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Survey assesses the link between remote working, performance, and work-life balance satisfaction in employees, suggesting key implications.
The main purpose of this study was to determine if there is a relationship between remote working and individual work performance and if satisfaction with work-life balance could mediate such a relationship. Using purposive sampling techniques, a group of 110 employees of a utility company in Sarawak, Malaysia, completed a self-report questionnaire encompassing sociodemographic information and the following measures: remote working scale, satisfaction with work-life balance scale, and individual work performance scale. The survey data was analyzed using the IBM SPSS v26.0 and PROCESS. The study's findings confirmed the mediating role of satisfaction with work-life balance in the relationship between remote working and individual work performance. In conclusion, the finding of this study is in line with the Social Exchange Theory in terms of the reciprocity mechanism where remote working meets an employee's higher level of satisfaction with work-life balance, they will, in return, express their commitment through their performance by increasing their task and contextual performance and decreasing counterproductive work behavior.
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Visnubalan et al. (2025) studied this question.
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