Impact Of Work From Home On Employees Well Being And Performance

Abstract

The swift implementation of work-from-home (WfH) arrangements, expedited by worldwide occurrences like the COVID-19 epidemic, has revolutionized conventional work methods and prompted significant inquiries over its influence on employee welfare and productivity. This study examines the impact of working from home (WfH) on the health and productivity of employees. It utilizes a mixed-methods approach to offer a thorough analysis. We concentrate on a subset of workers who are working full-time and fall within the age range of 20 to 65. We exclude those who are marginally employed to guarantee that our findings are applicable to a consistent and steady workforce. The analysis employs three primary indicators of employee well-being: (1) self-assessed general health, divided into five binary outcome variables; (2) the quantity of reported sick days, including those without medical certification; and (3) scores from the WHO-5 Well-Being Index, which assesses psychological well-being. The findings suggest that working from home (WfH) has diverse effects on both well-being and performance. Remote employees exhibit distinct patterns in health evaluation and sick leave as compared to their counterparts who work in a physical office. More precisely, when individuals assess their own health, they provide detailed and subtle differences, whereas data on sick leave indicates a possible rise in the number of days off reported by remote workers. The WHO-5 Well-Being Index demonstrates varied outcomes, indicating enhanced mental well-being in specific instances, while also emphasizing the possible dangers of isolation and burnout. These findings emphasize the intricate nature of work-from-home arrangements and their simultaneous influence on employee health and performance. The study enhances comprehension of remote work dynamics, providing firms with insights to develop work-from-home policies that promote employee well-being and productivity. Further investigation is needed to examine the long-term consequences of remote labor by studying its longitudinal effects and industry-specific results.