THE EXPERIENCE OF TELEWORKING ON HEALTH AND WELLBEING UNDER COVID-19 PANDEMIC - DIVA
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The experience of teleworking on health and wellbeing
under covid-19 pandemic
Adesuwa Omorede (adesuwa.omorede@mdh.se)
Innovation and Product Realisation (IPR)
Mälardalen University
Rachael Tripney Berglund
Innovation and Product Realisation (IPR)
Mälardalen University
Tomas Backström
Innovation and Product Realisation (IPR)
Mälardalen University
Abstract
The current study explores individuals’ experience working from home during the covid-19
pandemic and how this experience has impacted their health and wellbeing. Open questions
were asked in an online survey to gather insights into their teleworking experiences. A total of
138 responses were received from participants of different sectors and occupations. Data
analysis was conducted following a three-stage process to develop a first-order category,
second-order themes and aggregate dimension. Findings indicate that in certain areas, working
from home during the pandemic has positively influenced health and wellbeing, while in other
areas, health and wellbeing have been negatively affected.
Keywords: Teleworking, Covid-19, Health and Wellbeing
Introduction
When the Corona Virus (Covid-19) hit most parts of Europe in early 2020, many countries such
as Finland, Denmark and Norway went on lockdown to prevent the spread of the virus. In
lockdown, establishments such as schools, museums, universities, cinemas and pubs were
closed to prevent people gathering and to stop the spread of the virus. This meant that there was
an immediate transition to working and schooling from home. Sweden decided to apply another
strategy to the Covid-19 where trust was placed on the people to follow the measures put in
place. Measures such as social distancing were put in place to limit the spread. However,
schools were still open, and establishments were still allowed to operate even at the peak of the
pandemic. This has sparked both praise, concern and criticism from both Scandinavian
countries and the rest of the western world.
Although several European countries took different approaches to reduce the spread of
Covid-19, companies around Europe (Sweden included) took the approach to move from in-
office work to teleworking. Across the EU member states, teleworking increased from 15%
to 40% at the beginning of the Covid-19 crisis (Eurofound, 2020). This was because companies
had to seek out new ways to ensure the safety of their employees and adhere to the health
1measures in their respective countries. The change to teleworking was, however, sudden for
some since they had little or no time to mentally and physically transition from office to
telework. This was especially difficult for those who did not previously have experience with
teleworking.
Research on teleworking suggests that workers have different experiences while
working from home. For instance, previous research shows that workers who have more
autonomy are more satisfied, committed and show less stress while
teleworking (Dambrin, 2004; Kelliher & Anderson, 2010). Furthermore, research highlight
that one positive impact of teleworking is the flexibility of working hours, where workers are
able to balance time with their work and family (Boden,
1999; Dimitrova, 2003). Although workers may feel a much higher commitment to their
work due to flexible work hours, these workers may find it harder to switch off work, work
extensive hours and reduce the general quality of life, which may then lead to negative
wellbeing and work-related health issues (Åborg, 2002; Kompier, Taris, & Van Veldhoven,
2012; Grant et al., 2013; Kossek, Lautsch, & Eaton,
2009; Taris & Schaufeli, 2015). Notwithstanding, teleworking has also shown to
improve employee’s health and wellbeing (Åborg, 2002; Ipsen et al., 2021).
This study aims to explore employees experience of teleworking. More specifically, the
study explores how working from home has influenced individual’s physical and mental health
as well as their wellbeing under the covid-19 pandemic in Sweden.
2. Theoretical foundation
2.1 Teleworking, mental health and wellbeing
The crisis with the pandemic has caused many organisations around the world to ask their
employees to work from home when possible. This sudden change in the work environment
has brought both positive and negative consequences for both employers and employees. The
concept of teleworking, which mostly relates to the spatial distribution of work, is not new in
the literature or even in practice. Previous research argues that teleworking can be linked to
positive mental health and wellbeing in situations where employees have autonomy, flexibility
and can balance life and work (Dambrin 2004; Wilson and Greenhill 2004; Trembley, 2012;
Maruyama & Tietze, 2012; Thompson & Prottas, 2006). For instance, Maruyama and Tietze
(2012) argue that teleworking among employees increases their levels of flexibility and control
when carrying out their task. Haddad et al. (2009) found that teleworking reduces the levels of
interruptions that individuals encounter when they work from home as against working in the
office, which also showed to reduce stress level and increase overall wellbeing. Additionally,
research highlights that teleworking reduces the need for individuals to commute to the office
space, this does not just increase mental wellbeing and reduce stress levels but also provides
avenues for saving time and money for commuting between locations (Kahneman et al., 2004;
Ipsen et al., 2021). Research has further reported that individuals who work from home
experience positive affective wellbeing because they perceive a positive work environment
(Anderson et al., 2015). When individuals feel relaxed and can control their work pace, work
schedule and intensity, they perceive more positive affect (Anderson et al., 2015).
