Effectiveness of Work From Home (WFH) as Internship for Universiti

Kuala Lumpur Business School

1*
Irfan Farihan Jaffar, 2Fazrul Hakimi Ridzuan, 3Azrin Zulfakar
1-3
Business School, University Kuala Lumpur, Malaysia
Corresponding author: farihanirfan99@gmail.com
Abstract
The main objective of this research paper is to determine the internship’s student in Universiti of Kuala
Lumpur, Kuala Lumpur. This paper tested three variables which are work performance, work environment and
work behavior to find out the effectiveness of work from home. With the presence of COVID-19, the world has
changed; people have no choice but they have to work from home to maintaining their source of income.
Everyone need Internet to do their work via their smartphones or other devices. Few industries in Malaysia were
requested to work from home (WFH) such as telecommunication, human resource, academic, insurance,
marketing sectors and many more. Generally, work from home can provide advantages and disadvantages to the
workers especially during a severe pandemic situation. On top of this, they are requested to comply job duties
from home. The result showed that, working from home give positive impact on saving cost and time,
productivity, finished task on time and work life balance. A conceptual framework based on Theory of
Reasoned Action (TRA) was restyled in this paper. All mentioned variables are tested for this research. An
online questionnaire was done and achieved 347 of respondents within internship’s student in Universiti of
Kuala Lumpur using Google Form. The findings explained that employee experience the effectiveness of work
from home. The result also illustrated work behaviour experience as the highest determinant.
Keywords: Effectiveness of Work from Home, Work Performance, Work Environment, Work Behavior,
Internship

1. Introduction

The COVID-19 pandemic has altered every aspect of our work and life. In response to
the national and local containment policies, companies, organizations and institutions
encouraged their employees to work remotely at home to stay safe. Work from home (WFH)
emerged in the early 2000s, when telecommuting technologies started to develop and workers
could WFH to avoid commuting, provide flexibility in schedules, and achieve a better work-
life balance. During the COVID-19 pandemic, many workers were advised to WFH full time,
which redefined the conventional concept of WFH that was typical only for certain types of
work, on an occasional basis, or given unique employee circumstances. Many companies
believe that WFH will become more common after the pandemic due to the fact that
employers have already paid the fixed cost to set up remote work systems for their
employees. Companies are now determining if operational costs could be dramatically
decreased by reducing the required office space.

During the pandemic, workers can spend longer hours at their desks in the absence of
commuting, limited business traveling, and increased use of computers to conduct meetings
rather than holding face-to-face meetings at various different physical locations. Increase
stress due to sharing of workspaces, poor body mechanics due to lack of proper physical
workstation, and prolonged sedentary activity can all lead to increased discomfort and pain.

In total, the pandemic has created a new environment for considering both work and
home life within the discussion of WFH. A detailed understanding of the factors in this new
environment that relate to physical and mental well-being is instrumental to ensuring positive
impacts for office workers who might WFH in near future. Specifically, employers and
employees alike require insights on how to provide the best work conditions for workers who
either decide or are asked to WFH such that negative health impacts are minimized.

2.0 Problem Statement

In the high time of maintaining social distancing during Covid 19 pandemic, many
countries have imposed of work from home policies in order to minimize the virus from
contraction among the collegues (Ada Hiu Kan Wong and Joyce Qiwun Cheung, 2020), this
scene give big impact to the effectiveness of work from home for everybody. Furthermore,
since the implementation of Movement Control Order (MCO) by the Malaysian’s
government, economy have gotten rapidly decrease due to the pandemic Covid 19. (Joyce
Goh, 2020) instead of traditional fixed cubicles, WFH, according to Jalil, allows for more
collaborative spaces and hot-desking at work. Covid-19 has effectively brought about a
global recognition that, with today's and tomorrow’s digital platforms, WFH can be just as
productive as traditional modes of working, with a slew of advantages, including eliminating
the daily drive, lowering carbon emissions, and lowering operational costs. With so many
different views out there and based on work–family balance theory, this study aims to find
out the factors which affect internship student’s WFH effectiveness and whether they want
the extended WFH practice when the pandemic crisis is over.

