Mazzei Alessandra, Ravazzani Silvia, Butera Alfonsa, Conti Sara, Fisichella Chiara
Department of Business, Law, Economics and Consumer Behavior "Carlo A. Ricciardi", Università IULM, Milan, Italy.
Front Psychol. 2023 Jan 5;13:987976. doi: 10.3389/fpsyg.2022.987976. eCollection 2022.
This study focuses on one of the most impacted human aspects of digital transformation in contemporary organizations: the development of the affective commitment of newcomers in hybrid work contexts. Specifically, this study addresses a research gap related to the factors that influence the affective commitment of newcomers in hybrid work contexts. First, it investigates the role of two drawbacks of the remote component of hybrid work contexts inhibiting affective commitment: workplace social isolation and technostress. Second, it explores the role of two factors that were previously investigated in in-presence contexts and proved to enhance affective commitment: perceived organizational support and perceived supervisor support. Moreover, this study considers the possible mediating role of newcomer adjustment, intended as a proximal outcome of successful onboarding and an antecedent of newcomer affective commitment. In order to examine enhancing and inhibiting factors and the mediating role of newcomer adjustment, a quantitative study was carried out involving newcomers who began to work in their current organization after January 2021 and who still do remote work at least 1 day a week. Results confirm the inhibiting role of workplace social isolation and the enhancing role of perceived organizational support and perceived supervisor support on affective commitment in hybrid work contexts. Furthermore, they support the mediating role of newcomer adjustment in the relationship between workplace social isolation and affective commitment. While contributing to theory advancement in understanding newcomer affective commitment in current hybrid work contexts, these results also suggest important managerial implications in the field of human resources management, specifically the need to pay greater attention to strategies devoted to increasing newcomers' perception of organizational and supervisor support.
混合工作环境中新员工情感承诺的发展。具体而言，本研究填补了与影响混合工作环境中新员工情感承诺的因素相关的研究空白。首先，它调查了混合工作环境中远程工作部分抑制情感承诺的两个弊端的作用：工作场所的社会隔离和技术压力。其次，它探讨了两个先前在现场环境中进行过研究且被证明能增强情感承诺的因素的作用：感知到的组织支持和感知到的上级支持。此外，本研究考虑了新员工适应的可能中介作用，新员工适应被视为成功入职的近期结果以及新员工情感承诺的前因。为了检验增强和抑制因素以及新员工适应的中介作用，我们进行了一项定量研究，研究对象是2021年1月之后开始在其当前组织工作且每周至少仍有1天远程工作的新员工。结果证实了工作场所社会隔离在混合工作环境中对情感承诺的抑制作用，以及感知到的组织支持和感知到的上级支持对情感承诺的增强作用。此外，结果还支持了新员工适应在工作场所社会隔离与情感承诺之间关系中的中介作用。这些结果在推动理解当前混合工作环境中新员工情感承诺的理论发展的同时，也在人力资源管理领域提出了重要的管理启示，特别是需要更加关注致力于提高新员工对组织和上级支持感知的策略。