Despite the fact that previous research has highlighted several positive effects of
teleworking on wellbeing, research also highlights some of the adverse effects that teleworking
can have on employee’s health and wellbeing. Studies from Eurofound (working paper) found
that at least 14% of people working from home some of the time, reported feeling stress at work
all of the time as compared to those who do not work from home. One of the most studied
aspects of the negative effect of teleworking is social isolation (Charalampous et al., 2019;
Ipsen et al., 2021). Employees feel that teleworking reduces the amount of interaction they have
with their co-workers. This can lead to them feeling isolated, lonely and may increase their
2stress levels (Sparrowe et al. 2001; Weinert, Maier and Laumer 2015). Similarly, research
highlights that individuals who work from home have limited interactions with their employers
and managers and get limited support from them while working from home (Vantilborgh et al.,
2021). Limited support and interactions from managers may increase anxiety which can result
from being insecure about the quality of their work (Waizenegger et al., 2020). Furthermore,
teleworking can also result in increased stress, insomnia, fatigue and anxiety because
individuals may find it difficult to disconnect and detach from their work, thereby working
longer hours and taking limited breaks while working (Eddleston & Mulki, 2017; Gajendran &
Harrison, 2007; Henke et al., 2016; Tavares, 2017). These blurred boundaries with working
long hours can also result in work-life conflict because individuals may find it difficult to
balance work responsibilities with their responsibilities at home (Eddleston & Mulki, 2015;
Perry et al., 2018). Research further argues that prolonged teleworking can promote
psychological distress where individuals feel more anxious and depressed over time
(Hamouche, 2020). Such distress may contribute to a reduced level of work motivation, task
performance and productivity.
Although teleworking can contribute to both positive and negative effects on health and
wellbeing, the current Covid-19 crisis may also pose some unique effects on individual physical
and mental health and wellbeing. This is because people may also react and act on the
psychological distress from the immediate health impacts of Covid-19 and the need for
isolation, fear of unemployment, fear of dying or losing loved ones may also impact an
individual’s wellbeing negatively. Such negative wellbeing could be as a result of stress from
overworking or lack of balancing working hours, from anxiety and also from the lack of support
and interaction between co-workers and employers. Contrarily, the Covid-19 crisis may also
mean that people can benefit from teleworking. This is because working from home may reduce
stress and increase individual’s overall health and wellbeing.
3. Methodology
3.1. Data
We began our study with a broad and open survey question to explore how working from home
during the pandemic has influenced the quality of work. We then focused on specific aspects
of what may influence the quality of work while working from home. Information introducing
the survey and its purpose was written in Swedish and English. The questions were in English,
and participants could answer in either language. The survey had eight closed questions and
five open ended. One of our questions was later specified to “how working from home affected
the health and wellbeing of 'individuals’”. The survey was distributed online through Facebook,
Linked In and Twitter using the university’s official pages. The survey was open for response
between June 8th 2020 and August 31st 2020. The goal was to capture individuals who started
working from home (either full time or part time) as a result of the covid-19 pandemic and to
gain an understanding of how this shift has affected their work, health and wellbeing. A total
of 138 responses were received from the survey. Participants constituted white-collar
employees from different sectors and occupations responded to the survey.
3.2 Analysis
After the survey was concluded, we imported all data to our qualitative data analysis software,
NVivo, which enabled swift and efficient organising and coding for our data. Data analysis was
conducted following the recommendations for qualitative research (Miles and Huberman, 1994;
Suddaby, 2006), where we systematically followed a series of steps to bring clarity and rigour
to our data (Gioia et al., 2013). Coding began by carefully reading through our data line by line
and took notes to capture the general impression from the data. We went further by inductively
3analysing the data starting with open coding and identifying labels as we read through the data
(Suddaby, 2006). These labels were categorised into first-order codes /categories. These first-
order categories were identified for all data.
