How internal listening inspires remote employee engagement: examining the mediating effects of perceived organizational support and affective organizational commitment

IF 3.1 Q1 COMMUNICATION Journal of Communication Management Pub Date : 2024-06-20 DOI:10.1108/jcom-11-2023-0117
Yufan Sunny Qin
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Abstract

Purpose

Even though remote work has been around for years and COVID-19 has rapidly increased its prevalence among organizations, research on remote employee engagement is limited. Informed by social exchange theory and social support theory, the purpose of the current study is to examine how internal listening, including both organizational and supervisory listening, influences remote employee engagement and the mediating role of remote employees perceived organizational supportiveness and affective organizational commitment.

Design/methodology/approach

Using survey as the research method, the study recruited full-time employees who fully work remotely in the United States of America. The data were collected in early December 2021, and a total of 527 complete and valid responses were used for data analysis. Structural equation modeling (SEM) was used to test the study hypotheses.

Findings

The results showed that both organizational and supervisory listening had an indirect effect on remote employee engagement by strengthening their perceived organizational support and affective organizational commitment. Both organizational listening and supervisory listening could make remote employees feel they are supported by the organization. However, only supervisory listening had a significant direct impact on remote employees' affective commitment to the organization.

Originality/value

This study is among the first that examines the importance of listening in motivating employee engagement in the context of remote work. The findings showcase the communication functions, from the aspect of organizational and leadership listening, in inspiring the remote workforce. Moreover, this study contributes to the understanding of listening as a pivotal force in driving employees' positive emotional and relational outcomes when they work remotely.

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内部倾听如何激发远程员工的参与:研究感知组织支持和情感组织承诺的中介效应
目的尽管远程工作已经存在多年,而且 COVID-19 在组织中的普及率也迅速提高,但有关远程员工敬业度的研究却十分有限。在社会交换理论和社会支持理论的指导下,本研究旨在探讨内部倾听(包括组织倾听和上级倾听)如何影响远程员工敬业度,以及远程员工感知到的组织支持度和情感性组织承诺的中介作用。设计/方法/途径本研究以调查作为研究方法,招募了在美国完全远程工作的全职员工。数据收集于 2021 年 12 月初,共有 527 份完整有效的答卷用于数据分析。研究结果表明,组织倾听和上司倾听都能加强员工感知到的组织支持和情感组织承诺,从而间接影响远程员工的参与度。组织倾听和监督倾听都能让远程员工感觉到他们得到了组织的支持。原创性/价值 本研究是首次研究倾听在远程工作背景下激励员工参与的重要性。研究结果从组织和领导倾听的角度展示了沟通在激励远程员工方面的功能。此外,本研究还有助于人们理解倾听是推动员工在远程工作时取得积极情感和关系成果的关键力量。
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来源期刊
CiteScore
5.40
自引率
6.50%
发文量
29
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