Deschênes Andrée-Anne
Department of administrative sciences, Université du Québec à Rimouski (UQAR), campus de Lévis, 1595, boulevard Alphonse-Desjardins, Suite 2084, Lévis, Canada.
Eur Rev Appl Psychol. 2023 Mar;73(2):100823. doi: 10.1016/j.erap.2022.100823. Epub 2022 Nov 1.
The COVID-19 pandemic has abruptly and profoundly changed the way people interact with their organization, their colleagues and their supervisor.
This study assesses the effects of telework-induced professional isolation due to the pandemic. Drawing on organizational support theory, this study examines the relationship between professional isolation and satisfaction with the telework experience and affective organizational commitment during mandatory teleworking caused by the COVID-19 crisis. It does so by focusing on the moderating role of perceived organizational and supervisor support in these relations.
Data was collected via self-reported survey questionnaires from 728 pandemic teleworkers from various industry sectors in Quebec during the COVID-19 crisis. The study's hypotheses were tested using structural equation modeling (SEM), and moderation effects were probed with the Johnson-Neyman technique.
The results reveal that professional isolation negatively affects satisfaction with the telework experience, but does not affect affective organizational commitment. The relationship between satisfaction with telework and professional isolation was moderated by perceived organizational support, and the relationship between affective organizational commitment and professional isolation was moderated by perceived supervisor support.
This study expands the organizational support theory by examining perceived organizational and supervisor support during a crisis as a counterbalance to a challenging social and organizational climate that has led to professional isolation. The implications of the findings as well as future directions for research on professional isolation and telework are discussed.
新冠疫情突然且深刻地改变了人们与所在组织、同事及上级的互动方式。
本研究评估疫情期间远程工作导致的职业孤立的影响。基于组织支持理论，本研究考察在新冠危机引发的强制远程工作期间，职业孤立与远程工作体验满意度及情感组织承诺之间的关系。研究通过关注感知到的组织支持和上级支持在这些关系中的调节作用来实现这一目的。
在新冠危机期间，通过自填式调查问卷从魁北克不同行业的728名疫情期间远程工作者中收集数据。使用结构方程模型（SEM）对研究假设进行检验，并采用约翰逊 - 内曼技术探究调节效应。
结果显示，职业孤立对远程工作体验满意度有负面影响，但对情感组织承诺没有影响。感知到的组织支持调节了远程工作满意度与职业孤立之间的关系，感知到的上级支持调节了情感组织承诺与职业孤立之间的关系。
本研究通过考察危机期间感知到的组织支持和上级支持，作为对导致职业孤立的具有挑战性的社会和组织氛围的一种平衡，扩展了组织支持理论。讨论了研究结果的意义以及职业孤立和远程工作未来的研究方向。