The second-order codes were further clustered into a higher category by identifying
similarities and differences in both positive and negative effect in relation to employees’ health
and wellbeing. The goal was to piece together the data and concept from existent literature
(Gioia et al., 2013). To further understand the interconnections and distinctions between our
findings and previous research, we iterated our findings by going back and forth between our
findings and previous literature. In doing so, we highlighted several positive and negative
effects experienced by individuals working from home during the pandemic. For instance,
statements about physical health such as ergonomics, exercising and sitting/working all day
were identified. While statements relating to mental well-being such as stress and happiness
were identified, codes were further assigned to structure these statements. This clustering
formed our second order category. At this stage, data where respondents expressed that there
was no change or impact to their health and wellbeing were eliminated as the goal for the
research was to analyse data where individuals had seen an impact while working from home.
In the third step, we assigned labels in a broader and aggregate category to pinpoint the
differences across categories. At this stage, we focused on the higher category that led to
addressing our research purpose. After much reflection and deliberation, we finalised two
aggregate dimensions.
Finally, a data structure was created to present the first order, second order categories
and aggregate dimensions. In the coding stage, the authors discussed the interpretations and
categories and reached an agreement based on the data analysis. All responses received in
Swedish were translated to English for the analysis. Figure 1 provides an overview of our
coding structure, showing our categories and aggregate dimensions. We present the text next.
4. Findings
We report our findings describing how individuals experienced working from home and how it
influenced their health and wellbeing. Cumulations from the results show that 50.5% of the
respondents had a positive experience working from home, 36.7% described a negative
experience, and 10% did not experience any change in health or wellbeing while working from
home. In comparison, 2.8% experienced both positive and negative effect on their health and
wellbeing while working from home. Results were presented in two primary aggregates-
positive and negative effects. In the positive effects, we see how individuals' mental and
physical health are improved because they can manage their time better, improve their work-
life balance, and develop better and healthy habits. In the second part, the negative effect, we
see that individual’s mental health is negatively affected, they feel socially isolated and lack
motivations due to inconsistency and changes in routines.
4Figure 1: Data structure
First-order categories second-order themes Aggregate dimension
Better wellbeing
Feel happier, more relaxed Improvement in
and less guilty mental health
Better balance between the
professional life and Improvement in
personal life work life balance
Able to manage several Positive effect
on health and
activities and work pace Better time
wellbeing
Little to no travel time management
between work and home
More time to take walks, Improved healthy
reflect and exercise habits
The feel of loneliness, lack
of support from employees Lack of social
and managers, and lack of interaction
social gathering
Feeling stressed, Mental health
diminished motivation, Negative effect
issues on health and
depression and isolated
wellbeing
Sedentary lifestyle, sitting
long hours, physical pain Decrease in
as aa result of bad working physical health
environment
4.1. Positive effect on health and wellbeing
4.1.1. Improvement in mental health
In the survey, the participants appeared to experience a significant improvement in their mental
health while working from home compared to when they worked from the office. Several
respondents expressed how much calmer and relaxing they feel when working from home. They
describe feelings of serenity from their “lush surroundings”, and “less stress from feeling guilty
while working from home” which they might have felt when working from home pre-Covid-
19.
An interesting finding was that individuals who felt that working from home was
positive described being able to avoid sharing their workspace with others as one of the reasons.
In this regard, one respondent who works up to 20% from home expresses that they enjoy work
more when they work from home “I enjoy my work tasks, but not in the workplace, so I have
felt very good during this time”. Another respondent who did not work from home before the
pandemic but now works 80% to 100% from home also expressed that not having to be social
while working makes is easier for them to work from home. "… I think it works well for me.
I'm not so social from the beginning. I see it as positive that I can have video coffee with others
than my colleagues”. Respondents further express that they feel “happier” and “better” working
from home during the pandemic. They also express that they do not feel so self-conscious
anymore because they work from home. “Nobody looks at me funny anymore for never being
at the office”. Furthermore, some who expressed feeling down in the beginning of the pandemic
admitted that their mental health improved over time as they got used to the new routines. “My
5mental well-being is suffering. However, it is better as I have become more adapted to sitting
alone all day”.
4.1.2. Improvement in work-life balance
Research highlights that working from home may either cause work-life conflicts or improve
work-life balance. The present study shows that individuals experienced more balance when
combining their professional life and personal life while working from home. Working from
home helps them spend more time with their families, partners and children. “I get more time
and energy to spend with my family" which strengthened their relationships.
4.1.3. Better time management
Time is a significant factor with work. Those teleworking emphasise that they have saved time
during the pandemic. One of the biggest reasons for this was that they did not need to commute,
thus saving time as the need for preparation and transportation between home and the workplace
was eliminated. “No need to spend time on the shower, make-up and travel to work, which frees
up time and energy” - " The impact has been somewhat positive, as I avoid long journeys to
work".
