{"title":"在远程工作环境中,领导者的激励性语言通过关联性对员工幸福感的影响","authors":"Eugene Lee, Renee Mitson, Hao Xu","doi":"10.1108/jcom-02-2024-0038","DOIUrl":null,"url":null,"abstract":"<h3>Purpose</h3>\n<p>The purpose of this study is to investigate the impact of leaders’ use of motivational language on psychological relatedness and its effect on employee well-being in flexible and remote working conditions.</p><!--/ Abstract__block -->\n<h3>Design/methodology/approach</h3>\n<p>A survey among 375 full-time working professionals in the US was conducted with varying frequencies of remote work arrangements. For the analysis, we used a series of PROCESS analyses to examine the moderating effect of leaders’ motivational language use on the relationship between participants’ remote work status and relatedness, with employee well-being as the dependent variable.</p><!--/ Abstract__block -->\n<h3>Findings</h3>\n<p>The findings revealed a significant moderating effect of leaders’ perlocutionary (direction-giving) language use on the relationship between employees’ remote work status and relatedness. Specifically, the relationship between remote work status and relatedness was stronger when the use of perlocutionary (direction-giving) language gradually increased. Such enhanced relatedness, in turn, generated higher satisfaction and psychological well-being. The study shows the strategic advantage of direction-giving language in enhancing relatedness, thereby contributing to higher levels of employee satisfaction and psychological well-being in remote work environments.</p><!--/ Abstract__block -->\n<h3>Originality/value</h3>\n<p>The originality of this article lies in its integration of motivational language theory and self-determination theory to explore the well-being of employees within flexible and remote work status. Furthermore, we conceptualize remote work as a continuous variable with different degrees of flexibility, ranging from occasional telecommuting to fully remote work, allowing for a nuanced understanding of how leaders’ use of motivational language interacts with varying levels of remote work arrangements to influence employee well-being.</p><!--/ Abstract__block -->","PeriodicalId":51660,"journal":{"name":"Journal of Communication Management","volume":null,"pages":null},"PeriodicalIF":3.1000,"publicationDate":"2024-09-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"The influence of leaders’ motivational language on employee well-being through relatedness in remote work environments\",\"authors\":\"Eugene Lee, Renee Mitson, Hao Xu\",\"doi\":\"10.1108/jcom-02-2024-0038\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"<h3>Purpose</h3>\\n<p>The purpose of this study is to investigate the impact of leaders’ use of motivational language on psychological relatedness and its effect on employee well-being in flexible and remote working conditions.</p><!--/ Abstract__block -->\\n<h3>Design/methodology/approach</h3>\\n<p>A survey among 375 full-time working professionals in the US was conducted with varying frequencies of remote work arrangements. For the analysis, we used a series of PROCESS analyses to examine the moderating effect of leaders’ motivational language use on the relationship between participants’ remote work status and relatedness, with employee well-being as the dependent variable.</p><!--/ Abstract__block -->\\n<h3>Findings</h3>\\n<p>The findings revealed a significant moderating effect of leaders’ perlocutionary (direction-giving) language use on the relationship between employees’ remote work status and relatedness. Specifically, the relationship between remote work status and relatedness was stronger when the use of perlocutionary (direction-giving) language gradually increased. Such enhanced relatedness, in turn, generated higher satisfaction and psychological well-being. The study shows the strategic advantage of direction-giving language in enhancing relatedness, thereby contributing to higher levels of employee satisfaction and psychological well-being in remote work environments.</p><!--/ Abstract__block -->\\n<h3>Originality/value</h3>\\n<p>The originality of this article lies in its integration of motivational language theory and self-determination theory to explore the well-being of employees within flexible and remote work status. Furthermore, we conceptualize remote work as a continuous variable with different degrees of flexibility, ranging from occasional telecommuting to fully remote work, allowing for a nuanced understanding of how leaders’ use of motivational language interacts with varying levels of remote work arrangements to influence employee well-being.</p><!--/ Abstract__block -->\",\"PeriodicalId\":51660,\"journal\":{\"name\":\"Journal of Communication Management\",\"volume\":null,\"pages\":null},\"PeriodicalIF\":3.1000,\"publicationDate\":\"2024-09-10\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Journal of Communication Management\",\"FirstCategoryId\":\"1085\",\"ListUrlMain\":\"https://doi.org/10.1108/jcom-02-2024-0038\",\"RegionNum\":0,\"RegionCategory\":null,\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"Q1\",\"JCRName\":\"COMMUNICATION\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Journal of Communication Management","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.1108/jcom-02-2024-0038","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"Q1","JCRName":"COMMUNICATION","Score":null,"Total":0}
The influence of leaders’ motivational language on employee well-being through relatedness in remote work environments
Purpose
The purpose of this study is to investigate the impact of leaders’ use of motivational language on psychological relatedness and its effect on employee well-being in flexible and remote working conditions.
Design/methodology/approach
A survey among 375 full-time working professionals in the US was conducted with varying frequencies of remote work arrangements. For the analysis, we used a series of PROCESS analyses to examine the moderating effect of leaders’ motivational language use on the relationship between participants’ remote work status and relatedness, with employee well-being as the dependent variable.
Findings
The findings revealed a significant moderating effect of leaders’ perlocutionary (direction-giving) language use on the relationship between employees’ remote work status and relatedness. Specifically, the relationship between remote work status and relatedness was stronger when the use of perlocutionary (direction-giving) language gradually increased. Such enhanced relatedness, in turn, generated higher satisfaction and psychological well-being. The study shows the strategic advantage of direction-giving language in enhancing relatedness, thereby contributing to higher levels of employee satisfaction and psychological well-being in remote work environments.
Originality/value
The originality of this article lies in its integration of motivational language theory and self-determination theory to explore the well-being of employees within flexible and remote work status. Furthermore, we conceptualize remote work as a continuous variable with different degrees of flexibility, ranging from occasional telecommuting to fully remote work, allowing for a nuanced understanding of how leaders’ use of motivational language interacts with varying levels of remote work arrangements to influence employee well-being.