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Publication Title | Assessing the growth of remote working and its consequences for effort, well-being and work-life balance

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Table A1 (contd)
Variable
Organisational commitment
Descriptions
Respondents were asked to what extent they agreed or disagreed with the following statements’ using a four-point (1–4) agreement scale (with 4 = ’strongly agree’): ‘I am willing to work harder than I have to help this organisation succeed.’; ‘I feel very little loyalty to this organisation’ (reverse scored); ‘I find that my values and the organisation’s values are very similar’; ‘I am proud to be working for this organisation’; ‘I would take almost any job to keep working for this organisation’; and ‘I would turn down another job with more pay to stay with this organisation’. An additive (1–4) index is produced
(alpha = 0.80)
Thinking of the past few weeks, how
much of the time has your job made you feel: ‘depressed’, ‘gloomy’, ‘miserable’, ‘cheerful’, ‘enthusiastic’ and ‘optimistic’. The response set comprised six points (1–6) ranging from ‘never’ to ‘all of the time’ (with the three negative items reversed). An additive (1–6) index is produced (alpha = 0.81)
‘All in all, how satisfied are you with your job?’ Respondents were offered a seven-point (1–7) satisfaction scale (with ‘completely satisfied’ = 7)
‘Thinking of the past few weeks, how much of the time has your job made you feel each of the following ... After I leave my work I keep worrying about job problems’ and ‘I find it difficult to unwind at the end of a workday’. ‘Never’ (1); ‘occasionally’ (2); ‘some of the time’ (3); ‘much of the time’ (4); ‘most of the time’ (5); and ‘all of the time’ (6). An additive (1–6) index is produced (alpha = 0.79)
Weighted means 2.68
Enthusiasm scale
Overall job satisfaction
Work-life spill-over
4.29
5.35 2.40
18 New Technology, Work and Employment
published by Brian Towers (BRITOW) and John Wiley & Sons Ltd
© 2017 The Authors
New Technology, Work and Employment

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