Furthermore, respondents express that they also have more time to improve their
physical wellbeing. Some respondents mention that they now have time to “take walks” in
between work, go for “a long jog”, and even have more time to not just “reflect on work” or
“plan daily activities” but also on other aspects of their lives, such as picking up kids from
school. "It has given me the opportunity to finish my work and ongoing cases. Before, I needed
to stress to pick up children from school and day-care and not always being able to close cases
and finish work".
4.1.4. Improved healthy habits
Findings show that while trying to improve and maintain their old habits and promote positive
well-being, individuals also pick up new habits to help them release stress while working from
home. One respondent who started working 81-100% after the pandemic mentioned that they
now have time for more exercise and read more books. "train more often (5 times/week) because
I have so much time left-over. I have started reading books before I fall asleep, and I do not
need as much sleep".
4.2. Negative effect on health and wellbeing
4.2.1. Lack of social interaction
The longing to be physically present in a group with other people is one negative effect that
individuals who work from home experience. This study suggests that individuals felt the
longing to interact more with their colleagues as it was something they felt they lacked while
working from home. Some respondents express that they experienced “less mental wellbeing”
due to the lack of interaction with their colleagues. Others expressed that they missed the social
interaction they had during lunch breaks and coffee breaks with colleagues. Some expressed
that it was more boring working alone from home and not meeting with their colleagues. A
respondent says, “I miss the social interactions at the workplace”. Some also mentioned the
issue of social distance and that it is difficult to read communication in online interactions.
“Sometimes hard to read body language in a zoom meeting”.
Another issue with the lack of social interaction is the feeling of being “in office”
without all the “perks” and benefits one gains just hanging around in the office space. A
respondent expressed that they feel “tired from sitting in front of the computer all day with all
my colleagues at a distance. The quick question at the office get lost”. Another expressed,
“…less connections and ad hoc conversations with colleagues, leading to less creativity and a
6fragmented view of the organisation”. Respondents also expressed that they feel " out of touch"
with the changes concerning their job and task responsibilities. Other issues expressed by
respondents in relation to the lack of social interactions from respondents are “the difficulty in
building trust and relationship among colleagues and clients, the feeling of not being seen
and/or needed", the feeling of not being heard by others”, “difficulty collaborating” and “…less
creative workshops with a larger group”.
4.2.2. Mental health issues
The findings show that one of the main issues’ individuals felt after moving to telework was
the plunge in mental health. Emotionally, some respondents expressed that they felt emotionally
down during this period. “I have seen my mood changing from top to bottom. At some points, I
start asking what the point is". The lack of social interaction was also one reason for this feeling.
“the lack of social stimulus has made me feel down for some periods". Some felt “more
depressed” due to the pandemic situation, while others felt “more isolated” because of being
alone in the house. Isolation also increased their level of loneliness. “It is hard to not have any
social stimuli in the workday, so I do feel a bit lonely even if my team have daily video
meetings”. A lot of respondents also express feeling stressed while teleworking. This was
because some of them felt they had more workload, “since then, the corona situation itself has
meant an increased workload with a lot of stress”, while others complained of working longer
hours than usual. “The work becomes very intense”. Others also express that their motivation
level has dropped since they started working from home. “loss of energy and focus, motivation
is also damaged”. “Now, after months of working at home, motivation and productivity have
declined”.
4.2.3. Decrease in physical health
With the time spent working in front of the computer, the participants express that they usually
“forget to take coffee or lunch breaks” between work times. They find it difficult to take time
out “to rest” and “stand a stretch” during long hours, which was much easier to do when they
worked in the office. “In the office, it becomes natural with lunch and coffee breaks, but it is
not as obvious at home”. “More difficult to find routines for breaks; you often sit longer at the
computer at home”. “I have a stand-up desk at work and hardly ever sit down in the office. I
miss that, and my back suffers a bit”. Respondents also express that their office space at home
was not as good (ergonomically) as that in their workplace. A respondent says, “I do not have
access to the same equipment as at my workplace such as a chair and screens which has made
my back hurt”.
Similarly, other respondents also complain of “back pain”, “headaches”, “neck pain”,
“tired eyes”, “Aches in neck and shoulders due to bad ergonomics”, and “muscle stiffness”.
Furthermore, respondents express they are not as physically active as before. They expressed,
“At the beginning of working from home, I was more mobile, and motivated myself into going
for walks etc. After a couple of months, that motivation left me, and I do a minimum of exercise”.