2.1 Research Objectives

1. To identify the relationship between work performance and the effectiveness of work
from home as internship.
2. To determine the relationship between working environment and the effectiveness of
work from home as internship.
3. To examine the relationship between social behavior and the effectiveness of work
from home as internship.

2.2 Research Questions

1. Is there any significant relationship between work performance and the effectiveness
of work from home as internship?
2. Is there any significant relationship between work environment and the effectiveness
of work from home as internship?
3. Is there any significant relationship between work behavior and the effectiveness of
work from home as internship?

3.0 Literature Review

3.1 Theory of Reasoned Action (TRA)

Figure 1 : Theory of Reasoned Action (TRA)

One of the most influential models in the social– psychological literature is the theory
of reasoned action (TRA) developed by Fishbein and Ajzen. The TRA postulates that
behavior is the result of three main factors: attitude toward behavior, subjective norm, and
behavioral intention. Attitude and subjective norm are postulated to cause behavioral
intention, which in turn causes behavior.In the TRA, Fishbein and Ajzen confined the atti-
tude concept to the general evaluation of a behavior. Other theories have no restrictions as to
the nature of the attitude object and, thus, may consider ideas, persons, things, issues, ideas,
or other entities. However, these more general theories have fared less well when it was
important to understand and predict behavior. Therefore, at the time, Fishbein and Ajzen’s
theory came as a much-needed innovation in the do- main of attitude theories.
The attitude is measured with a number of adjectives (e.g., good–bad, pleasant–unpleasant,
positive–negative) that are generally statistically combined to obtain a general judgment of
the performance of a certain act.
Subjective norm is the perception of the individual that, in general, other people who
are important to the individual want him or her to perform, or not to per- form, that behavior.
Who is important may vary across behaviors, but often this will include family, friends,and
neighbors. Other influences may stem from a reli- gious institution to which a person feels
attached, a political party, and the environmental movement. It is the individual’s overall
impression of how to behave, according to this collective of reference persons and groups,
that is defined as the subjective norm.
The third concept is behavioral intention, that is, the deliberate plan to perform the
behavior. Finally, according to the theory, the intention is the result of a decision process
based on the attitude and the subjective norm, and it is the best predictor of behavior.

3.2 Work Performance

Work performance should be distinguished from work productivity, two concepts that
often seem to be used interchangeably ( Koopsman, L, 2014). Work performance was
measured by contextual performance and task performance (Al Zefeiti, S. M. B., &
Mohamad, N. A, 2017). According to Peter Warr & Karina Nielsen performance in paid work
has for many years been studied as an important form of individual and group behavior, with
researchers and practitioners often aiming for its enhancement through job design, staff
selection and development, or shaping managerial style and organizational culture. As we all
know that high employee performance will make it easier for employees to get the
opportunity to be promoted to higher positions. Work performance is the result of a person's
effort or seriousness in carrying out a job entrusted to him with his skills, experience and
sincerity in accordance with the responsibilities that have been given to him (Garnida, 2017).
Adnyani & Dewi, (2019) cited that job performance is a skill possessed by an employee to
perform various jobs related to job needs.
H1: Work performance during work from home

