Employee Engagement and Job Performance under Virtual Work Arrangement for Business Revitalization

This research aims at investigating the ramifications of the emergent paradigm of work-from-home (WFH) arrangements within the Hong Kong context. It aims to examine the influence of job resources under WFH on work engagement on in-role performance. Furthermore, the research intends to rigorously assess the mediating role of work engagement within the nexus of job resources and in-role performance in the specific milieu of Hong Kong’s WFH arrangement. Quantitative and cross-sectional research method was adopted. Research data was collected by random survey method from office employees in Hong Kong with WFH experience. The findings of the study show WFH in-role performance could be predicted by both job resources and work engagement. The mediation analysis shows work engagement completely mediates the relationship between job resources and in-role performance. The results suggest job performance can be sustained within the context of WFH arrangement in Hong Kong, contingent upon the provision of adequate job resources. Moreover, the enhancement of job performance might be realized through these job resources, particularly when an employee exhibits a high level of work engagement. Therefore, it is imperative for organizations with WFH arrangements in Hong Kong to adjust the job resources they provide, in addition to fostering elevated levels of work engagement.