“I feel more lethargic when I work at home”. “I work out less because we go to the gym together
at lunchtime when I am at work”. “Without the daily commute, I have to set a stricter workout
schedule, which can be hard to stick to. Hence physical health is probably a bit worse for this
reason”. Some respondents have gained weight, and their “clothes have gotten tight around the
waist”. This is attributed to them sitting for longer and not being as physically active as usual
“I move less, which affects health (I usually have 1-hour walk back and forth from work), and
I noticed a big difference when I started working from home”. Some respondents are also
snacking more; “I have gained a few kilos because I have access to my fridge”.
75. Discussion and Conclusion
This study sought to explore individuals’ teleworking experience and how this has influenced
their health and wellbeing under the Covid-19 pandemic. We add to recent discussion (Holmes
et al., 2021; Waizenegger et al., 2020), who expressed that since individuals’ mental health are
affected differently by the pandemic, more research is needed to understand how individuals’
mental and physical health can be affected by the covid-19 pandemic. The current study
contributes to the discussion in recent research on teleworking during covid 19 (Ipsen et al.,
2021; Hamouch, 2020; Vantilborgh et al., 202) by highlighting that although a few individuals
experienced no impact or change in their health or wellbeing, a majority had either positive and
negative effect concerning their health and wellbeing. On the one hand, the findings show that
some individuals’ mental health were improved. They felt much calmer working from home,
their work-life balance improved, and had more time to spend with family members. This group
also described that they could manage their time more efficiently since they did not need to
prepare and travel for work. The individuals who experienced improved mental health
described that they could address private errands during working hours and develop some
healthy habits. On the other hand, some individuals felt that mental health issues such as the
stress from working too much, lack of interactions with colleagues and peers, and decreased
physical health due to lack of physical activities negatively impacted their overall health and
well-being. These findings offer several recommendations for employees working from home
and managers responsible for these employees.
Recommendations for managers
The findings show that several employees mention how they are happier and feel more relaxed
staying away from the office space and working from home. Some of these employees express
that they do not feel happy and relaxed in the workspace even though they enjoy their job. This
is a signal that indicates that these employees feel less comfortable and displaced while in the
office space. Although teleworking helps these employees feel comfortable, managers need to
develop activities that can help employees enjoy job tasks while working from the office.
Managers should encourage communication and openness among workers by hosting team-
building activities or after work events online (and in groups when employees return to working
in the office space). Managers could encourage activities to put employees ‘out there, where
they feel more secure being part of a bigger community rather than being alone.
Second, the findings show that employees feel isolated and do not feel heard or
supported while working from home. Additionally, the findings also show that employees miss
the benefits from social interaction, such as quick answers (solutions) to questions (problems).
To be able to fill this gap, creating a platform where employees can either ask questions, raise
issues or give suggestions to a problem and the managers or other employees give a quick
response would not just diminish the stress from waiting long before solutions are provided but
will also reduce the pressure of from employees when they see that their suggestions/or
solutions are taken into consideration. Employees who feel disconnected while teleworking can
also benefit from partaking in an online casual gathering where people meet and discuss issues
that are either work or non-work related.
Third, managers should learn from the positive aspects of teleworking and adapt more
teleworking post Covid-19 pandemic.
Recommendations for employees
Findings show that individuals teleworking experienced much stress and physical pains during
work hours as a result of working longer than usual and forgetting to take breaks or eat lunch
while working. Employees are encouraged to set a work schedule for their jobs and keep track
of their productivity level. Setting a timer to remind people to take breaks or to do short stretches
8can be a helpful reminder if they are sitting in front of a screen for a long time. Physical
activities (such as walking) in between work are also encouraged to reduce physical pains and
increase energy levels.
Secondly, to increase motivation while teleworking, individuals should use resources already
put in place by their employers to reduce emotional exhaustion. In addition, working with more
meaningful tasks and creating better value and/or personal interest for the employees are also
encouraged. Furthermore, increasing motivation level while teleworking may mean that
employees should be more open to flexible ways of working and adapt this form of work post
Covid-19.
Future research and limitations
The current study suggests avenues for future research. First, the current research was
conducted in the early phase of the pandemic, where most employees have just moved from
working in the office space to teleworking. The participants experienced similar effects on
health and wellbeing, as highlighted by previous research. Future research can conduct another
study using participants who have been working from home for the past year since the pandemic
started. It would be interesting to see if individuals who enjoyed being away from the office
space in August 2020 still feel the same way today. Second, the current study conducted online
surveys to gather data. Although this study has provided us with detailed information needed
to understand employees experience while working from home, it will be interesting to see the
results of more extensive and exploratory studies. Studies that include interviews can provide
more detailed descriptions of several factors that may or may not have affected individuals’
health and well-being while teleworking.
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