My studies supports this, pointing out that working from home increases employee joy and lessens the risk of leaving.
This has to do with how people ’ targets align with their work, rather than just the place of their work. When employees believe their labor complies with both their personal and professional objectives, they become considerably more productive and stay.
For instance, in our survey of more than 700 Singapore residents, which will be published in the Asian Journal of Business Ethics ( Special Issue ) in June, nearly 65 percent of those who saw a good level of personal and family well-being said they experienced a good level of personal and family well-being. Specifically, they experienced reduced labor tension, improved work-life equilibrium, a better quality of life, and maintained a better family connection.
Also, when WFH targets are well-aligned, staff ’ intentions to leave are reduced significantly. Only 14 % of those who saw position said they had a strong desire to quit.
In fact, when businesses show that they can help their employees ’ work-from-home goals, they are more likely to sustain them.
Ironically, the study found no significant differences between men and women in their opinions on WFH objective position.
This suggests a shift toward a more equal distribution of family and work responsibilities, challenging conventional female standards. It emphasizes the value of diverse policy-making that addresses the various requirements of all people, regardless of gender.