Antecedents of Work-From-Home Adjustment–Model Questionnaire

Abstract

The Antecedents of Work-From-Home Adjustment—Model (Afota et al., 2023) was developed to assess work-from-home (WFH) adjustment, particularly in the US and Europe, and to explore the influence of psychological climate for face time and perceived availability expectations. This model originated from a study that applied signaling theory to identify psychological climate for face time (i.e., an employee’s perception that their organization values physical presence in the office) as a key antecedent of WFH adjustment. The items composing this measurement model were adapted from prior research by Hoang et al. (2008), Day et al. (2012), and Venkatesh & Speier (2000). To ensure applicability to the WFH context, items were reworded to draw comparisons between remote work and traditional office settings. For use in multiple European countries, the instrument underwent a rigorous translation and back-translation protocol into French and Spanish, following the methodology proposed by Schaffer & Riordan (2003). The resulting measure was subsequently administered to a sample of work-from-home employees located in the US, Spain, and France. The study also provided detailed reports on the measure’s factor structure, reliability, and invariance across different groups.

Keywords

COVID-19 Pandemic, Perceived Availability Expectations, Psychological Climate for Face Time, Signaling Theory, Work-From-Home Adjustment, Work-From-Home Enjoyment, Work-From-Home Evaluation, Work-From-Home Productivity, Employee Attitudes, Employee Characteristics, Employee Productivity, Expectations, Occupational Adjustment, Organizational Climate, Telecommuting, Organizational and Occupational Measures.

Authors

• Afota, Marie-Colombe

• Provost Savard, Yanick

• Ollier-Malaterre, Ariane

• Léon, Emmanuelle

Purpose

The primary purpose of the Antecedents of Work-From-Home Adjustment—Model (Afota et al., 2023) is to comprehensively assess work-from-home adjustment within the United States and European contexts. A significant aspect of its purpose is to investigate the critical roles played by psychological climate for face time and perceived availability expectations in shaping this adjustment. This measurement model aims to provide a robust framework for understanding the factors that influence an employee’s ability to adapt and thrive in a work-from-home environment.

Validity

No data is Available.

Reliability

The internal consistency of the Antecedents of Work-From-Home Adjustment—Model was assessed using Cronbach’s alpha. The results indicated that for all constructs measured within the instrument, Cronbach’s alpha values were consistently above 0.70. This suggests a good level of internal consistency, indicating that the items designed to measure each specific construct are highly correlated and reliably measure the same underlying concept.

Factor Analysis

Both Exploratory Factor Analysis (EFA) and Confirmatory Factor Analysis (CFA) were conducted to examine the factor structure of the Antecedents of Work-From-Home Adjustment—Model. The EFA revealed a three-factor solution, accounting for 82.1% of the variance, which supports the proposed three-dimensional structure of WFH adjustment. The baseline model, evaluated through CFA, demonstrated a good fit to the data, as indicated by the following fit indices: χ²(59) = 95.24, CFI = .989, RMSEA = .034, and SRMR = .042 (Hu & Bentler, 1999). This baseline model was found to outperform more parsimonious models when compared using the Satorra-Bentler scaled χ² difference test (Satorra & Bentler, 2001).

Measurement invariance was also assessed to determine if the scale operates similarly across different groups (US and France/Spain respondents). The results provided support for configural invariance, with adequate fit indices (χ²(118) = 150.76, CFI = .990, RMSEA = .032, SRMR = .044), suggesting that the same factor structure holds across these groups. While the significant χ² difference test did not support metric invariance and scalar invariance, these forms of invariance were supported by the use of the alternate and commonly used criterion of ΔCFI < −.01 (Cheung & Rensvold, 2002), which suggests that the factor loadings and intercepts are largely equivalent across groups.

Instrument

Test Type

Original Inventory/Questionnaire designed to measure Work-From-Home Adjustment.

Format

The instrument consists of items rated using a 5-point Likert scale, ranging from 1 (strongly disagree) to 5 (strongly agree). The administration method is electronic. The test items are available, and the full text of the items can be found in the Appendix of the source reference, specifically on Page 2796.

Language Available

The Antecedents of Work-From-Home Adjustment—Model is available in English, French, and Spanish.

Population Group

The instrument is designed for human participants, including both males and females.

