Impact of Organizational Support and Hardiness on Employees' Telework Intentions: The Mediating Role of E-Work Life

Purpose: This paper examines how supplementary telecommuting support from the organization, personal hardiness, and perceived work-life balance affect a person’s telework continuation intentions. This study seeks to establish whether WLB directly and interactively moderates the relationships of these variables to contribute ideas towards improved telework management. Design/Methodology: The survey questionnaires self-administered and completed by 210 respondents, and validity analysis conducted through factor loadings test while reliability analysis done through inter-item reliability and test-retest reliability while correlation analysis was done with coefficient of correlation test. Findings: The findings showed that hardiness was a significant factor on teleworking continuation intention but organizational support not when it existed singly. Moderation analysis revealed that work to life balance acted as a moderator of the relationship between organizational support and as a moderator and mediator of the positive relationship between hardiness and telework intention. Practical Implications: Employees’ needed improvements should be in towards what is good for them through organizational policies, for instance, adoption of liberal working hours and stress mitigation measures. Work-life balance can used to increase support for telecommuting and maintain the desire of employees to continue working remotely in the long term. Originality/Value: The study establishes the use of organizational support, personal resources, and work-life balance as predictors of telework intentions. This paper builds on current telework literature by examining the moderation of WLB and provides useful recommendations for organizations in implementing sound telework policies.