Abstract:
Remote work plays an essential role during COVID-19 pandemic to help employees proceed in their work. This work mode continues in organizations even after the pandemic. This change accompanies with several modifications in the work environment of the employees among work life balance, work engagement, all the way to employee performance. This study explores the effect of work overload on work life balance, work engagement and their relations to employees performance among remote workers; as self-efficacy moderates the relation between work overload, Work life balance, and work overload, work engagement. A sample of 486 employees work in several sectors in Lebanon serves as the basis for this study. The study revealed opposite results as expected, whereas work overload has no effect on Work life balance and employee engagement. Furthermore, structural equation modeling indicates that self-efficacy moderates the relation between work overload and work engagement, while having no moderation role in the relation between work overload and work life balance.
