Work from home: Facilitators for an effective ergonomic work system.

Area of Science:

• Human Factors and Ergonomics (HFE)
• Organizational Psychology
• Work Systems Design

Background:

• Limited research exists on the optimal implementation of Work-From-Home (WFH) programs.
• Previous studies focused on WFH's impact on worker health and well-being, not implementation processes.
• Work systems theory highlights the role of policies, leadership, and psychological factors in organizational change.

Purpose of the Study:

• To explore how managerial/supervisory, psychological, and organizational policy factors influence WFH acceptance and satisfaction.
• To investigate the relationship between employees' HFE awareness and their WFH experience.
• To identify critical factors for successful WFH program implementation.

Main Methods:

• Survey data collected from 3195 US knowledge workers who utilize computers and have WFH experience.
• Structural Equation Modeling (SEM) used to test hypotheses.
• Analysis focused on factors facilitating the relationship between HFE awareness and WFH outcomes.

Main Results:

• Transformational Human Factors and Ergonomics (HFE) leadership significantly impacts WFH implementation.
• Employee general self-efficacy is crucial for the acceptance and satisfaction with WFH arrangements.
• A combination of HFE awareness, transformational HFE leadership, and self-efficacy promotes positive WFH process outcomes.

Conclusions:

• Coordinated organizational efforts across all levels are essential for effective WFH implementation.
• Managerial support, psychological factors like self-efficacy, and organizational policies are vital for successful WFH transitions.
• Focusing on HFE leadership and employee self-efficacy can enhance the ergonomics and overall success of WFH programs.