這項研究調查了員工在印度尼西亞 COVID 爆發期間突然過渡到居家辦公（WFH） 的看法，以及這可能如何影響他們應对工作和工作之外的壓力的能力。這項研究還將探討大流行後的 WFH 如何在工作與生活平衡方面對個人生活造成影響。最後，這項研究將探討大流行期間的 WFH 如何影響工作場所員工的生產力结果。本研究選擇質性方法作為研究方法，其中包含了在訪談前至少有過一週的居家辦公的經驗的15個對象進行了半結構式訪談。
研究結果發現，大流行期間的 WFH會影響個人面對壓力的能力。大流行期間的 WFH 會使一部分的人在工作與生活中的平衡下降和降低生產力。但是，並非所有的員工在大流行期間都具有與調查結果所述相同的 WFH 經歷，並且並非所有人都對新的 WFH 狀況感到不滿。

This research study investigates employees' perceptions of a sudden transition to WFH during the COVID outbreak in Indonesia, as well as how this may have influenced their ability to cope with stress both at work and outside of work. This would also examine how the WFH after pandemic contributes to an individual’s life in term of work-life balance. Finally, this research study will look into how WFH during a pandemic may have an influence on the productivity outcomes of employees in the workplace. The qualitative approach was chosen as the research method for this study, which included the participation of fifteen semi-structured interviews with employees who had been working for WFH for more than a week before the interview.
The outcomes of the research has found that WFH during a pandemic can have an impact on an individual's ability to cope with stress. WFH during pandemic can leave some individuals with a sense of reduction in work-life balance and low productivity. However, not all the employees have identical experiences of WFH during pandemic as stated in the findings and are not all unhappy with their new WFH condition.

Table of Contents
Validation Letter i
Acknowledgement ii
摘要 iii
Abstract iv
1. INTRODUCTION 1
1.1. RESEARCH BACKGROUND 1
1.2. RESEARCH MOTIVATION 2
1.3. RESEARCH FOCUS 3
1.4. RESEARCH PURPOSE 3
2. LITERATURE REVIEW 5
2.1. WORK FROM HOME 5
2.1.1. The Benefits of doing WFH 6
2.1.2. The disadvantage of doing WFH 7
2.1.3. WFH During COVID 9
2.1.4. WFH During COVID in Indonesia 10
2.2. WORK STRESS 12
2.3. WORK-LIFE BALANCE 13
2.4. EMPLOYEE PRODUCTIVITY 15
2.5. CONCLUSION OF THE LITERATURE 17
3.3.1. Participants 22
3.3.2. Role of Researcher 22
3.3.3. Interview Procedure 23
3.3.4. Data Analysis 24
3.3.5. Establishing Trustworthiness 25
3.3.6. Limitations and Delimitations 26
4. RESULTS 28
4.1. PROFILES OF PARTICIPANTS 28
4.2. WORK FROM HOME (WFH) DURING COVID PANDEMIC IN INDONESIA 31
4.2.1. 40% of the participant had WFH experiences before COVID 31
4.2.2. More than 50% prefer to switch back to WFO (Work from Office) after the pandemic gets better 34
4.2.3. The ratio between companies who are ready to do WFH and not ready yet are almost 50:50 36
4.2.4. Work from Home, work with benefits 37
4.2.5. Struggle and Distraction During WFH 38
4.2.6. Things that Support WFH 42
4.3. STRESS MANAGEMENT BEFORE AND AFTER COVID 43
4.3.1. The differences in managing stress due to work problems before and after the pandemic WFH 44
4.4. WORK-LIFE BALANCE 48
4.5. PRODUCTIVITY DURING PANDEMIC WFH 52
4.5.1. Relationship with Co-Workers 55
4.5.2. New Skill Addition 59
4.5.3. Work Motivation 60
5. DISCUSSION, RECOMMENDATIONS, AND IMPLICATIONS 62
5.1. DISCUSSION OF RESULTS 62
5.1.1. WFH During COVID in Indonesia 62
5.1.2. Work Stress Management 64
5.1.3. Work-Life Balance 64
5.1.4. Employee’s Productivity 66
6.1. IMPLICATION AND RECOMMENDATIONS FOR EMPLOYEES 68
6.2. IMPLICATION FOR EMPLOYERS 68
6.3. FUTURE RESEARCH 69
REFERENCES 71
APPENDIXES 77
APPENDIX A. INFORMED CONSENT FORM 77
APPENDIX B. INTERVIEW PROTOCOL 79
APPENDIX C. INTERVIEW SCRIPTS 83


Table of Figure
Figure 2. 1 Idea Framework of This Research 19

Table of Tables
Table 4. 1 Self-being Findings of Participants 38
Table 4. 2 WFH Struggle of Participants 42
Table 4. 3 Things that Support WFH 43
Table 4. 4 WFH Adaptation of Participants 44
Table 4. 5 Managing Work Stress After WFH 45
Table 4. 6 Managing Stress Outside of Work Before WFH 46
Table 4. 7 Managing Stress Outside of Work After WFH 46
Table 4. 8 Participants Responds of Boss Scolding Scenario 47
Table 4. 9 Participants Responds of Boss Scolding Scenario 50
Table 4. 10 Company Supports on Maintaining Employees’ WLB 51
Table 4. 11 Participants’ Reason on Their Decreased Productivity During WFH 53
Table 4. 12 Participants’ Reason on Their Increased Productivity During WFH 53
Table 4. 13 Participants’ Reason on Their Stagnant Productivity During WFH 54
Table 4. 14 Participants' Efforts to Complete Multiple Tasks Within the Same Deadlines 55
Table 4. 15 Participants’ Stagnant Relationship with Co-workers Before and After WFH 57
Table 4. 16 Participants’ Closer Relationship with Co-workers Before and After WFH 58
Table 4. 17 Participants’ Loosen Relationship with Co-workers Before and After WFH 59
Table 4. 18 Participants’ New Skill Addition After WFH 60
Table 4. 19 Participant’s Work Motivations 61

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