The DaVinci Institute’s alumnus, Lunga Samuel Mziwake’s research, investigated whether and how work-from-home (WFH) practices influence employee productivity among office-based employees at a large, listed South African mining company. Although WFH became widespread during COVID-19, its impact on productivity in traditionally structured industries like mining was unclear and under-researched.
Research Problem
While WFH offers benefits such as flexibility and work-life balance, managers in the mining sector expressed mixed views about its effect on productivity. There was:
- Limited empirical evidence from the mining industry,
- Uncertainty about whether WFH improves or harms productivity, and
- No clear guidance for HR managers on how to optimise WFH arrangements.
This created a need to empirically test the relationship between WFH and productivity in this specific organisational context.
Theoretical Framework
The study is grounded in three key theories:
- Job Demands-Resources (JD-R) Model: WFH can reduce demands (e.g., commuting) and increase resources (e.g., autonomy).
- Self-Determination Theory (SDT): productivity improves when autonomy, competence, and relatedness are satisfied.
- Contingency Theory: management practices (including WFH) must fit the organisational context.
Methodology
- Approach: Quantitative, deductive, post-positivist.
- Design: Cross-sectional survey.
- Sample: 33 office-based employees from the mining company.
Instruments:
- Flexible Work Options Questionnaire (FWOQ)
- Employee Productivity Questionnaire (EP)
- Analysis: Descriptive statistics, correlation analysis, and regression modelling.
Key Findings
- WFH has a positive relationship with employee productivity.
- Employees who worked from home reported higher productivity overall.
Gender differences emerged:
- WFH significantly increased productivity for male employees.
- The relationship was not statistically significant for female employees, suggesting different flexibility or support needs.
Factors influencing productivity when working from home included:
- Work-life balance,
- Distractions at home,
- Access to technology,
- Autonomy,
- Social isolation,
- Communication and collaboration.
- Context matters.
The effectiveness of WFH depends on job type, technological access, employee characteristics, and organisational support.
Recommendations
The study recommends that the company:
- Improve work-life balance support,
- Assist employees in managing home-based distractions,
- Provide adequate technology and infrastructure,
- Support employee autonomy while ensuring accountability,
- Address social isolation through structured communication,
- Provide training on remote work skills and mental well-being,
- Offer additional flexibility and support for female employees.
It also recommends future research using longitudinal designs, larger samples, and deeper exploration of psychological and social factors.
Conclusion
The study concluded that WFH can enhance productivity in a South African mining company, but its success depends on how it is implemented and supported. A one-size-fits-all approach is ineffective; instead, flexible, context-specific, and inclusive strategies are required.
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