The future of new remote work the case of companies in Ho Chi Minh City

Abstract

Purpose - This study investigates how workation and adaptability to change affect work performance, providing valuable insights into how businesses in Ho Chi Minh City will handle remote work going forward. The moderator role of job stress toward the associations between workation and adaptability to change on work performance is explored as well in this study. Design/Methodology/Approach - Confirmatory factor analysis (CFA) was implemented to validate the survey conducted on a sample of 448 Gen Z respondents in Ho Chi Minh City, and Structural Equation Modeling (SEM) was utilized to test the proposed hypothesis. Findings - The outcomes of this paper reveal that work performance in remote work settings is primarily influenced by psychological and environmental factors, which are adaptability to change and workation. Specifically, adaptability to change emerges as a stronger predictor of work performance, emphasizing the significance of creating a work environment that encourages employees to adapt to evolving circumstances. Additionally, workation is identified as the second impactful contributing factor, suggesting that leaders and managers should recognize its significance and implement strategies to support and optimize the workation mode. The relationship between workation and adaptability to change towards work performance was also confirmed with job stress being a moderating factor between these two relationships. Originality/Value - This study expands the understanding of workplace factors influencing work performance by delving into the impact of both cognitive resources (adaptability) and environmental factors (workation) on Gen Z employees and their interaction with job stress significantly influence performance. This provides a broader and more holistic understanding of how individuals thrive in the workplace, surpassing models solely focused on cognitive abilities.