3.3 Work Environment

According to Bakotic and Babic Every employee wants a good work environment. A
function of having a good work environment is increasing the job satisfaction of employees.
Employees will tend to maintain their presence in a work environment that they think ca
provide peace of mind at work. Findings of Jain and Kaur also concluded that a good work
environment could increase the effectiveness of working. Work environment have numerous
properties that may influence both physical and mental wellbeing (George Kafui Agbozo1 ,
Isaac Sakyi Owusu2 , Mabel A. Hoedoafia1, *, Yaw Boateng Atakorah3, 2017). According
to Khaled Al-Omari 1 and Haneen Okasheh2*, many work environment studies have shown
that workers are satisfied with reference to specific work environment features and these
features preferred by users significantly contribute to their workspace satisfaction and
performance. Unhealthy work environments are an important determinant of several work-
related outcomes, including burnout, job dissatisfaction and turnover intent (Aiken et al.,
2011; Laschinger, Wilk, Cho, & Greco, 2009; Van Bogaert, Clarke, Roelant, Meulemans, &
Van de Heyning, 2010). Work environment is the sum of the interrelationship that exists
among the employees and the employers and the environment in which the employees work
which includes the technical, the human and the organizational environment (Olukunle S.
Olude34yi, 2015).

H2 : Work environment during work from home as internship.

3.4 Work Behaviour

Factors associated with work behaviour are also important. They include attitudes, the
approach to the internship and work, how supervisors supervise and how interns interact with
other interns (May Wei Ling Wong, Ka Hing Lau, Chad Wing Fung Chan, 2021, as cited by
Xiao, Y., Becerik-Gerber, B., Lucas, G., & Roll, S. C. 2021). In order to succeed, interns on
virtual internships need to possess two primary characteristics. A good attitude are very
important in working, you need to be more discipline while working so that you can finish up
your work without any problems. According to Massingill, 2013 The interns must take
responsibility and be diligent in terms of meeting deadlines through making good use of their
time and taking the initiative to ask for additional projects. Virtual interns must be excellent
communicators and interact with their employers using various communication channels,
such as web conferences, e-mails and phone calls, to manage the internship process. Interns
must be able to articulate their ideas and convey any needs they might have for more help and
guidance (Huhman, 2009).

H3: Work behavior during internship at home.

4.0 Proposed Theoretical Framework

Independent Variables

WORK
PERFORMANCE

Dependent Variables

Effectiveness of Work
WORKING
From Home as
ENVIRONMENT
Internship

WORKING
BEHAVIOUR

5.0 Methodology
This study focuses on the feedback or respondents from those students of UNIKL UBIS
who are had done or still doing their internship and working at home during this pandemic
COVID19. This had been done to determine the relationship between the effectiveness of
working from home as internship (dependent variables) to work performance, work
environment and work behavior (independent variables) during working at home. In this
section will be stated population and sample size, sampling technique, and data collection.
This will also make this research more solid and relevant. In addition, through this process
also the research of this study will be able to provide more thorough observations for this
research. By using online survey as articles and journals for collecting data, it helps a lot to
expand our research and idea.

5.1 Population and Sample Size

This research had choose UNIKL BIS internship students as our target of population.
There are total of 652 internship students of UNIKL BIS from January-July 2021 and most
efficient for this questionnaire is 242 according to Krejcie and Morgan’s table (1970) and we
received total respondent about 347 and our main target was 400 at first.. The questionnaire
contains strongly disagree, disagree, Neutral, agree, strongly agree. Respondents who
answered this questionnaire were those aged from 18 years to 30 and there are no respondent
above 31. These are those who are doing Internship and Work from Home (WFH).

5.2 Sample Technique

The sampling component that provides an overview is the sampling technique.
Probability and non -probability are the Sampling techniques that will be used in this
research. This technique will reduce costs and data can be collected quickly. The
questionnaire was distributed through social media such as WhatsApp, Instagram, and
Facebook. This study will use a simplification of facilities and this method simplifies.