Age Group

No data is Available.

Population Details

The target respondents for this instrument are work-from-home employees located in the United States, Spain, and France.

Test Methodology

The development and validation of the Antecedents of Work-From-Home Adjustment—Model involved several key methodologies:

• Test Reliability: Assessed to ensure consistency of the measure.

• Internal Consistency: Evaluated using Cronbach’s alpha.

• Factor Analysis: Both Exploratory Factor Analysis (EFA) and Confirmatory Factor Analysis (CFA) were employed to identify and confirm the underlying factor structure.

• Measurement Invariance: Conducted to determine if the scale operates similarly across different groups (e.g., US vs. France/Spain respondents).

• Measurement Model: The overall statistical model defining the relationship between observed variables and latent constructs was rigorously tested.

Construct

Work-From-Home Adjustment.

Factors and Subscales

The constructs measured by this instrument include:

• Psychological climate for face time

• Perceived availability expectations

• WFH enjoyment

• WFH productivity

• WFH evaluation

Number of Items

This is a 14-item measure.

Keywords

COVID-19 Pandemic, Perceived Availability Expectations, Psychological Climate for Face Time, Signaling Theory, Work-From-Home Adjustment, Work-From-Home Enjoyment, Work-From-Home Evaluation, Work-From-Home Productivity.

Authors

Marie-Colombe Afota

• ORCID Identifier: No data is Available

• Affiliation: Université de Montréal School of Industrial Relations (ÉRI)

• Email addresses: [email protected]

Yanick Provost Savard

• ORCID Identifier: No data is Available

• Affiliation: Université du Québec à Montréal (UQAM) Department of Psychology

• Email addresses: No data is Available

Ariane Ollier-Malaterre

• ORCID Identifier: No data is Available

• Affiliation: Université du Québec à Montréal (UQAM) School of Management (ESG), Organisation and Human Resources Department

• Email addresses: No data is Available

Emmanuelle Léon

• ORCID Identifier: No data is Available

• Affiliation: ESCP Business School Department of Management

• Email addresses: No data is Available

Correspondence Address:
Afota, Marie-Colombe: Université de Montréal, School of Industrial Relations (ÉRI), 3150, rue Jean-Brillant, Montréal, Quebec, Canada, H3T 1N8, [email protected]

files

No file is available

Permissions & Fee and Test Year

Permissions: Contact Publisher
Fee: No
Commercial: No
Test Year: 2023

References

Afota, M.-C., Provost Savard, Y., Ollier-Malaterre, A., & Léon, E. (2023). Work-from-home adjustment in the US and Europe: The role of psychological climate for face time and perceived availability expectations. The International Journal of Human Resource Management, 34(14), 2765–2796. doi:10.1080/09585192.2022.2090269

Items of the Antecedents of Work-From-Home Adjustment—Model

Psychological Climate for Face Time (Hoang et al., 2008)

1. [Organization name] has a high level of trust in remote workers that they would fulfill their daily responsibility remotely. (R)

2. At [Organization name], the reduced physical visibility of a remote worker does NOT inhibit his/her career goal achievement. (R)

3. The culture of [Organization name] is still predominantly office-centric, and thus being a remote worker is a disadvantage.

Perceived Availability Expectations (Day et al., 2012)

1. I am expected to check e-mail and/or voicemail outside of regular work hours.

2. I am contacted about work-related issues outside of regular work hours.

Country Context

Which country do you currently work in?

1. US

2. France

3. Spain

Work-from-Home Enjoyment (adapted from Venkatesh & Speier, 2000)

1. I find working remotely to be enjoyable.

2. Working remotely is pleasant.

Work-from-Home Productivity (adapted from Venkatesh & Speier, 2000)

1. Working remotely improves my performance in my job.

2. Working remotely increases my productivity.

3. Working remotely enhances my effectiveness in my job.

Work-from-Home Evaluation (adapted from Staples et al., 1999)

1. Overall, employees are more productive in a traditional office setting than when they work remotely.

2. Overall, it is more difficult for employees to do the job being remotely managed.

3. Working remotely is a less efficient way to work than working in a traditional office setting.

Note: Items are rated using a 5-point scale ranging from 1 (strongly disagree) to 5 (strongly agree).