in the Greek banking sector feel about their work How self-disciplined do telecommuters e. How remote workers in the Greek banking sector feel about their career opportunities and evaluation by their supervisors. How remote workers in the Greek banking sector feel about the techniques they receive from their organization.
What is the relationship between telecommuting and employee job satisfaction in the Greek banking sector.
Data Collection T
The last item is an open-ended question where respondents are asked to leave their comments about their remote work experience. To measure job satisfaction, the Job Satisfaction Survey (JSS) by Paul Spector was used, which is free to use for ac.
Sample
Research Code and Ethics
It should be noted that no personal information that could be useful to identify the respondent was required and that the part . et.al, 2007). It should be mentioned that no personal information that could be useful to identify the respondent was required and that participation was voluntary (Cohen said the responses collected will be used for academic reasons only and will be anonymous (Creswell, 2011) In this section, the findings from the analysis of the collected data will be presented in five parts.
The second part includes a construct validity analysis using exploratory factor analysis for the telework questionnaire and reliability analysis for both telework and job satisfaction questionnaires. The third section includes the results of measuring the impact of telecommuting on employees in terms of the challenges and benefits that this research examines. And the last part concerns the correlation between findings on telecommuting and job satisfaction.
Demographic Data
When observing the demographic data of both samples, we notice that in both samples the majority are women, the vast majority between the ages of 31 and 50, and half of the respondents are employed in the organization. When observing the demographic data of both samples, we notice that in both samples the majority are women, the vast majority of them are between 31 and 50 years old, and half of the respondents have been employed in the organization for 11 to 20 years. It is likely that voluntary redundancies in recent years are responsible for the small number of older employees with longer tenure in the organization.
When observing the demographic data of both samples, we notice that in both samples the majority are women, the vast majority of them are between 31 and 50 years old and half are between 11 and 20 years old. It is likely that voluntary redundancies in recent years are responsible for the small number of older employees with longer tenure in the organization. As we can see, more than half of the respondents (61%) worked at home every day, almost one (29%) a few days a month, and the rest (9%) a few days a week.
Validity and Reliability
This factor measures the impact of remote working on the quality of communication between colleagues. This factor measures the impact of remote working on the employee's work-life balance. This factor measures the impact of the work on the quality of communication between colleagues.
This factor reflects the teleworkers' feelings about their evaluation by their superiors and the likelihood of promotion. This factor indicates whether remote employees have all the appropriate equipment to perform their work remotely. This factor expresses the feelings of teleworkers regarding their evaluation by superiors and employees.
Remote Work Results
Work Life balanced is improved as a result of remote work Self-discipline is a challenge of remote work.
Job Satisfaction Results
Table 27 shows the results of ANOVA for job satisfaction and its parameters and gender. Table 28 shows the results of ANOVA for job satisfaction and its parameters and age. According to P-values, only s are significantly important (P=0.01), with bachelor's degree owners being the least dissatisfied (M=2.98, SD=0.72), while employees with other education (technical education or private education) schools) are the most dissatisfied with this (M=2.36, . shows the ANOVA for job satisfaction and job duration).
The findings showed that job tenure has a significant impact on the level of job satisfaction with respect to the nature of work (P=0.02). According to the table, job position does not significantly affect job satisfaction nor its facets, as all P. Marital status does not significantly affect any of the job satisfaction's facets, nor the total job.
Relationship between Remote Work and Job Satisfaction
For the respondents, the work-life balance is definitely worse because of remote work. A variable that the findings showed to be significantly important to telecommuting life balance is the level of responsibility. Quality of work life among telecommuters in the Greek banking sector The survey showed that respondents moderately believe that their work is getting worse because of telecommuting.
Correlation between job satisfaction and telecommuting for employees in the Greek banking sector. Correlation between job satisfaction and telecommuting for employees in the Greek banking sector. Based on the results above, it is clear that there is a relationship between telecommuting and job satisfaction.
General Conclusions
Limitations
Suggestions
Suggestions for practical implementation
Psychological contract breach and organizational commitment in the Greek banking sector: the mediating effect of job satisfaction. A meta-analytic investigation of the construct validity of the Michigan Organizational Assessment Questionnaire Job Satisfaction T. The influence of type A behavior and locus of control on job satisfaction and occupational health.
Work-family conflict, politics, and the job satisfaction relationship: A review and directions for research on sources of organizational behavior. Communication and Teleworking: A Study of Communication Channel Satisfaction, Personality and Job Satisfaction for Teleworking International Journal of Business Communication. Relationships between personality, emotional intelligence and job satisfaction of bank employees [Phd, Universiti Utara Malaysia].
Questionnaire for Remote work
I do not feel anxious or insecure when a work problem arises because I receive adequate support from my supervisor who will. I enjoy having more flexible hours to work because of remote work The ideal intensity level of remote work. I do not feel anxious or insecure when a work problem arises because I receive adequate support from my supervisor who will help me deal with it.
I enjoy the higher level of independence that telecommuting offers. I enjoy having more flexible working hours due to telecommuting. The ideal intensity level for remote work. I don't feel anxious or insecure if a work problem comes up because I get help to deal with it. I find myself having to work harder at my job because of the incompetence of people I work with.