Abstract
The rapid expansion of the digital workforce necessitates a deeper understanding of the psychological and structural factors influencing remote worker productivity. This study aimed to develop a best-fitting structural equation model depicting the interrelationships among work flexibility, e-work self-efficacy, well-being, and individual work performance. Employing a quantitative descriptive-causal research design, data were collected from remote employees across the Davao Region in the Philippines, selected through cluster sampling. Descriptive results revealed that respondents possessed high levels of e-work self-efficacy and well-being, while demonstrating moderate levels of work flexibility and individual work performance. Correlation and regression analyses indicated that work flexibility and e-work self-efficacy are significant positive predictors of individual work performance. In contrast, well-being did not exert a significant direct influence on performance output. The structural equation modeling analysis established a best-fit model, identifying e-work self-efficacy as the most potent determinant, exerting both direct effects on performance and flexibility, and indirect effects on counterproductive work behaviors. The study concludes that sustaining optimal performance in remote environments relies heavily on balancing organizational flexibility with employees’ digital self-regulatory capabilities.
