College of Science and Health Theses and Dissertations

Date of Award

Summer 8-24-2024

Degree Type

Dissertation

Degree Name

Doctor of Philosophy (PhD)

Department

Psychology

First Advisor

Jane Halpert, PhD

Second Advisor

Shelly Rauvola, PhD

Third Advisor

Kimberly Quinn, PhD

Abstract

Remote work prevalence continues to remain higher than pre-pandemic levels and hybrid structures are increasingly becoming the norm. Therefore, it is important for researchers and organizations to understand how to optimize important employee outcomes, such as engagement and performance, in a remote work context. In this study, I addressed this need by investigating whether factors that have been found to enhance engagement and performance in traditional contexts—specifically, job design characteristics (task identity, task significance, autonomy, skill variety, and feedback) and microbreaks or small breaks during the workday—were positively linked with better remote work engagement and performance (task and contextual). The impact of these factors on well-being was examined as well. Based on an extensive review of literature on remote work, engagement, performance, the Job Characteristics Model, and microbreaks, eight hypotheses and a research question were developed and then tested using a sample of 456 employees. Although the hypotheses were only partially supported or unsupported, at a high level, findings suggest that task significance, feedback, and autonomy are all beneficial for remote work outcomes. Further, by analyzing open-ended responses, a list of strategies that employees can use to remain refreshed and productive when working remotely was identified. Implications of these findings for research and practice are discussed, along with limitations of the study.

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