| Abstract | U posljednjih nekoliko godina načini rada zaposlenika su se promijenili, a kao jedan od najvažnijih i najzastupljenijih ističe se rad na daljinu. Rad na daljinu sa sobom donosi brojne prednosti za organizacije i zaposlenike, no mogu se primijetiti i neki nedostaci. Kao jedan od njih ističe se konflikt radne i obiteljske uloge, u kojem se miješaju granice između poslovnih odgovornosti i obaveza u obitelji. Za stvaranje integracije između obiteljskog i poslovnog života ključna je socijalna podrška koju zaposlenici dobivaju na poslu i u obitelji. Cilj ovog istraživanja bio je ispitati odnos između konflikta radne i obiteljske uloge i socijalne podrške na zaposlenicima koji rade iz ureda i onima koji rade na daljinu, te utvrditi mogućnost predikcije simptoma depresije, stresa i anksioznosti na temelju navedenih konstrukata. Istraživanje je provedeno online putem, tijekom travnja i svibnja 2023. godine, te su korišteni sljedeći instrumenti: Skala konflikta radne i obiteljske uloge, Skala socijalne podrške na poslu i u obitelji te Skala depresije, anksioznosti i stresa (DASS). Istraživanje je provedeno na uzorku od 218 zaposlenika, od kojih je 127 prijavilo da radi iz ureda, a 91 na daljinu. Dobiveni rezultati upućuju na postojanje značajnih razlika u izraženosti konflikta obitelj-rad, socijalne podrške u obitelji, anksioznosti i stresa između ove dvije skupine zaposlenika. Zaposlenici koji rade na daljinu izražavaju značajno više razine konflikta obitelj-rad, anksioznosti i stresa te značajno niže razine podrške u obitelji, u odnosu na sudionike koji rade na standardnom mjestu rada. Dodatno, u istraživanju su se na ukupnom uzorku nastojale predvidjeti razine depresije, anksioznosti i stresa zaposlenika na temelju mjesta rada, konflikta radne i obiteljske uloge te socijalne podrške. Ovim modelom objašnjeno je 22,3% varijance depresije, 20,8% varijance anksioznosti i 23,2% varijance stresa zaposlenika. Za konstrukt depresije kao značajni prediktori pokazali su se konflikt rad - obitelj te socijalna podrškka dobivena na poslu i od strane obitelji, dok su se za kontrukt anksioznosti pokazali samo konflikt rad - obitelj i socijalna podrška na poslu. Rad na daljinu, konflikt rad - obitelj i obje vrste socijalne podrške pokazale su se kao značajni prediktori za razinu stresa. Rezultati ovog istraživanja pružaju detaljniji uvid u odnose između proučavanih konstrukata te pružaju teorijsku podlogu koja će omogućiti stručnjacima razvoj novih intervencija i komunikacijskih kanala za sudionike koji rade na daljinu, s ciljem poboljšanja njihove psihološke dobrobiti. |
| Abstract (english) | In the last few years, there have been changes in employees' ways of working, with remote work emerging as one of the most important and prevalent forms. This new way of working brings numerous advantages for both organizations and employees, but it also reveals some drawbacks. One of the notable challenges is work-family conflict, where boundaries between work responsibilities and family obligations become blurred. Social support received from colleagues and family plays a vital role in achieving integration between family and work life. The aim of this research was to investigate the relationship between work-family role conflicts and social support among employees working in office settings and those working remotely. Additionally, the study aimed to explore the potential for predicting depression, stress, and anxiety based on these constructs. The study was conducted online during April and May 2023, utilizing the Work-Family Conflict Scale, Social Support Scale in the workplace and family, as well as the Depression, Anxiety, and Stress Scale (DASS). A sample of 218 employees was included, with 127 reporting working in an office and 91 working remotely. The results revealed significant differences in the family - work conflict, family support, anxiety, and stress levels between employees working remotely and those working in an office. Teleworkers showed significantly higher levels of family - work conflict, anxiety, and stress, as well as significantly lower levels of family support, compared to participants working in an office. Furthermore, the study aimed to predict employees' levels of depression, anxiety, and stress based on their way of working, work-family conflict, and social support. The model explained 22.3% of the variance in depression, 20.8% of the variance in anxiety, and 23.2% of the variance in stress levels among all employees. The study revealed that work-family conflict and social support received at work and from family emerged as significant predictors of the depression construct. In contrast, work-family conflict and social support at work were identified as significant predictors for the anxiety construct. Additionally, remote work, work-family conflict, and both types of social support were found to be significant predictors of stress levels. The findings of this research offer a comprehensive understanding of the connections among the examined constructs, while providing a theoretical foundation to facilitate the development of novel interventions and communication channels for individuals engaged in remote work. These interventions aim to enhance their psychological well-being. |
