Work from Home has a significant influence on employee performance

Oct 13, 2025 by miodeya.com 35 views

The Effect of Work from Home and Commitment to the Application of Information Technology on the Performance of USU FMIPA Employees

Introduction

The COVID-19 pandemic has brought about a significant shift in the way people work, with many organizations adopting work-from-home (WFH) policies to ensure the health and safety of their employees. While WFH provides flexibility and convenience, it also poses challenges for employee performance and productivity. In this study, we examined the effect of WFH and commitment on employee performance, with the application of information technology as a moderation variable. Our research aimed to provide insights for organizational management in formulating strategies to improve employee performance in the digital age.

Background

The implementation of WFH has increased significantly since the spread of the SARS-COV-2 virus. Governments and organizations have encouraged people to work from home to prevent the spread of the virus. WFH refers to a distance work method that allows employees to complete their assignments without having to come to the office, school, or university to meet directly with colleagues. Although this method provides flexibility, WFH also has a big impact on employee performance in completing their work.

Methodology

This study used a multiple linear regression model to analyze the data collected from 57 USU FMIPA employees who served as respondents. The independent variables consisted of WFH and commitment, while employee performance was the dependent variable. The application of information technology functioned as a moderation variable that was expected to affect the relationship between WFH and commitment to employee performance.

Results

The results of this study showed several important findings:

Work from Home has a significant influence on employee performance. This indicates that despite working from home, employees are still able to maintain their productivity in completing tasks.
Employee commitment also has a significant effect on performance. Employees who have high commitment tend to be more disciplined and responsible, even though they work from home.
The application of information technology does not show effect on employee performance through WFH. This indicates that although information technology is used, not all employees can use it optimally to support their performance while working from home.
Conversely, commitment has proven to have a significant effect on employee performance through the application of information technology. This shows that high-committed employees will be better prepared and able to use information technology to improve their performance.

Discussion

The results of this study suggest that both WFH and commitment play an important role in influencing employee performance. However, the effectiveness of information technology in improving employee performance while working from home seems to depend on the individual commitment of each employee. This implies that organizations should not only focus on providing technology and infrastructure but also build a work culture that encourages employee commitment to keep performance optimal.

Conclusion

This study offers valuable insights for organizational management in formulating strategies to improve employee performance in the digital age. By understanding the dynamics between WFH, commitment, and information technology, organizations can create a more adaptive and productive work environment in the future. The findings of this study suggest that organizations should prioritize building a work culture that encourages employee commitment, rather than solely relying on technology to improve employee performance.

Implications

The implications of this study are significant for organizational management. By understanding the importance of commitment in improving employee performance, organizations can develop strategies to build a work culture that encourages employee commitment. This can include providing training and development opportunities, recognizing and rewarding employee contributions, and fostering a sense of community and belonging among employees.

Limitations

This study has several limitations that should be noted. The sample size was relatively small, and the study was conducted in a specific context (USU FMIPA employees). Future studies should aim to replicate this study in different contexts and with larger sample sizes to generalize the findings.

Future Research Directions

Future research should aim to explore the dynamics between WFH, commitment, and information technology in different contexts. This can include examining the impact of WFH on employee performance in different industries, cultures, and countries. Additionally, future studies should investigate the role of leadership and organizational culture in promoting employee commitment and improving employee performance.

References

[List of references cited in the study]

Appendix

[Appendix materials, including additional tables and figures]

Acknowledgments

The authors would like to acknowledge the support of USU FMIPA in conducting this study. We would also like to thank the respondents who participated in this study for their time and effort.
Frequently Asked Questions (FAQs) about the Effect of Work from Home and Commitment on Employee Performance

Q: What is the main finding of this study?

A: The main finding of this study is that both work from home (WFH) and commitment play an important role in influencing employee performance. However, the effectiveness of information technology in improving employee performance while working from home seems to depend on the individual commitment of each employee.

Q: What is the significance of this study?

A: This study is significant because it provides insights for organizational management in formulating strategies to improve employee performance in the digital age. By understanding the dynamics between WFH, commitment, and information technology, organizations can create a more adaptive and productive work environment in the future.

Q: What are the implications of this study for organizational management?

A: The implications of this study are significant for organizational management. By understanding the importance of commitment in improving employee performance, organizations can develop strategies to build a work culture that encourages employee commitment. This can include providing training and development opportunities, recognizing and rewarding employee contributions, and fostering a sense of community and belonging among employees.

Q: What are the limitations of this study?

A: This study has several limitations that should be noted. The sample size was relatively small, and the study was conducted in a specific context (USU FMIPA employees). Future studies should aim to replicate this study in different contexts and with larger sample sizes to generalize the findings.

Q: What are the future research directions for this study?

A: Future research should aim to explore the dynamics between WFH, commitment, and information technology in different contexts. This can include examining the impact of WFH on employee performance in different industries, cultures, and countries. Additionally, future studies should investigate the role of leadership and organizational culture in promoting employee commitment and improving employee performance.

Q: How can organizations improve employee performance while working from home?

A: Organizations can improve employee performance while working from home by building a work culture that encourages employee commitment. This can include providing training and development opportunities, recognizing and rewarding employee contributions, and fostering a sense of community and belonging among employees.

Q: What is the role of information technology in improving employee performance while working from home?

A: The role of information technology in improving employee performance while working from home is complex. While information technology can provide employees with the tools and resources they need to complete their work, it is not a guarantee of improved performance. Employee commitment and motivation are also important factors in determining employee performance.

Q: How can organizations measure employee commitment and motivation?

A: Organizations can measure employee commitment and motivation through various methods, including surveys, focus groups, and performance evaluations. By understanding employee commitment and motivation, organizations can develop strategies to improve employee performance and engagement.

Q: What are the benefits of work from home for employees?

A: The benefits of work from home for employees include increased flexibility and autonomy, reduced commuting time and expenses, and improved work-life balance. However, work from home can also have negative effects on employee performance and engagement if not managed properly.

Q: What are the benefits of work from home for organizations?

A: The benefits of work from home for organizations include reduced overhead costs, increased productivity and efficiency, and improved employee retention and satisfaction. However, work from home can also have negative effects on employee performance and engagement if not managed properly.

Q: How can organizations balance the benefits and challenges of work from home?

A: Organizations can balance the benefits and challenges of work from home by developing strategies to improve employee performance and engagement while working from home. This can include providing training and development opportunities, recognizing and rewarding employee contributions, and fostering a sense of community and belonging among employees.