Effect of Telecommuting on Job Satisfaction: Mediating Role of Work-life Balance in Nepal

Abstract

The study delved into an examination of the direct relationship between Telecommuting and Job Satisfaction, with a focus on the mediating effect of Work-Life Balance within the context of the Nepali IT sector. The research design adopted for this investigation was correlational in nature. A stratified random sampling technique was employed to reach out to employees within the Nepali IT sector, with data collection involving responses from 320 participants through the utilization of online questionnaires. The analysis of the gathered data was conducted through the application of the Ordinary Least Squares (OLS) method. The findings of this research unveiled a significant, albeit negative, influence of Telecommuting on Job Satisfaction. Furthermore, the outcomes of the study underscored the pivotal role played by Work-Life Balance, as it was revealed to act as a full mediator in the relationship between Telecommuting and Job Satisfaction amongst employees in the Nepali IT sector. The implications of this research carry significant import for both scholars and practitioners. From a theoretical perspective, this study delves into the investigation of the mediating mechanisms involving Work-Life Balance in the dynamics of Telecommuting and Job Satisfaction. It draws upon established theoretical frameworks such as Boundary Theory (Ashforth, Kreiner, & Fugate, 2000) and Role Conflict Theory (Katz & Kahn, 1978). Traditionally, the prevalent belief was that Telecommuting would invariably result in heightened levels of job satisfaction among employees. However, this research discerns that Work-Life Balance serves as a critical mediating factor contributing to Job Satisfaction within the Nepali IT sector. Thus, this study presents a critical juncture in comprehending the dynamics of Job Satisfaction, notably through the lens of the Work-Life Balance mechanism. It is noteworthy that this research occupies an important position in its exploration of the mediating mechanism of Work-Life Balance in the relationship between Telecommuting and Job Satisfaction. In terms of practical implications, this study provides valuable insights for management practitioners who aspire to augment levels of Job Satisfaction within their organizations. The study recommends the formulation of telecommuting policies that are family-supportive, and emphasizes the necessity of reinforcing these policies with substantial organizational support. The rationale behind this recommendation lies in the propensity for Telecommuting to blur the boundary between an individual's work role and family role, thereby potentially leading to a decrease in Job Satisfaction due to an exacerbated Work-Life Balance. Furthermore, Human Resource departments within various IT companies might consider the development and implementation of training and development programs aimed at elevating the levels of Job Satisfaction among their employees.