ABSTRACT
This study seeks to determine the effect of the implementation of teleworking on work engagement. The hypothesis is that job resources’ motivational process (i.e., job autonomy and job variety) can mediate that effect. The data were collected from 271 employees of various state-owned companies in Indonesia. This study employed quantitative research using scaling for data collection and the structural equation model (SEM) to test the data. This study found that (1) the implementation of teleworking does not have a significant effect on working engagement and (2) job resources act as a mediator between the implementation of teleworking and work engagement.
