{"id":69168,"date":"2025-10-07T17:48:47","date_gmt":"2025-10-07T14:48:47","guid":{"rendered":"https:\/\/www.uol.ac.cy\/?p=69168"},"modified":"2025-10-07T17:52:07","modified_gmt":"2025-10-07T14:52:07","slug":"getting-the-measure-of-remote-e-working-a-revision-and-further-validation-of-the-e-work-life-scale","status":"publish","type":"post","link":"https:\/\/www.uol.ac.cy\/en\/getting-the-measure-of-remote-e-working-a-revision-and-further-validation-of-the-e-work-life-scale\/","title":{"rendered":"Getting the measure of remote e-working: A revision and further validation of the E-Work Life Scale"},"content":{"rendered":"\n

Abstract:<\/strong>\u00a0<\/p>\n\n\n\n

Purpose: <\/em><\/strong>This paper aimed to revise and further validate the published E-Work Life (EWL) scale.<\/p>\n\n\n\n

The EWL was originally developed to assess theoretically relevant aspects of the remote e-working experience related to four main areas: organisational trust, flexibility, work-life interference, and productivity.<\/p>\n\n\n\n

Design\/methodology\/approach: <\/em><\/strong>A number of changes were implemented to the scale (i.e., including new items, rewording of existing items) following a recent qualitative study conducted by the authors. The two studies outlined in this paper, conducted within discrete remote e-working populations, resulted in a validated and adjusted 20-item version of the scale.<\/p>\n\n\n\n

Findings: <\/em><\/strong>Study 1 performs Confirmatory Factor Analysis (CFA) on data from a sample of 399 U.K. remote e-workers (57.9% female) to check the factor structure of the revised version of the EWL scale and the reliability of the posited dimensions. Results provided support for a 20-item scale, replicating the factorial structure of the original version. Study 2 tests and confirms the factorial structure of the final 20-item EWL scale in an independent sample of 366 U.K. remote eworkers (48.6% female). Study 2 provides further evidence of EWL scale\u2019s reliability and validity, with the four factors of the scale being significantly correlated with positive mental health, detachment from work, and technostress.<\/p>\n\n\n\n

Originality:<\/em><\/strong>\u00a0The EWL is a very timely and important tool which provides an overall framework of the key areas that are affecting remote e-workers\u2019 life; whose greater understanding may better prepare organisations to adapt work arrangements and introduce support policies and guidance.<\/p>\n\n\n\n

\n

Maria Charalampous,\u00a0Christine Anne Grant,\u00a0Carlo Tramontano; Getting the measure of remote e-working: a revision and further validation of the E-work life scale. Employee Relations: The International Journal<\/em>\u00a02 January 2023; 45 (1): 45\u201368.<\/strong><\/p>\n<\/blockquote>\n\n\n\n

<\/p>\n\n\n\n

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Learn More <\/div><\/path><\/svg><\/span><\/a><\/div><\/div>\n<\/div><\/div>\n","protected":false},"excerpt":{"rendered":"

Abstract:\u00a0 Purpose: This paper aimed to revise and further validate the published E-Work Life (EWL) scale. The EWL was originally developed to assess theoretically relevant aspects of the remote e-working experience related to four main areas: organisational trust, flexibility, work-life interference, and productivity. Design\/methodology\/approach: A number of changes were implemented to the scale (i.e., including new […]<\/p>\n","protected":false},"author":17,"featured_media":69167,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_seopress_robots_primary_cat":"","_seopress_titles_title":"","_seopress_titles_desc":"","_seopress_robots_index":"","_seopress_analysis_target_kw":"","_uag_custom_page_level_css":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"set","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[123],"tags":[],"publication_author":[201],"publication_year":[193],"class_list":["post-69168","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-latest-publications","publication_author-maria-charalampous","publication_year-193"],"acf":[],"jetpack_featured_media_url":"https:\/\/www.uol.ac.cy\/wp-content\/uploads\/2025\/10\/9_dr_maria_charalambous.jpg","uagb_featured_image_src":{"full":["https:\/\/www.uol.ac.cy\/wp-content\/uploads\/2025\/10\/9_dr_maria_charalambous.jpg",1200,628,false],"thumbnail":["https:\/\/www.uol.ac.cy\/wp-content\/uploads\/2025\/10\/9_dr_maria_charalambous-150x150.jpg",150,150,true],"medium":["https:\/\/www.uol.ac.cy\/wp-content\/uploads\/2025\/10\/9_dr_maria_charalambous-300x157.jpg",300,157,true],"medium_large":["https:\/\/www.uol.ac.cy\/wp-content\/uploads\/2025\/10\/9_dr_maria_charalambous-768x402.jpg",768,402,true],"large":["https:\/\/www.uol.ac.cy\/wp-content\/uploads\/2025\/10\/9_dr_maria_charalambous-1024x536.jpg",1024,536,true],"1536x1536":["https:\/\/www.uol.ac.cy\/wp-content\/uploads\/2025\/10\/9_dr_maria_charalambous.jpg",1200,628,false],"2048x2048":["https:\/\/www.uol.ac.cy\/wp-content\/uploads\/2025\/10\/9_dr_maria_charalambous.jpg",1200,628,false],"trp-custom-language-flag":["https:\/\/www.uol.ac.cy\/wp-content\/uploads\/2025\/10\/9_dr_maria_charalambous-18x9.jpg",18,9,true]},"uagb_author_info":{"display_name":"p.efstathiou@uol.ac.cy","author_link":"https:\/\/www.uol.ac.cy\/en\/author\/p-efstathiouuol-ac-cy\/"},"uagb_comment_info":0,"uagb_excerpt":"Abstract:\u00a0 Purpose: This paper aimed to revise and further validate the published E-Work Life (EWL) scale. The EWL was originally developed to assess theoretically relevant aspects of the remote e-working experience related to four main areas: organisational trust, flexibility, work-life interference, and productivity. 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