The Job Demands-Resources (JD-R) model ( Demerouti et al., 2001 ) is a parsimonious and flexible framework which describes occupational stress as an imbalance between the demands placed on an individual and the resources, they have access to at work. Jobs with high demands incur expenses on a physical, organisational, social, and psychological level and involve continual mental or physical effort. Job resources are characteristics that help employees achieve their goals at work, promote learning and growth in themselves and others, and lessen the pressures of their jobs and the negative effects that come with them.
Published in Chapter:
Relationship Between Remote Working and Work Outcomes of Constantly Connected BYOD Knowledge Workers
Copyright: © 2024
|Pages: 34
DOI: 10.4018/979-8-3693-1314-5.ch006
Abstract
Remote working is growing in popularity globally, and the COVID-19 pandemic has contributed to this trend. While the idea of remote work is not new, the reality is that it is now more common than ever in all industries and organisations where it can be implemented, and it is becoming a preferred method of working globally. The issue of remote work is current, and given how quickly it has spread throughout the globe, it is critical to look at how this new working paradigm impacts work outcomes of constantly connected BYOD (bring your own device) workers. The chapter examines the effects of working remotely for this type of employee. It also presents the remote working trend across the globe, the theoretical lens, and the reason for choosing the job demands-resources theory. A research model is proposed by carefully analysing the key constructs related to the impacts of remote working for BYOD users. The chapter explores strategies and recommendations tailored to enhance the remote work experience for these employees, while also providing insights into future directions.