Examining the Impact of Remote e-Working on Job Performance and Occupational Wellbeing among Academics in Malaysia: Job Demands-Resources Theory Perspectives

Abstract

The adoption of remote e-working practices as the new norm of work is expected to dominate the future of work, particularly in the higher education sector in Malaysia. Nevertheless, extant literature suggested conflicting outcomes of remote e-working on job performance and occupational well-being. Building on the job demands-resources theory, this study has found that personal resources represented by psychological capital and job crafting exhibited superiority in leveraging job performance and occupational well-being; as compared to remote e-working as a perceived job resource among academics in Malaysia. While the anticipated reinforcing effect between personal resources and job resources was not supported, this study has substantiated the mediating properties of work engagement in the relationships between psychological capital and job performance, job crafting and job performance, as well as job crafting and occupational well-being. This indicates that personal resources activates the motivational path for manifestation of favorable job performance and occupational well-being.