Hong Jon-Chao, Petsangsri Sirirat, Cui Yuting
Institute for Research Excellence in Learning Science, National Taiwan Normal University, Taipei City, Taiwan.
Department of Industrial Education, King Mongkut's Institute of Technology Ladkrabang, Bangkok, Thailand.
Front Psychol. 2021 Dec 20;12:764953. doi: 10.3389/fpsyg.2021.764953. eCollection 2021.
Remote work has become the most popular approach during the COVID-19 lockdown; however, remote work engagement is an issue which creates challenges for human resource management. Some individuals engage in work no matter how difficult the job is, but some people's minds wander, no matter how simple the job is. To address this issue, this study drew on trait activation theory, which indicates that one's positive disposition may affect one's turnover intention mediated by work engagement, to formulate a research model to test the associations among R&D professionals. Questionnaires were distributed to R&D professionals working in China information and communication technology (ICT) through several Instant Message groups. In total, 386 valid questionnaires were collected for confirmatory factor analysis with structural equation modeling to verify the research model. The study found that positive affect can positively predict three types of remote work engagement: the cognitive, emotional, and behavioral engagement of R&D personnel. All three types of remote work engagement of R&D personnel can negatively predict their turnover intention. The results suggest that if human resource managers working in the ICT industry want to reduce the turnover intention rate of R&D workers under pressure from COVID-19, they should enhance workers' remote engagement by selecting R&D workers with a high level of positive affect.
远程工作已成为新冠疫情封锁期间最流行的工作方式；然而，远程工作投入是一个给人力资源管理带来挑战的问题。有些人无论工作多么困难都会投入工作，但有些人无论工作多么简单都会走神。为解决这一问题，本研究借鉴特质激活理论，该理论表明一个人的积极特质可能通过工作投入影响其离职意愿，据此构建了一个研究模型来检验研发专业人员之间的关联。通过几个即时通讯群组向在中国信息通信技术（ICT）领域工作的研发专业人员发放问卷。共收集到386份有效问卷，用于通过结构方程模型进行验证性因素分析，以验证研究模型。研究发现，积极情绪能够正向预测三种类型的远程工作投入：研发人员的认知投入、情感投入和行为投入。研发人员的这三种远程工作投入均能负向预测他们的离职意愿。结果表明，如果信息通信技术行业的人力资源经理想要在新冠疫情压力下降低研发人员的离职意愿率，他们应该通过选拔具有高度积极情绪的研发人员来提高员工的远程工作投入。
