Department of Psychology, University of Georgia.
Department of Psychology, University of South Florida.
J Appl Psychol. 2021 Oct;106(10):1466-1482. doi: 10.1037/apl0000970.
Given the huge increase in remote work that has accompanied the Coronavirus disease (COVID-19) pandemic, understanding predictors of performance and wellbeing among remote workers has never been more timely. Effective communication is commonly cited as key to remote worker success, yet communication variables are rarely incorporated into remote work research. In the present study, we examined the relationship between communication frequency, communication quality, and supervisor-set communication expectations with daily job performance and burnout in an occupationally-diverse sample of employees. We used an experience sampling design and our hypotheses were tested with data collected over a 4-week period with a sample of 471 employees who shifted to full-time remote work due to COVID-19. Results indicated that daily communication quality was associated with daily performance and burnout. In addition, the extent to which supervisors established expectations about communication practices (e.g., expected response times to email) at the onset of the transition to remote work was positively associated with performance, but not burnout. Task interdependence was also tested as a moderator. Task interdependence moderated the relationship between communication quality and performance, such that the relationship was stronger when task interdependence was higher than when it was lower. Task interdependence also moderated the relationship between supervisor-set expectations and performance such that the relationship was stronger when task interdependence was lower than when it was higher. Expected curvilinear relationships between communication frequency and outcomes were not detected. Based on our findings, we provide recommendations for practice and future research. (PsycInfo Database Record (c) 2021 APA, all rights reserved).
鉴于伴随冠状病毒病 (COVID-19) 大流行而出现的远程工作大幅增加，了解远程工作者的绩效和幸福感的预测因素从未如此及时。有效的沟通通常被认为是远程工作者成功的关键，但沟通变量很少被纳入远程工作研究中。在本研究中，我们研究了在职业多样化的员工样本中，沟通频率、沟通质量和主管设定的沟通期望与日常工作绩效和倦怠之间的关系。我们使用了经验抽样设计，我们的假设是通过对因 COVID-19 而转为全职远程工作的 471 名员工进行为期 4 周的收集数据进行测试的。结果表明，每日沟通质量与每日绩效和倦怠有关。此外，主管在向远程工作过渡开始时对沟通实践（例如，期望电子邮件的回复时间）建立期望的程度与绩效正相关，但与倦怠无关。任务相互依存关系也被测试为一个调节变量。任务相互依存关系调节了沟通质量与绩效之间的关系，当任务相互依存关系较高时，这种关系更强。任务相互依存关系也调节了主管设定的期望与绩效之间的关系，当任务相互依存关系较低时，这种关系更强。未检测到沟通频率与结果之间的预期曲线关系。根据我们的发现，我们为实践和未来的研究提供了建议。（PsycInfo 数据库记录（c）2021 APA，保留所有权利）。
