The role of job resources, personal resources, and work engagement in different work arrangements

Abstract

The organizational environment has been changing rapidly for the past decades. With new and enhanced technology, working anywhere at any time is possible and is becoming more common by every year. While many companies have been adapting telework as a work arrangement, many companies still require their employees to show up at their offices. However, it is reasonable to question these different work arrangements and their usefulness in the organizational setting. One key factor that determines the performance of employees is work engagement. The current study aims to answer whether work engagement and its sub-factors of job resources and personal resources differs between teleworkers, central workers, and workers with mixed arrangement of both. A qualitative interview was conducted with three different groups of office workers: teleworkers, central workers, and mixed arrangement workers. Results indicated that each group differed in the expression of work engagement and its sub-factors of job resources and personal resources. Other findings include that offering mixed arrangement of both telework and central work might be the most optimal choice for companies. Further implications are discussed and suggestions for future research.