Ma Lu, Zheng Yunjian, Wei Ye
School of Management, Guangxi Minzu University, Nanning, China.
School of Management, Minzu University of China, Beijing, China.
Front Psychol. 2023 Jun 12;14:1110108. doi: 10.3389/fpsyg.2023.1110108. eCollection 2023.
Drawing on the Job Demands-Resources (JD-R) model, this study aims to explore how telecommuting affects employee' work engagement, and consider how perceived supervisor support moderates this effect.
DESIGN/METHODOLOGY/APPROACH: A time-lagged study was conducted on 286 employees from four enterprises in southern China.
The results showed that telecommuting both decreased work engagement by triggering work-family conflict and enhanced work engagement by increasing job autonomy. In addition, perceived supervisor support enhanced the positive direct effect of telecommuting on job autonomy and the indirect effect on employee' work engagement, while perceived supervisor support weakened the negative direct effect of telecommuting on work-family conflict and the indirect effect on employee' work engagement.
ORIGINALITY/VALUE: This study enrich the literature on telecommuting and employee engagement, and emphasize the importance of perceived supervisor support in this context. Additionally, this study provides some practical implications for companies to adapt and manage telecommuting.
本研究借鉴工作需求-资源（JD-R）模型，旨在探讨远程办公如何影响员工的工作投入，并考虑上级支持感知如何调节这种影响。
设计/方法/途径：对中国南方四家企业的286名员工进行了一项时间滞后研究。
结果表明，远程办公既通过引发工作-家庭冲突降低了工作投入，又通过增加工作自主性提高了工作投入。此外，上级支持感知增强了远程办公对工作自主性的正向直接效应以及对员工工作投入的间接效应，而上级支持感知减弱了远程办公对工作-家庭冲突的负向直接效应以及对员工工作投入的间接效应。
原创性/价值：本研究丰富了关于远程办公和员工敬业度的文献，并强调了在这种背景下上级支持感知的重要性。此外，本研究为公司适应和管理远程办公提供了一些实际启示。