5.3 Data Collection

As for this research project, the method that will be used for data collection is by
collecting all the information or data from all the resources. For the purpose of getting the
answer for the research issue, hypothesis testing result and also to evaluate the result. For the
questionnaire, it will be divided into 4 sections and after that it will be given to the
respondent. There are two types of data collection which is qualitative and quantitative
method. Quantitative archiving assumes no more than qualitative appended material, and
qualitative archiving sits lightly on the structured nature of the quantitative data (Anthony
P.M Coxon, 2005).
5.4 Measurable Variables/Items
Variables Items
Independent Variable (s)
- I spent all day at home during my work.
- I always communicate with other people remotely for my
Work Performance work.
- I never experienced to do any physical travel at all during my
internship.
- My company gives me the freedom to arrange my schedule.
- I can work more efficiently because I do not need to travel to
the office.
- I work from home, I am able to complete my job duties with
little difficulty.
- My work environment is fully shared with family members or
Working other people who are not my co-workers.
Environment - I have the freedom to personally arrange my workspace
without the intervention of my company
- My work relies on Internet Connection.
- I have freedom to have my own space while work from home.
- My company allows me to work independently without
supervision.
- I work from home, I have completed all of my responsibilities
in accordance with my company's main performance metrics.
- I am consent to carry out my duties without jeopardizing my
Working Behavior health due to COVID-19.
- Although the economy is down and many people are losing
their jobs due to the COVID-19 pandemic, I am consent with
being adequately recognized for my work.
- During the Covid-19, I am pleased to earn my internship
allowance.
- My company gives me allowance while staying safe from of
COVID-19.
- My company hire me as internship while the economy is
 down and many people are losing their jobs.
- My job gives me the chance to grow myself during the
COVID-19 crisis.

6.0 Results and Findings

6.1 Demographic Profile

Demographic Categories Frequency Percentage

Factors
GENDER MALE 189 54.5
FEMALE 158 45.5
TOTAL 347 100.0
18-21 35 10.1
22-25 308 88.8
AGE 26-30 4 1.2
31-above 0 0
TOTAL 347 100.0
ACCOUNTING 71 20.5
MARKETING 34 9.8
MANAGEMENT AND 122 35.2
ENTREPRENEURSHI
PROGRAM P
TOURISM PLANNING 49 14.1
AND DEVELOPMENT
ISLAMIC FINANCE 33 9.5
INTERNATIONAL 38 11.0
BUSINESS
TOTAL 347 100.0
TABLE 1: Summary of Respondent’s Demographic Profile

Based on table 1, the demographic profile consists of a total of 3 variables 2that include
gender, age, and program by the internship’s student at the University of Kuala Lumpur. The
outcome reveals that most respondents aged 22 to 25 years old, representing 88.8% of the
overall sample, are respondents. The second-highest age group is followed by a range of 18
to 21 years old age, comprising 10.1 % of the entire sample. The age ranges from 26 to 30
years of age accounts for 1.2% of all samples. In contrast, there are no respondent from the
community 31 and above.
The respondent’s gender distribution is 54.5 % males and 45.5% females. The result
reveals that most of the respondent’s program at the University of Kuala Lumpur is Bachelor
of Business Administration (Hons) in Management and Entrepreneurship, comprising 35.2 %
of the total sample. The second-highest program is Bachelor in Accounting, comprising
20.5%, third, 14.1 % of Bachelor of Business Administration (Hons)Tourism Planning and
Development, fourth, 11.0 % of Bachelor of Business Administration International Business ,
fifth, 9.8 % of Bachelor of Business Administration (Hons) in Marketing, sixth, 9.5 % of
Bachelor of Business Administration (Hons) in Islamic Finance. This study aims to determine
the teaching effectiveness of work from home as internship at the University of Kuala
Lumpur. All the 24 items of the question were Likert-scales using five points ranging
between 1: Strongly Disagree, 2: Disagree, 3: Neutral, 4: Agree, and 5: Strongly Agree.

6.3 Reliability Test

Cronbach’s Alpha
Cronbach’s alpha is a measure of internal consistency, that is, how closely related a set
of items are as a group. It is considered to be a measure of scale reliability.  Reliability
analysis methods provide a framework to account for these uncertainties in a rational manner
(Bastidas-Arteaga Emil, Soubra, Abdul-Hamid, 2014).

