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The impacts of work-from-home goal alignment on employee well-being and turnover intentions: the mediating role of work engagement

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Abstract

Based on the work-home resource model (ten Brummelhuis & Bakker by American Psychologist, 67, 545-556, 2012), this study investigates the impact of goal alignment for work-from-home (WFH) on personal and family well-being, turnover intention, and the mediating role of work engagement between these relationships. Moreover, we explore whether gender differences moderate the proposed research model. We recruited 701 residents in Singapore to complete an online questionnaire. Our findings suggest that WFH goal alignment is positively associated with personal and family well-being but negatively associated with turnover intention. Furthermore, work engagement significantly mediates the relationship between WFH goal alignment and turnover intention. Finally, we discuss the implications of gender differences in the research model. This study highlights the importance of goal alignment in achieving personal and family well-being and reducing turnover intention and emphasises the role of work engagement in mediating these relationships.

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Funding

This work was supported by the Singapore MOE Start-up Research Funding (RF10018F) and the SUSS Faculty Development Scheme.

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Authors

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Correspondence to Ada Hiu Kan Wong.

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Ethics approval

The questionnaire and methodology for this study were approved by the Singapore University of Social Sciences Institutional Review Board (IRB approval number: APL-0139–2021-EXP-03).

Competing interests

The authors declare no competing interests.

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Appendices

Appendix 1 Measurement scales used in this study

Work-from-home goal alignment (newly developed; 1 = strongly disagree to 5 = strongly agree).

Overall speaking, to what extent do you agree with the following statements regarding the working-from-home arrangements offered by your employer in the past 6 months?

  1. (1)

    The organisation has provided a working-from-home option that fits my needs

  2. (2)

    The working-from-home policy allows me to satisfy my family duties during the pandemic

  3. (3)

    The working-from-home option is exactly what I need during the pandemic

  4. (4)

    The working from home option supports me to carry on my work duties/responsibilities

  5. (5)

    The working-from-home option has supported both my family and work roles

Work engagement (Schaufeli et al. (2019); 1 = strongly disagree to 5 = strongly agree).

To what extent do you agree with the following statements regarding your working-from-home experience in the past 6 months?

  1. (1)

    At my work, I feel bursting with energy

  2. (2)

    I am enthusiastic about my job

  3. (3)

    I am immersed in my work

Personal and family well-being (Wong et al. (2020); 1 = strongly disagree to 5 = strongly agree).

As compared to working in an office, how would you rate working from home?

  1. (1)

    Reduce work stress

  2. (2)

    Improve work-life balance

  3. (3)

    Bring a better quality of life

  4. (4)

    Maintain a better relationship with family members

Turnover intention (Mobley et al. (1978); 1 = strongly disagree to 5 = strongly agree).

To what extent do you agree with the following statement about your job?

  1. (1)

    I often think about quitting my present job

  2. (2)

    I will probably look for a new job in the next year

  3. (3)

    As soon as possible, I will leave the organization

Gender

  1. (1)

    Male

  2. (2)

    Female

Age

  1. (1)

     < 18

  2. (2)

    18–25

  3. (3)

    26–35

  4. (4)

    36–45

  5. (5)

    46–55

  6. (6)

    56–65

  7. (7)

    66 or above

Marital status

  1. (1)

    Single

  2. (2)

    Married

  3. (3)

    Single parent

  4. (4)

    Divorced

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Wong, A.H.K., Cheung, F. The impacts of work-from-home goal alignment on employee well-being and turnover intentions: the mediating role of work engagement. Asian J Bus Ethics (2024). https://doi.org/10.1007/s13520-024-00198-5

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