元 COVID-19 时代的远程员工工作绩效:来自希腊的证据

Kleanthis Konstantinos Katsaros
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引用次数: 0

摘要

目的 通过借鉴互惠规范和员工敬业度理论,本研究旨在探讨工作场所特征(如个人、工作、群体和组织层面)对远程员工工作绩效(即任务、适应性和主动性)的影响,并研究工作敬业度的潜在作用。研究于 2022 年 9 月至 2022 年 12 月进行。首先,364 名专门从事远程工作的员工填写了调查问卷,调查与工作相关的特征(即变革自我效能感、工作自主性和感知组织支持(POS))以及他们的工作参与度。因此,他们的主管对他们的工作表现进行了评估。研究结果表明,变革自我效能感、工作自主性、上司支持和组织支持对员工的工作投入度有积极影响,工作投入度在变革自我效能感、上司支持、组织支持和员工工作绩效(即任务绩效和适应绩效)之间起中介作用。实践意义研究结果表明,如果组织能够通过为员工提供必要的条件和支持(即个人、团体和组织层面)来积极影响员工的工作投入度,那么他们就有可能在变化和复杂的时代提高工作绩效。原创性/价值研究结果为我们提供了关于工作场所特征和工作投入度如何在动荡时期影响员工绩效的新见解。本研究的独创性在于,研究发现员工的工作投入在变革自我效能感、上级支持、组织支持和员工工作绩效(即任务绩效和适应绩效)之间起到了中介作用。此外,本研究专门针对远程员工,并且是在元冠状病毒 2019(COVID-19)时代进行的。
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Remote employee work performance in the meta COVID-19 era: evidence from Greece

Purpose

By drawing on the reciprocity norm and the employee engagement theory, the aim of this study is to investigate the influence of workplace characteristics (e.g. individual, job, group and organizational levels) on remote employee work performance (i.e. task, adaptive and proactive) and to examine the potential role of work engagement.

Design/methodology/approach

Data were collected through a phased investigation in a branch of a multinational telecommunication company located in Greece. The research was carried out from September 2022 to December 2022. Firstly, 364 exclusively remote employees completed questionnaires examining work-related characteristics (i.e. change self-efficacy, work autonomy and perceived organizational support (POS)) as well as their work engagement. Consequently, their supervisors evaluated their work performance. The research model was tested with the use of structural equation modeling (SEM).

Findings

The research findings suggest that change self-efficacy, work autonomy, support from supervisors and organizational support positively influence employee work engagement as well as that work engagement mediates the relationship among change self-efficacy, support from supervisors, organizational support and employee work performance (i.e. task and adaptive). Theoretical and practical implications of these findings are discussed.

Practical implications

The results indicate that if organizations manage to influence positively their employees’ work engagement by providing them with the necessary conditions and support (i.e. individual, group and organizational levels), they may increase their work performance in changing and complex times.

Originality/value

The research findings provide new insights into how workplace characteristics and work engagement may influence employee performance during turbulent times. The originality of this study lies in the finding that employees’ work engagement mediates the relationship among change self-efficacy, support from supervisors, organizational support and employee work performance (i.e. task and adaptive). Further, the study refers to exclusively remote employees, and it was conducted in the meta coronavirus 2019 (COVID-19) era.

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来源期刊
CiteScore
7.90
自引率
9.70%
发文量
87
期刊介绍: ■Organisational design and methods ■Performance management ■Performance measurement tools and techniques ■Process analysis, engineering and re-engineering ■Quality and business excellence management Articles can address these topics theoretically or empirically through either a descriptive or critical approach. The co-Editors support articles that significantly bring new knowledge to the area both for academics and practitioners. The material for publication in IJPPM should be written in a manner which makes it accessible to its entire wide-ranging readership. Submissions of highly technical or mathematically-oriented papers are discouraged.
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