Abstract:
Remote working is a new trend accelerated by Covid-19 pandemic that blurred the personal
and professional spheres. Working from home is challenging task, as minor disruptions
within home environment happen due to family incivility. Based on the foundation of Job
Demand-Resource (JD-R) theory, this study aims to investigate the relationship between
family incivility, psychological well-being, and remote work engagement, with the
moderating effect of supervisory support in remote work setting in Pakistan. This research
uses quantitative research method. The data were collected from 251 employees working
remotely from Pakistan. The participants were sent an online survey form created on
Google Forms. Convenience sampling was employed in this research. The data were
analyzed by using WarpPLS 8.0. The results of the study indicate that family incivility has
a negative relationship with remote work engagement and also psychological well-being is
negatively related to the family incivility.
In addition to this, it is indicated that psychological well-being completely mediates the
relationship between family incivility and remote work engagement. The findings of the
research also suggest that supervisory support does not moderate relationship between
psychological well-being and remote work engagement. This study offers useful insights
for both managers and the current body of literature on human resource management. The
study suggests that managers should acknowledge the significance of family incivility in
remote work setting as it lowers psychological well-being that ultimately reduces remote
work engagement. They should consider implementing flexible working hours and
arrangements, training opportunities, and company policies that support in family-related
issues in order to improve organizational effectiveness and work engagement.