Reliability Range Interpretation Relationship

0.8 to < 0.9 above Very good reliability
0.7 to < 0.8 Good reliability
0.6 to < 0.7 Fair reliability
Below 0.6 Poor reliability
Table 2 : Reliability Range Interpretation

Independent Variable(s) Cronbach’s Alpha Interpretation

Work Performance (6 items) 0.571 Poor reliability

Work Environment (6 items) 0.600 Fair reliability
Work Behaviour (6 items) 0.681 Fair reliability
Table 3 : Independent Variable(s)

Dependent Variable Cronbach’s Alpha Interpretation

Effectiveness of WFH as 0.577 Poor reliability
Internship (6 items)
 Table 4 : Dependent Variable

Based on table 4, for independent variable(s) there are three variables that can be
conclude, Firstly the work performance has a poor reliability which is (0.571). Work
behaviour has the highest value of reliability at (0.681) and it is a fair reliability. The work
environment also got a fair reliability at value (0.600). For table 4, the dependent variable’s
alpha value at (0.577) and it is a poor reliability. This is because most of the respondent just
answer the questionnaire without read the question first and it affected the reading of the
Cronbach’s alpha. The respondent did not aware with the questionnaire and it also can be a
common mistake that respondent did.

6.4 Correlation Analysis

A correlation between variables means that when one variable's value changes, another
variable's value tends to move in the same way. Table 4 below show the the significant
between each of the independent variable(s) with the dependent variable.

Correlation Coefficient (r) value Relationship

Between ± 0.8 to ± 1.0 High Correlation
Between ± 0.6 to ± 0.79 Moderately High Correlation
Between ± 0.4 to ± 0.59 Moderate Correlation
Between ± 0.2 to ± 0.39 Low Correlation
Between ± 0.1 to ± 0.19 Negligible Correlation
Table 5 : Correlation Coefficient (r) Value

Correlations
WP WE WB WFH
** **
WP Pearson Correlation 1 .459 .390 .320**
Sig. (2-tailed) <.001 <.001 <.001
N 347 347 347 347
** **
WE Pearson Correlation .459 1 .445 .303**
Sig. (2-tailed) <.001 <.001 <.001
N 347 347 347 347
** **
WB Pearson Correlation .390 .445 1 .299**
Sig. (2-tailed) <.001 <.001 <.001
N 347 347 347 347
WFH Pearson Correlation .320** .303** .299** 1
 Sig. (2-tailed) <.001 <.001 <.001
N 347 347 347 347
**. Correlation is significant at the 0.01 level (2-tailed).

Table 6 : Correlations Analysis

According to the table 6 of the correlation study above, the independent variables of
work performance and work environment have a moderate correlation of (0.320) and (0.303),
respectively. The work's independent variables, on the other hand, have a low correlation
(0.299). In general, the correlation shows that all factors measured were working properly.
Based on the test, work behaviour may not be the reason for the internship students at
University Kuala Lumpur Business School to measure the effectiveness of work from home,
the correlation significant between three variables when work behaviour is low. The work
performance and work environment, which have a relationship with work from home
effectiveness in terms of having a nice and healthy atmosphere, will increase more
effectiveness.

6.5 Regression Analysis

Regression analysis is a well known statistical learning technique for inferring the
relationship between independent variables and dependent variable. It also uses an equation
to express the link. It is a collection of statistical procedures for determining the associations
between dependent variable and also independent variables.

6.5.1 Model Summary

Table 7 : Model Summary of Regression

6.5.2 Summary of ANOVA

 Table 8 below shows the statistical significance of the regression model utilised in this
research. The p-value result is 0.000, which is smaller than the alpha value of 0.05. This
demonstrates that the regression model is a good fit for the data in this study. The p-value for
work performance, work environment, and work behaviour can be measured with the p value
effectiveness of work from home.

