Remote work and work-life balance: Lessons learned from the covid-19 pandemic and suggestions for HRD practitioners

Popular representations of remote work often depict it as a flexible, technologically feasible, and family-friendly work arrangement. Have the images of remote working as a desirable work arrangement been challenged by the COVID-19 pandemic? What have we learned from the widespread involuntary remote work imposed on many employees during this time? To answer these questions, we analysed 40 recent empirical studies that examined work-life balance while working from home during the pandemic. Our analysis was informed by the person-environment fit theory and complemented by literature reviews on remote work conducted prior to the pandemic. We found four themes representing misfits between desirable expectations and the undesirable realities of remote work: (1) flextime vs. work intensity, (2) flexplace vs. space limitation, (3) technologically-feasible work arrangementvs. technostress and isolation, and (4) family-friendly work arrangement vs. housework and care intensity. We highlight the important role HRD practitioners can play in assisting employees to achieve a fit between their expectations and experiences of remote work.

Automated summary

The popular perception of remote work as a desirable and family-friendly arrangement has been challenged by the COVID-19 pandemic. Research shows that there are misfits between the expectations and the realities of remote work in terms of work hours, location, technology stress, and household responsibilities. HRD practitioners play a crucial role in helping employees achieve a fit between their expectations and experiences of remote work.