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Understanding remote workers' job characteristics and their implications for well- and ill-being: Development and validation of the Remote Work Job Demands and Resources-Questionnaire (RJDR-Q)
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Edité par CCSD -
International audience. Background:Remote work has gained significant attention in organizations and society as a potential driver of social justice; scholars have thus increasingly considered the health implications of this work arrangement. Yet, this line of research has yielded inconsistent findings, possibly due to the operationalization of remote work (remote work versus onsite work; number of remote working days per week), thus failing to address what remote work truly covers. Interestingly, recent theoretical suggestions have advanced that job characteristics may be a powerful vehicle to influence remote workers’ psychological health. Therefore, anchored in the Job Demands-Resources (JD-R) theoretical framework, this research offers to go beyond prior operationalizations by identifying the job demands and resources that are particularly salient in remote work contexts, in order to enrich our understanding of remote work’s implications for employees’ psychological health. To this end, this research aims to develop and validate a questionnaire designed to assess remote workers' perceptions of their job characteristics and to investigate their implications for remote workers’ psychological well- and ill-being.Method:Study 1 relied on semi-structured interviews to identify the job demands and resources experienced by 32 remote workers. Based on these interviews, we created a pool of items and tested their face validity (with remote workers) and content validity (with a panel of experts). Study 2 relied on a cross-sectional questionnaire survey design to test the construct validity of this newly developed Remote work Job Demands and Resources Questionnaire (RJDR-Q), in a sample of 793 remote workers. Study 3 also relied on a cross-sectional questionnaire survey design in a sample of 603 remote workers to confirm the construct validity of the RJDR-Q, to examine its predictive validity in relation to measures of psychological well- and ill-being, and to test its incremental validity relative to a measure of general job characteristics (not contextualized to remote work settings). Results:Study 1 allowed the identification of five remote work job demands and six remote work job resources and provided evidence for the face validity and content validity of the developed items. Results from Study 2 and Study 3 provided support for a 30-item version of the RJDR-Q, with a 10-factor ESEM solution best representing ratings of the measured job demands (personal interruptions, technological hassles, extended availability expectations, communication problems, social isolation) and resources (schedule flexibility, focused work, effective virtual communication, time-saving, functionality of the remote work environment). Results from Study 3 also revealed significant associations between remote work job demands and resources and employees’ psychological well- and ill-being. Finally, results from Study 3 showed that the remote work-specific job characteristics measured by the RJDR-Q contributed to explain remote workers’ well- and ill-being over and above general job characteristics.Conclusion:Our research fills a gap in the literature by enhancing researchers’ understanding of job design and its health consequences in the particular context of remote work. It also holds value for practitioners who can rely on the RJDR-Q to rigorously assess the job experiences of remote workers in order to protect their psychological health.
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