Trajectories of Teleworking via Work Organization Conditions: Unraveling the Effect on Work Engagement and Intention to Quit with Path Analyses

Several countries are currently experiencing worker shortages. In this context, which favors employees, employers must improve their offer to attract and retain not only in regards wage but also work organization conditions. Teleworking is one condition (or human resource management practice) that receiving increasing attention due its increased prevalence recent years. This cross-sectional study’s objective was verify the influence of teleworking on engagement intention quit through effects conditions (e.g., social support, workload, recognition, skill utilization, number hours worked). study based demands-resources model as can represent a demand or likely Path analyses were carried out using Mplus software. A sample 254 French Canadian staff members (n = 254) from 19 organizations (small medium-sized). The results indicate indirectly associated with higher level effect utilization. Moreover, negatively impact utilization engagement. More specifically, an overall lower quit. aimed shed light mechanisms underlying associations between teleworking, engagement, Considering sequence modifies both outcomes. Although it be harmful (i.e., engagement) when considered, positive reverses effect. From practical perspective, seems crucial ensure teleworkers use skills promote success implementation.