Organizational Resources and Work Engagement as Related to New Ways of Working at Private Universities in Bangkok, Thailand

Abstract

In the wake of the breakout of the Covid-19 pandemic, new ways of working, such as remote work, have been introduced on a large scale across all sectors, including in higher education. Focusing on faculty and staff members employed at two private universities in Bangkok, Thailand, this quantitative research study seeks to determine the impact of organizational resources, which includes training, autonomy, and technology support, on work engagement, which consists of factors, vigor, dedication, and absorption, in the context of remote work with gender, age, experience, and job tenure acting as control variables. Stratified sampling was used to determine the sample size. 329 valid responses were collected and analyzed using SPSS 21. Multiple linear regression was used to analyze the coefficients. The results indicate that organizational resources can strongly affect work engagement as related to the new ways of working. Institutions of higher learning need to provide sufficient organizational resources such as training and technology support to faculty and staff members to ensure their smooth transition from the traditional ways of working to the new ones and maintain a high level of work engagement. The managerial implications of this study can benefit organizations, including those in sectors other than education.