Employee Experience of Remote Working and Implications (Research Proposal Sample)

Employee Experience of Remote Working and Implications
Employee Experience of Remote Working and Implications; a study from the private sector
1.1 What is the Research Topic About?
My study topic focuses on the experiences employees went through and are currently going through concerning Remote Working (RW), or work-from-home (WFH), as it is fondly known as (Charalampous, Grant, and Tramontano, 2021). The focus will be on different age categories of employees in the private sector and RW's implications during and after the pandemic. Due to the Covid-19 pandemic, many workers globally needed to adjust overnight to working from home. The study will determine what percentage of employees are satisfied with working-from-home arrangements and those dissatisfied in the midst and after the Covid-19 pandemic. Some of the reservations by the dissatisfied employees, such as loneliness, and concerns about job security, will be thoroughly made, and making an understanding as to why work satisfaction experiences vary between the workers who are engaged in working from home during the Covid-19 and how operating from home can be tailored to advance those experiences.
WFH fits into the type of remote work (RW). As a job exercise, working from home means that a worker executes job-related undertakings from the household rather than being substantially present at the company premises, usually using digital technology (Patil, and Gopalakrishnan, 2020). The study will identify aspects that improve work contentment of remote work, involving income, free time, working times, the proper corporeal movement, the regularity of remote work, job locality, social conduct and technical sustenance, seniority, organizational training, interaction with supervisors, and environmental situations at the job.
1.2 My Interest in This Topic
My interest in this topic is to address the gaps and add to the knowledge of the workplace interaction experience of remote employees. The results will give organizational leaders and managers the tools and facts needed to quickly comprehend how to control and manage the engagement levels of their remote employees. Therefore, the study will give context and content to help develop literature and knowledge foundation on worker engagement for remote employees.
2.0 Research Aim and Objectives
2.1 Research Aim
Most existing research focuses on the challenge of work autonomy and social isolation linked with working from home alone. However, this study will focus more on examining the watching mechanisms (Carnevale and Hatak, 2020). Compared to the workers who operate in the workplace, house-based employees are less expected to be subjected to company control and observation. Whereas using different techniques to inspect household-based employees will mitigate worker procrastination, surveillance equipment may also affect productivity if the employee senses untrusted or has issues concerning security and privacy, which is another way that can have an overwhelming influence on job performance and gratification. Typically, the significant utilization of technologies can result in the “autonomy paradox”: the higher the autonomy provided by working from home and technology, the higher the workers feel supervised (Donati et al., 2021). It suits that the best watching of household-based employees should stabilize control and independence, and this is essential for realizing any enhancements in WFH work gratification through the Covid-19 pandemic.
In that regard, I have designed the study question: How should private sectors organize the various features of working from home to enhance worker job fulfillment through and after the Covid-19 pandemic?
2.2 Research Sub Questions
1 How can critical features of working from home be designed to improve employee job satisfaction perspectives and enlightens the configuration of future workplace models?
2 How does remote workers' supervision strategy introduce the framework of a monitoring mechanism for worker job satisfaction?
3 What are the arguments existing on job schemes and employee job satisfaction by use of qualitative comparative analysis?
4 How does remote working contribute to event system theory by placing its proactive in the context of enforced WFH?
2.3 Research Objectives
1 To identify the experience and implications of critical features of working from home to improve employee job satisfaction.
2 To identify the supervision strategy of remote workers to introduce the design of a monitoring mechanism for employee experience and work fulfillment.
3 To find out the arguments existing on job design and employee job satisfaction by applying qualitative comparative analysis.
4 To identify the contributions to event system theory by pacing its proactiveness in the context of enforced WFH.
3.0 Literature Review
Experience and implication of remote workers are the most critical features inherent in a job. The experience of working from home means the kind of work during the time of working from home (Wang et al., 2021). Job demands are aspects that may trigger pressure, involving assignments, operational time, and working environments, like sounds and temperature. Work features may be grouped as occupation or work requirements depending on the work demands-resources concept. Work assets are mental, corporeal, organizational, or social elements that may help workers sustain health and their experience. These involve the reliability of the household workspace, the accessibility of digital assets and the internet, social help, work autonomy, controlling coaching and performance response, and promotion chances.
In light of how the Covid-19 pandemic has significantly transformed operating methods, the research will focus on experiences and implications of proposed working from home (WFH) on job satisfaction on personal analysis, feelings, and experience. The following sections will briefly explore the mechanisms influencing remote workers' experience and implies work satisfaction.
3.1 The Length of Working from Home and Work Fulfillment
Crisis-induced remote working activities are evolutionary. Short-term remote working revealed company concerns about workers' wellbeing in the Covid-19 pandemic, triggering workers to feel more optimistic concerning their job. Nevertheless, the separation connected with lasting remote working restricts societal interaction in and outside the job, which develops the danger of overwhelming house-based employees and challenges work contentment with bad experiences (Irawanto, Novianti, and Roz, 2021). Therefore, the research will refine the doubt that people with great-quality monitoring techniques and experiencing long-term remote work registered the most incredible work satisfaction experiences.
3.2 Home-based Office Suitability and Experience
The fitness of house operational circumstances comprises physical aspects. For instance, in a committed workplace, important information technology tools and intellectual situations (such as freedom from disturbances and noise from the surroundings) greatly influence employee gratification (Matli, 2020). According to self-determination theory, information technology equipment allows house-based employees to share facts through period and space limitations and support to satisfy the mental requirement for an interpersonal relationship, increasing job experience (Karanikas and Cauchi, 2020). Job adjustment theory states that a distinct household space ensures open system restrictions between job and household and retains job satisfaction experience by monitoring disturbances, like noise and children. Therefore, the research will find the association between dull housework limitations and work experience.
3.3 Work Independence and Work Contentment
Work independence is the allowed scope of freedom and willingness when executing professional responsibilities involving time and planning; this is essential for job gratification (Brunelle and Fortin, 2021). Autonomy is a crucial resource because it helps workers to harmonize their job hours to fit their choices and plan their job to guarantee individual performance, self-direct their role tasks to suit work needs more efficiently, and ensure high job experience. However, the research will understand the contradicting perception that an elastic operating period can build uncertainties associated with the performance analysis process and supervisor predicaments, resulting in working hours and stress and minimizing job experience.
3.4 Digital Social Support and Work Experience
Social help means the support or psychological aid offered through communication with different people, specifically in nerve-wracking conditions (Ihl, Strunk, and Fiedler, 2020). As a result of isolation and quarantine controls implemented by the chemise power during the Covid-19 pandemic, nearly should depend on online social media for digital help both within and outside of the job. However, there is turmoil that the little quality message given by digital technology might destabilize the work experience by increasing information risk.
3.5 Watching Mechanism and Employee Experience
Observing and assessing workforces is an indispensable aspect of remote working. The control concept proposes that leaders and managers can put additional stress on result regulation to discourse the issue of watching a home-based character and behavior control stress job planning, with significant watching of workers submitting policies (Jeske, 2022). The company usually uses these two monitoring approaches to direct and communicate ...