Master of Business Administration Executive

Faculty / School

School of Business Studies (SBS)

Year of Award



Dr. Yasir Mansoor Kundi, Assistant Professor, Department of Management

Project Type

MBA Executive Research Project

Access Type

Restricted Access

Executive Summary

Over the recent years, particularly in the aftermath of the COVID-19 pandemic, Remote Working has emerged as a well-known work plan for working class employees in various sectors. This kind of work plan offers flexibility to employees to work from any location other than the traditional office spaces. A similar working model has been adopted by the Power and Utility sector employees globally. Power to date remains one of the critical utilities for any nation and the employees working in this sector are critical in terms of their job role since a lot of other segments are dependent on the continuous availability of Power. While the Remote Working model is perceived to provide more flexibility and freedom to employees in terms of giving more time to personal life and family, it also comes with its own constraints particularly affecting the Work-Life-Balance (WLB) and Employee Well-Being (EWB). The idea of this research was to establish a link between the Remote Working model and the WLB and EWB of people working in the Power Sector. After establishing the dimensions of WLB and EWB based on the literature, a study was conducted to get responses from the participants and statistical analysis was performed. It was found that Remote working does have significant relationships with certain dimensions of Work-Life-Balance (W2P), which are: Personal Life Interference with Work (P2W) and Work/Personal Life Enhancement (WPE). Similarly, Remote Working had significant relationships with certain dimensions of EWB, namely, Workplace Wellbeing. Job Location plays a moderation role.

These results of this study can provide insight to the HR and policy making teams of Power Sector organizations to consider implications of Remote Working on aspects of WLB and EWB and encourages them to develop employee friendly policies accordingly.



Available for download on Friday, November 29, 2030

The full text of this document is only accessible to authorized users.