ANOVAa
Model Sum of Squares df Mean Square F Sig.
1 Regression 17.905 3 5.968 20.619 <.001b
Residual 99.281 343 .289
Total 117.186 346

a. Dependent Variable: WFH

b. Predictors: (Constant), WB, WP, WE

Table 8 : Summary of ANOVA

6.5.3 Summary of Coefficients

Based on table 9 below, it can be measured that the work performance, work
environment and work behavior are significant with the effectiveness of work from home.
Firstly for the work performance, the dependent variable increases by 0.176 units. For work
environment, it increase by 0.123 units for dependent variable value and 0.131 units for work
behavior.
The standard error for unstandardized beta (SE B) is represented by the symbol. The
standard deviation for a mean is similar to this figure. The regression line's values become
more spread out as the amount increases. The further amounts are separated from each other,
the less probable it is that significance will be discovered.

Table 9 : Correlation Coefficient from SPSS

Value Result
 0.05-0.001 Insignificant
0 Significant
-0.05-(-0.001) Non-significant
Table 10 : Coefficient Scale Table

6.6 Scatterplot Graph

Figure 1 : Illustration of ScatterPlot

Figure 1 shows how scatterplot graph being measured. There are three types of
correlation which is positive correlation, negative correlation and no correlation. Positive
correlation as one variable increases so does the other. Negative correlation as one variable
increases, the other decreases. Lastly no correlation when there is no apparent relationship
between the variables.

6.6.1 Work Performance

 Graph 1 : Work Performance

Graph 1 shows the relationship between work performance and effectiveness work
from home. When the relationship between variables which is work performance and
effectiveness of work from home are closer, the dot will slightly meet. Based on the graph
above, the linear regression is 0.102.

6.6.2 Work Environment

 Graph 2 : Work Environment

Graph 2 shows the relationship between work environment and effectiveness work
from home. When the relationship between variables which is work environment and
effectiveness of work from home are closer, the dot will slightly meet. Based on the graph
above, the linear regression is 0.092.

6.6.3 Work Behaviour

 Graph 3 : Work Behavior

Graph 3 shows the relationship between work behaviour and effectiveness work from
home. When the relationship between variables which is work behaviour and effectiveness of
work from home are closer, the dot will slightly meet. Based on the graph above, the linear
regression is 0.089.

6.7 Hypothesis Testing

6.7.1 Summary of Hypothesis Test

Hypothesis Significant Correlation Relationship Conclusion

value (p- Coefficient Strong
value)
H Work performance
1 has significant
positive impact on 0.000 0.320 Moderated Accepted
effectiveness of work
from home.
H Work environment
2 has a significant
positive impact on 0.000 0.303 Moderated Accepted
effectiveness of work
from home.
H Work behavior has a
3 significant positive
impact on 0.000 0.299 Low Accepted
 effectiveness of work
from home.
Table 11 : Hypothesis Test

Based on table 11 above, the significant value (p-value) is 0.000 (reported as p<0.001),
that is less than 0.05 and can be considered statistically significant. The correlation
coefficient for first independent variable is 0.320, and it is a moderated relationship. The
relationship between work performance and effectiveness of work from home are positive
and it is accepted. Second hypothesis for work environment and effectiveness of work from
home is moderated and the p-value (0.000). The value of correlation coefficient is 0.303
which is a moderated relationship and accepted. Last hypothesis for p-value of work behavior
and the dependent variable is 0.000, but the correlation coefficient value is low which is
0.299 but still positive and can be accepted.

6.8 SEM Development Prediction Model

Figure 2 : Direct Path Coefficient and R²

Model Analysis
 The initial model showed a direct relationship between job effectiveness, work
environment and also work behavior. At the p-value of 0.000, based on figure 2, all variables
are significant with the path coefficient at 0.214, 0.165 and 0.153. The highest path value was
0.214 of the relationship between effectiveness of work from home and job effectiveness.
The items in the effectiveness work from home that contribute the most to the highest
relationship are WFH5, WFH4 and WFH3. The models had :
i. A direct path work performance to effectiveness of work from home
ii. A direct path work environment to effectiveness of work from home.
iii. A direct path work behavior to effectiveness of work from home.

