Organizational and Personal Factors affecting to Working-from-Home Employees’ Productivity during the Pandemic of COVID-19: A Case Study of a Steel Product Manufacturing and Service Company in Samutprakan Province

Abstract

The objectives of this article were to 1) study the level of organizational factors, personal factors, and working-from-home employee productivity. 2) study the relationships among organizational factors, personal factors, and working-from-home employees’ productivity.
3) study the causal factors of working-from-home employees’ productivity using organizational and personal factors. A quantitative method was used in this study. The samples comprised 214 working-from-home employees selected by simple random sampling. The research tools were an organizational factor questionnaire, a personal factor questionnaire, and a working-from-home employee productivity questionnaire, which had reliability between .785 and .940. The statistics for data analysis were arithmetic mean, standard deviation, Pearson’s correlation, and multiple regression.

The research results were: 1. organizational factors, personal factors, and working-from-home employee productivity, which they reported to be between moderate and high levels.
2. organizational factors: perceived organizational support, perceived supervisor support, peer relationship, and digital facility support were significantly positively correlated with productivity (r=.497, .475, .617 and .586 respectively, <.01); and personal factors: digital capability, mental health, work stress, and work-life balance were significantly positively correlated with productivity (r=.599, .647, .506 and .705 respectively, <.01), and 3. work-life balance and digital capability were significant predictors of working-from-home employees’ productivity, explaining 80.2%.