تاثیر دورکاری بر استرس شغلی با نقش تعدیلگر باورهای کارکنان به دورکاری

Background and purpose: Depending on the type of work and activity, and more importantly, the future that definitely belongs to online businesses, teleworking as a management idea will be a definite requirement in the human resource management policy and will also entail green human resource management. In the present study, the effect of teleworking on job stress with the moderating role of employees' beliefs about teleworking was examined and analyzed as the research objective.

Methodology: The present study is applied in terms of purpose and descriptive-survey method (three-stage/time to reduce the risk of common method variance). Data were collected through standard questionnaires; power distance and individualism with six items; job stress, beliefs in the effectiveness of teleworking and social isolation with three items each and analyzed using structural equations and Mplus software.

Findings: An employee's cultural background plays an indirect role in the relationship between teleworking and job stress because it affects beliefs about teleworking isolation and effectiveness, which in turn affects the effects of teleworking on job stress. Specifically, employees with high power distance or individualism scores have positive beliefs about the effectiveness of teleworking. Employees with low power distance scores are more concerned that teleworking will lead to social isolation. Therefore, teleworking will only reduce job stress if employees do not believe that teleworking will lead to social isolation.

Conclusion: Changing negative beliefs, the beneficial effects of teleworking, including effectiveness and lack of social isolation, will reduce stress, improve well-being, and reduce organizational travel costs for employees.