Telework on your own terms: decision latitude, contentment, and worker wellbeing

Background

Telework has reshaped European working life, yet research has given limited attention to whether workers control their own arrangements. Decision latitude and telework contentment remain poorly understood as determinants of telework’s effects on workers job satisfaction, work engagement, and vitality.

Methods

Employed workers from the TELEHEALTH study (n = 4,088) were analysed cross-sectionally using multivariable linear regression. Telework decision latitude (i.e. voluntariness construct, 4 categories) and contentment (content with current telework hours, 3 categories) were examined. Outcomes were vitality (0–100), job satisfaction (0–100), and work engagement (1–7). Models were estimated without and with an interaction term between each telework definition and a continuous autonomy score (1–5), adjusting for confounders.

Results

Being prevented from teleworking when desired was significantly associated with reduced job satisfaction (beta = −9.1, 95%CI: −11, −6.9, p < 0.001) and lower work engagement (beta = −0.22, 95%CI: −0.37, −0.08, p = 0.003) compared to voluntary telework. Autonomy was independently protective across all outcomes (all p < 0.001). A significant negative interaction between being prevented from teleworking and autonomy score was observed for job satisfaction (beta = −3.3, 95%CI: −5.4, −1.3, p = 0.002) and engagement (beta = −0.27, 95%CI: −0.41, −0.13, p < 0.001), indicating that low-autonomy workers had worse outcomes. Workers wanting more telework than they currently perform showed consistently worse outcomes (vitality: beta = −10, p < 0.001; job satisfaction: beta = −8.7, p = 0.021; engagement: beta = −0.80, p < 0.001), with the engagement deficit amplified among those with low autonomy (interaction beta = −0.74, 95%CI: −1.2, −0.32, p < 0.001).

Conclusions

Unmet telework preferences constitute a measurable occupational health burden. Return-to-office policies without compensating for autonomy may harm those already with the least control over their work tasks.

Key messages

• Unmet telework preferences are associated with significantly worse vitality, job satisfaction, and engagement; an effect amplified among workers with low workplace autonomy.

• Beyond access, telework policy must address workers’ control over their arrangements; autonomy buffers the wellbeing costs of unmet preferences.