Telework Affecting Job Stress and Job Performance of Telecommunication Business Employees

Abstract

This research is a quantitative research. Samples were 396 telecommunication business. Research instruments were questionnaire. Data were analyzed using frequency, percentage, mean, standard deviation, and multivariate analysis of variance (MANOVA). The results showed that: (1) Employees with different frequency of working outside an office were not different in job stress (F=1.77 df=1 p=0.183) and job performance (F=0.09 df=1 p=0.757). (2) Employees with different time spent teleworking were not different in job stress (F=1.70 df=2 p=0.182), while employees with different time spent teleworking were different in job performance (F=5.25, df=2, p=0.006) at a statistical significance level of 0.01. (3) Employees with different alternative worksite were different in job stress (F=3.11 df=2 p=0.045) at a statistical significance level of 0.05, and employees with different alternative worksite were different in job performance (F=11.71 df=2 p=0.000) at a statistical significance level of 0.01. (4) Employees with different telecommunications technology were different in job stress (F=7.95 df=2 p=0.000) and job performance (F=5.34 df=2 p=0.000) at a statistical significance level of 0.01. (5) Employees with different types of employment were different in job stress (F=8.33 df=1 p=0.000) at a statistical significance level of 0.01 and job performance (F=6.01 df=1 p=0.015) at a statistical significance level of 0.05. (6) Employees with different preference towards telework were different in job stress (F=13.73 df=4 p=0.000) at a statistical significance level of 0.01, while employees with different preference towards telework were not different in job performance (F=1.36 df=4 p=0.245).