The Moderating Role of Generation in the Relationship Between Remote Working and Employee Performance

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dc.contributor.author Abou Abdallah, Murielle
dc.date.accessioned 2022-08-11T09:09:06Z
dc.date.available 2022-08-11T09:09:06Z
dc.date.copyright 2022 en_US
dc.date.issued 2022-05-17
dc.identifier.uri http://hdl.handle.net/10725/13923
dc.description.abstract The relationship between remote working and employee performance has been explored by various previous studies. However, the outcomes of these studies have been contradictory. While some studies have found that remote working has no association with employee performance, others have established that remote working and employee performance are either positively or negatively associated with employee performance. This inconsistency in the outcome of prior studies, attracted our interest to test whether or not, remote working and employee performance are associated. Additionally, we were interested to understand whether or not, age (described in form of generations) has a moderating role in the relationship between employee performance and remote working. To realize our objectives, this study employed role-based measurement of employee performance which introduces five roles that an employee can undertake in a company or organization, and these include job holder, career seeker, innovator, team member, and organization member. By incorporating social exchange theory with lifespan theories particularly focusing on future perspectives, we suggest that age has a moderating impact on the relationship between remote working and employee performance such that younger generations employees are positively associated with remote work and have high job performance while working remotely, and older generation employees are negatively associated with remote working such that they have low job performance while working remotely. Using data gathered from 285 respondents in Lebanon (who are employees working in diverse industries and organizations) and analyzed using multiple regression analysis. The analysis outcome shows that remote working positively associate with employee performance in all the roles that an employee can hold. However, the analysis also revealed that age (or generation) does not have a moderating role in the relationship between remote working and employee performance, but age associates with remote working such that younger generations positively associate with remote working while older generation employees negatively associate with remote working. The association between age and remote working concerns predilection to remote working and not performance. The outcome of this study suggests that, in deploying roles and tasks to employees especially in a remote working arrangement, managers should take great consideration that employees in regard to their generations or age are different, special, and unique in their own ways as well as in different roles. en_US
dc.language.iso en en_US
dc.subject Virtual work teams -- Management en_US
dc.subject Personnel management en_US
dc.subject Employees -- Rating of en_US
dc.subject Generations en_US
dc.subject Lebanese American University -- Dissertations en_US
dc.subject Dissertations, Academic en_US
dc.title The Moderating Role of Generation in the Relationship Between Remote Working and Employee Performance en_US
dc.type Thesis en_US
dc.term.submitted Spring en_US
dc.author.degree MS in Human Resources Management en_US
dc.author.school SOB en_US
dc.author.idnumber 201901624 en_US
dc.author.commembers Messarra, Leila
dc.author.commembers Ismail, Hussein
dc.author.department Management Studies en_US
dc.description.physdesc 1 online resource (xi, 41 leaves): ill. (some col.) en_US
dc.author.advisor Karkoulian, Silva
dc.keywords Remote Working en_US
dc.keywords Employee Performance en_US
dc.keywords Generations en_US
dc.keywords Age en_US
dc.keywords Job Holder en_US
dc.keywords Career Seeker en_US
dc.keywords Innovator Role en_US
dc.keywords Team Member en_US
dc.keywords Organization Member en_US
dc.description.bibliographiccitations Includes bibliographical references (leaf 32-35) en_US
dc.identifier.doi https://doi.org/10.26756/th.2022.410
dc.author.email murielle.abouabdallah@lau.edu en_US
dc.description.irb LAU.SOB.SK4.7/Feb/2022 en_US
dc.identifier.tou http://libraries.lau.edu.lb/research/laur/terms-of-use/thesis.php en_US
dc.publisher.institution Lebanese American University en_US
dc.author.affiliation Lebanese American University en_US

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