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The significance of social relationships in psychological well-being is a well-established area of inquiry within social psychology. Research consistently demonstrates that the presence of meaningful, supportive relationships enhances emotional health, while the absence or deterioration of such connections can contribute to psychological distress. Relationships serve as a foundation for emotional support, identity, and social belonging, all of which are critical to an individual’s overall...
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Having to Work from Home: Basic Needs, Well-Being, and Motivation.

Hannah M Schade1, Jan Digutsch1, Thomas Kleinsorge1

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This summary is machine-generated.

Employees adapted well to working from home during the COVID-19 pandemic. Higher competence need satisfaction positively impacted work engagement and well-being, suggesting job control and social support are key for remote work success.

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adjustment to COVID-19 measureswell-being at workwork engagementwork from homework in the pandemicwork-related basic needs

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Area of Science:

  • Psychology
  • Organizational Behavior
  • Occupational Health

Background:

  • The COVID-19 pandemic necessitated widespread remote work, creating a novel environment for employees.
  • Understanding employee adaptation, well-being, and motivation in this new context is crucial.

Purpose of the Study:

  • To investigate employee well-being and work performance during extended work-from-home arrangements.
  • To examine the role of basic psychological needs (autonomy, competence, relatedness) in remote work success.
  • To identify key resources that support employees working remotely.

Main Methods:

  • A longitudinal study of 199 German employees over two working weeks.
  • Daily self-reports on well-being (PANAS-20, detachment) and motivation (work engagement, flow).
  • Assessment of organizational/personal resources and satisfaction of basic work-related needs.

Main Results:

  • On average, work engagement, flow, affect, and detachment showed positive and improving trends over the study period.
  • Higher satisfaction of the competence need was a significant predictor of better daily work engagement, flow, and affect.
  • Network analysis explored daily dynamics between well-being, motivation, and resource variables.

Conclusions:

  • Employees generally adapted well to working from home, demonstrating adequate and improving motivation and well-being.
  • Fulfilling the competence need is vital for enhancing remote work outcomes.
  • Job control and social support are identified as important avenues for improving the work-from-home experience.