Employee isolation and telecommuter organizational commitment

IF 2.7 3区 管理学 Q2 INDUSTRIAL RELATIONS & LABOR Employee Relations Pub Date : 2020-02-12 DOI:10.1108/er-06-2019-0246
Wendy Wang, L. Albert, Qinqin Sun
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引用次数: 53

Abstract

In light of the increasing popularity of telecommuting, this study investigates how telecommuters' organizational commitment may be linked to psychological and physical isolation. Psychological isolation refers to feelings of emotional unfulfillment when one lacks meaningful connections, support, and interactions with others, while physical isolation refers to physical separation from others.,An online survey was used to collect data from 446 employees who telecommute one or more days per week.,The results of this study indicate that telecommuters' affective commitment is negatively associated with psychological isolation, whereas their continuance commitment is positively correlated with both psychological and physical isolation. These findings imply that telecommuters may remain with their employers due to perceived benefits, a desire to conserve resources such as time and emotional energy, or weakened marketability, rather than emotional connections to their colleagues or organizations.,Organizations wishing to retain and maximize the contributions of telecommuters should pursue measures that address collocated employees' negative assumptions toward telecommuters, preserve the benefits of remote work, and cultivate telecommuters' emotional connections (affective commitment) and felt obligation (normative commitment) to their organizations.,Through the creative integration of the need-to-belong and relational cohesion theories, this study contributes to the telecommuting and organizational commitment literature by investigating the dynamics between both psychological and physical isolation and telecommuters' organizational commitment.
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员工孤立和远程办公的组织承诺
鉴于远程办公的日益普及,本研究调查了远程办公者的组织承诺如何与心理和身体隔离联系起来。心理孤立指的是缺乏与他人有意义的联系、支持和互动时的情感不满足感,而身体孤立指的是与他人的身体分离。一项在线调查收集了446名每周有一天或多天远程办公的员工的数据。本研究结果表明,远程办公者的情感承诺与心理隔离呈负相关,而持续承诺与心理隔离和身体隔离均呈正相关。这些发现表明,远程办公者留在雇主身边,可能是出于对利益的感知,是为了节省时间和情感等资源,或者是为了削弱市场竞争力,而不是为了与同事或组织建立情感联系。希望保留和最大化远程工作者贡献的组织应该采取措施,解决员工对远程工作者的负面假设,保留远程工作的好处,培养远程工作者对组织的情感联系(情感承诺)和感觉义务(规范承诺)。本研究通过创造性地整合归属感需求理论和关系凝聚力理论,探讨了心理和身体隔离与远程办公者组织承诺之间的动态关系,为远程办公和组织承诺的文献贡献了一份力量。
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来源期刊
Employee Relations
Employee Relations Multiple-
CiteScore
6.50
自引率
8.80%
发文量
69
期刊介绍: ■Communication, participation and involvement ■Developments in collective bargaining ■Equal opportunities ■Health and safety ■HRM ■Industrial relations and employment protection law ■Industrial relations management and reform ■Organizational change and people ■Personnel and recruitment ■Quality of working life
期刊最新文献
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