7.0 Discussion

In revealing the basic or descriptive data, this study contained 54.6 percent of males
and 45.5 percent of females. 88.8 percent are from age 22-25 years and 1.2 percent from age
group 26-30 years old. The academic programme are divided into Management and
Entrepreneurship (35.2 %), Tourism Planning and Development (14.1%), International
Business (11%), Marketing (9.8%) and Islamic Finance (9.5%). Researchers manage to
conduct work from home as internship to test the reliability of the questions. The Cronbach's
alpha value is 0.681, which indicates a high level of internal consistency for the Likert scale
questions. Through this test, items showed high correlation values because of the high
reliability. Thus, calculating the reliability coefficient, the research instrument reliability level
has been identified. The researchers tried to find out the impact while working at home and
also to figure out the most common challenges faced by WFH employees during COVID-19
pandemic.

7.1 Work Performance

In the line with the above findings, employees’ mental toward to effectiveness of work
from home which is work performance. The studies that have dealt with the working
conditions as a factor of work performance shows that employees prefer working conditions
which are not dangerous and unpleasant (Robbins, 1998). They like working conditions
which are similar to the conditions that they have in their homes. Furthermore, researches
have shown a link between working conditions and job satisfaction (Brill et al., 2001;
Newsham et al., 2004; Finnegan and Solomon, 1981; Leather, et al., 1998, Veitch et al.,
2005; Newsham et al., 2009; Kinzl et al., 2005).

7.2 Work Environment

Based on the results in this study, these results support other research linking
empowerment to positive work environments (Laschinger, 2008; Manojlovich & DeCicco,
2007; Purdy et al., 2010). Our findings also show that both empowerment and work
environment were strong predictors of work from home. Factors that best predicted work
from home were a dimension of the work environment (performance, leadership and support
from the manager). These results support previous research linking empowerment and work
environment to job satisfaction (Choi, Cheung, & Pang, 2012; Gunnarsdòttir et al., 2009;
Laschinger, 2008; Manojlovich & Laschinger, 2007).

7.3 Work Behavior

Based on the results in this study, in the same context, self-efficacy will lead individual
to organize and execute their task in the workplace. Thus, civil servants have better vision
and goals in their career and contribute to better performance at the workplace. In the other
study by Go, (2016) stated the focus on major failures and dark side of work from home, the
cultural differences faced during webinars by the employees. Work from home creates a big
gap in communication between superior and the subordinates. However, that are now more
essential than ever for employees to remain connected to the objectives, mission and vision
of the organization.

8.0 Conclusion

The focus of this study was to determine the effectiveness work from home as
internship’s student of Universiti Kuala Lumpur Business School. Three (3) variables have
been analyzed in this study: work performance, work environment and work behavior to
measure the relationship on effectiveness of working from home. This research used theory
reasoned action as the theoretical base and reveals the significant effects of work
performance, work environment and work behavior. It can be said that the work performance
of work from home could affect the work environment. Overall, the hypothesis is equally
accepted. It shows that the Universiti Kuala Lumpur Business School students are aware of
the factors that we are investigating, consisting of work performance, work environment and
work behavior.
To conclude, work from home can be measured based on their work performance, work
environment and work behavior by internship’s student of Universiti Kuala Lumpur Business
School. The students have a different perception in terms of job effectiveness, work
environment and job behavior Based on data collection, it can be said that personality is the
essential part that they should focus on. Furthermore, work behavior and work environment
also play an important part in students’ development in Unikl Business School. Therefore, it
is suggested that future job should consider other variables to develop a more comprehensive
working from home at any company. Re-structured and elaborate on the theory or
framework, give a talk in the study. Future research can look at the impacts of a specific
event, the emergence of a new theory or evidence, or other recent research problems.
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10.0 Appendix

The Effectiveness of Work from Home as Internship during COVID19

Our research purpose is to identify the effectiveness of work from home as internship
during COVID19 among internship’s student from University of Kuala Lumpur Business
School. We are seeking for your cooperation and support to answer our questionnaire. This
questionnaire will take around 5 minutes to complete the answer. Your respond in this
questionnaire will be strictly treated as confidential and will be used for the research
purpose only.
INSTRUCTION
This questionnaire has 3 sections: Section A, Section B and Section C. Section A is about
demographic. Section B is part of the independent variable, and Section C is part of the
dependent variable.
Thank you for answering this survey.

