Family-work conflict and work-from-home productivity: do work engagement and self-efficacy mediate?

The shift towards remote work has been expedited by the COVID-19 pandemic, and COVID-19 has increased the need to understand the factors affecting remote work productivity such as family-work conflict, work engagement, and self-efficacy. However, the previous research may not comprehensively capture the intricacies associated with remote work amidst the pandemic. This study proposes a model to explore the relationship between family-work conflict and work-from-home productivity based on role conflict and resource drain theories as well as the family-work-conflict literature. The quantitative approach was used. A questionnaire was distributed using a convenience sampling technique and a response rate of 90.1% (1177 respondents) was achieved. After data cleaning, 785 valid cases were analysed. SPSS 22 and AMOS 20 were used to test the descriptive statistics, reliability, and validity, and the proposed hypotheses were evaluated using Process Macro (Model 5). The findings found that family-work-conflict negatively affected work engagement, self-efficacy, and work-from-home productivity. The negative effect of family-work-conflict on work-from-home productivity was stronger for employees with more work-from-home days than those with fewer. The partial mediation of work engagement and self-efficacy was established. This study contributes to the understanding of remote work productivity during the pandemic, particularly for small and medium-sized enterprise employees. It highlights the regulatory role of working hours when working from home and examines the mediation of self-efficacy in the association between family-work conflict and work-from-home productivity. This study also confirms the gender differences in work-from-home productivity which has been previously inconsistent in the literature. Managerially, the research has practical implications for employers, managers, and the government. Employers should adopt family-friendly policies and offer training programmes to enhance work-from-home productivity. Employers need to pay extra attention to their female employees' work and family responsibilities and guarantee positive working outcomes through online surveys and two-way communication strategies. Professional training and work-from-home skill development programmes should be provided to boost employee confidence and self-efficacy. Governments and employers should also consider implementing regulations on the duration of working-from-home to avoid negative impacts on work efficiency and family-work conflict.

Seng-Su Tsang, Zhih-Lin Liu, Thi Vinh Tran Nguyen