Construction and initial validation of the E-Work Life Scale to measure remote e-working

Grant, Christine Anne; Wallace, Louise M.; Spurgeon, Peter C.; Tramontano, Carlo and Charalampous, Maria (2019). Construction and initial validation of the E-Work Life Scale to measure remote e-working. Employee Relations, 41(1) pp. 16–33.



Purpose – The purpose of this paper is to develop and provide initial validation for the new E-Work Life (EWL) Scale. This measure assesses a range of theoretically relevant aspects of the e-working experience related to four main areas: job effectiveness, relationship with the organisation, well-being and work-life balance.

Design/methodology/approach – This study presents structured item development. Internal validity and reliability were tested on a sample of 260 e-workers (65 per cent female, age range 25–74). Correlations of the EWL scale with a measure of general health were tested on a subsample of 119 workers to provide initial evidence of construct validity.

Findings – Exploratory factor analysis supported a 17-item scale assessing four factors: work-life interference, productivity, organisational trust and flexibility. Individual well-being was measured and a pattern of significant correlations against four factors as indicators of general health were found, including mental health and vitality.

Research limitations/implications – A new sample would confirm the strength of the EWL scale alongside further tests of validity. Coping strategies related to the scale would aid mapping of individual competencies for remote e-working to promote e-workers’ self-management, management style and organisational policy.

Practical implications – The EWL scale helps organisations to evaluate and support the well-being of remote e-workers. It provides measurement on three levels: individual, supervisory and organisational, whereby practical strategies for improvement can be linked to the scale.

Originality/value – The EWL scale completes a gap in the research by providing a measure aiding organisations to evaluate and support remote e-worker well-being.

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