The Impact of Family Incivility on Remote Work Engagement: Examining the roles of Psychological Well-Being and Supervisory Support

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.