SECTION A: DEMOGRAPHIC

GENDER
MALE
FEMALE

AGE
18-21 years
old
22-25 years
old
26-30 years
old
 31 years old
and above

ACADEMIC PROGRAM
Accounting
Marketing
Management and Entrepreneurship
Tourism Planning & Development
Islamic Finance
International Business

SECTION B:
Instruction: Tick only ONE option for each question below.

WORK PERFORMANCE (WP)

I spent all day at home during my work
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree

I always communicate with other people remotely for my work

Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree

I never experienced to do any physical travel at all during my internship

Strongly disagree
Disagree
Neutral
Agree
Strongly agree

My company gives me the freedom to arrange my schedule

Strongly disagree
Disagree
Neutral
Agree
Strongly agree
I can work more efficiently because I do not need to travel to the
office
Strongly disagree
Disagree
Neutral
Agree
Strongly agree

I work from home, I am able to complete my job duties with little

difficulty.
Strongly disagree
Disagree
Neutral
Agree
Strongly agree

WORK ENVIRONMENT (WE)

My work environment is fully shared with family members or other people who
are not my co-workers
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree

I have the freedom to personally arrange my workspace without the

intervention of my company
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree

My work relies on Internet Connection

Strongly disagree
Disagree
Neutral
Agree
Strongly agree

I have freedom to have my own space while work

 from home
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree

My company allows me to work independently without

supervision
Strongly disagree
Disagree
I work from home, I have completed all of my responsibilities in accordance with my
Neutral
company's main performance metrics.
Agree
Strongly disagree
Strongly
Disagreeagree
Neutral
Agree
Strongly agree

WORK BEHAVIOUR (WB)

I am consent to carry out my duties without
jeopardizing my health due to COVID-19
Strongly disagree
Disagree
Neutral
Agree
Strongly agree

Although the economy is down and many people are losing their jobs due to the
COVID-19 pandemic, I am consent with being adequately recognized for my work
Strongly disagree
Disagree
Neutral
Agree
Strongly agree

During the Covid-19, I am pleased to earn my internship

allowance
Strongly disagree
Disagree
Neutral
Agree
Strongly agree

My company gives me allowance while staying safe from of

COVID-19
 Strongly disagree
Disagree
Neutral
Agree
Strongly agree

My company hire me as internship while the economy is down and many people are losing
their jobs
Strongly Disagree
Disagree
Neutral
Agree
Strongly Agree

My job gives me the chance to grow myself during the COVID-19

crisis
Strongly disagree
Disagree
Neutral
Agree
Strongly agree

SECTION C: DEPENDENT VARIABLE

Instruction: Below is the question regarding the effectiveness of work from home as
internship during COVID19 among internship’s student in Universiti Kuala Lumpur Business
School. Kindly indicate to what level you agree or disagree with the following statements by
choosing the answer representing your opinion.
Please tick (/) only one answer for each of the items.

I am enjoyed working from

home
Strongly
disagree
Disagree
Neutral
Agree
Strongly agree

Working through online improve my communication

skills
Strongly disagree
Disagree
Neutral
Agree
Strongly agree

I am satisfied with my work-learning

skills
Strongly
disagree
Disagree
Neutral
Agree
Strongly agree

I have acquired more knowledge by working from

home
Strongly disagree
Disagree
Neutral
Agree
Strongly agree

Work from home improve my

creativity
Strongly disagree
Disagree
Neutral
Agree
Strongly agree

Internship work from home will be useful for my future

career
Strongly disagree
Disagree
Neutral
Agree
Strongly agree