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Work from home (or remote working) has become the new normal ever since the pandemic hit the world. This new normal, which represents the unison of social and technical assemblage, has been used as a backdrop in the study to explore the nature of employee job behaviour and its impact on job satisfaction. The sample consisted of employees who are working remotely from their homes in the information technology sector. The Cronbach alpha of the questionnaire was found to be .862. The results indicate that dimensions of employee job behaviour like enhanced work association, need for interaction for information exchange, and increased work responsibility were found to be highly correlated in the backdrop of work from home. Further, employee job behaviour was found to be significantly impacting job satisfaction of employees in the backdrop of work from home.

There is a paradigm shift amongst the organizations post the pandemic with the emergence of digital workplaces which resonate virtual settings rather than physical settings at work which have implications on work–life balance among employees. The research in past have mostly explored the ways in which digital workplaces have changed the skills desired by employers for organizational effectiveness. However, the current research has tried to foster a holistic understanding of the challenges in digital work places and the specific job skills that enable to handle digital work–life challenges for employee effectiveness. The article provides the problem and solution under a singular umbrella, providing an anchor for human resource professionals to embrace changes in people process management with the rise of digital workplaces. The study has deployed a sequential mixed method approach to conduct the study. In the first phase an in-depth qualitative inquiry was conducted to explore digital work–life challenges through interviews conducted with practicing managers in IT industry from North India. In the second phase of the study an empirical model was developed to validate the specific job skills that impact digital work–life challenges using structural equation modelling (SEM). The empirically tested model indicated that stress tolerance and communication prowess were the two most important predictors of managing digital work–life challenges. Ability to adjust on the other hand, emerged as a mediating factor between uncertainty management and communication prowess. The model highlights the socio-technical arrangements that can be explored by practitioners in Industry for an effective digital work–life balance and effectiveness.