COVID-19大流行之外的在家工作和工作场所排斥:感知组织支持的调节作用

IF 4.6 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR International Journal of Manpower Pub Date : 2023-08-14 DOI:10.1108/ijm-01-2023-0022
Said Al Riyami, M. Razzak, A. Al-Busaidi
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引用次数: 0

摘要

目的本研究旨在探讨长时间在家工作是否会导致职场排斥,以及这种关系是否会受到组织支持感的调节。本研究的背景是基于covid -19大流行后的时期,当时大多数组织要么召回员工回到他们的实际工作场所,要么在其他情况下,员工被下放到继续的WFH或将办公室和远程工作结合在一起的混合模式。这项研究的重要性在于,它给那些因持续实施WFH而感到被工作场所排斥的员工带来了关注。设计/方法论/方法通过利用资源节约(COR)理论,开发了一个概念模型。通过从阿曼苏丹国公共和私营部门的不同组织中收集的240名员工的横断面调查数据,对这些假设进行了检验。使用R Core Team软件对数据进行分析。研究结果研究结果显示,身体健康对身体健康没有任何直接影响。然而,当使用POS作为调节因素时,结果表明,在低POS水平下,工作满意度与工作满意度之间的关系变得显著,但在中等到高POS水平时,工作满意度与工作满意度之间的关系并不显著。研究局限性/启示本研究提供了关于工作满意度现象如何可能影响员工被要求继续远程工作而被组织排斥的感觉的见解。而他们的许多同事已经回到了大流行前的工作场所。这些发现的含义与越来越多的关于组织正在引入的新兴工作模式领域的员工体验的文献有关。本研究的局限性之一是可能缺少将WFH与WO联系起来的中介,并且如果在其他文化背景下复制这样的研究可能会产生不同的结果。本研究为管理者提供了利用组织支持的力量来确保员工(如WO)的负面情绪得到缓解的证据。独创性/价值这似乎是第一批试图深入了解大流行后时期员工对工作不平衡的看法的研究之一,特别是关于主要基于工作不平衡的新兴工作安排,这些安排正在被世界各地的许多组织广泛采用。这项研究的结果提供了有用的信息,说明一旦大流行的社交距离指南解除,WFH和POS如何共同影响那些渴望回到正常工作场所的个人的情绪。
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Work from home and workplace ostracism, beyond the COVID-19 pandemic: moderating effect of perceived organizational support
PurposeThis study investigates whether prolonged durations of work from home (WFH) leads to workplace ostracism (WO), and whether such relationship is moderated by perceived organizational support (POS). The context of this research is based on the post-COVID-19 pandemic period, when most organizations have either recalled their employees back to their physical workplaces, or in other cases employees are relegated to continued WFH or to a hybrid model that combines both in-office and remote work. The importance of this study is the spotlight it brings to employees who feel ostracized from their workplace due the continued practice of WFH.Design/methodology/approachA conceptual model is developed, by leveraging the conservation of resources (COR) theory. The hypotheses are tested by using cross-sectional survey data collected from 240 employees working in various organizations in the Sultanate of Oman from both public and private sectors. The data are analyzed using R Core Team software.FindingsThe findings of the study reveal that WFH does not have any direct impact on WO. However, when POS is applied as moderator, the results indicate that at low levels of POS, the relationship between WFH and WO becomes significant, but not at moderate to high levels of POS.Research limitations/implicationsThis study provides insights into how the phenomenon of WFH is likely to influence perceptions of employees in terms of feeling excluded from the organization by being asked to continue to work remotely, while many of their colleagues have returned to their prepandemic workplaces. The implications of the findings are relevant to the growing literature on employee experiences in the realm of emerging work models being introduced by organizations. Among the limitations of this study is the fact that there may be missing mediators that link WFH with WO, and the possibility that such a study if replicated in other cultural contexts may yield different results.Practical implicationsThis study presents evidence to managers on leveraging the power of organizational support to ensure that negative emotions among employees such as WO are mitigated.Originality/valueThis appears to be among the first studies that attempts to provide insights into employee perceptions about WO in the postpandemic period, especially with regards to the emerging work arrangements that are primarily based on WFH that are being widely adopted by many organizations around the world. The results of this study provide useful information about how WFH and POS come together to influence emotions of individuals who have been longing to get back to their normal workplace once the social distancing guidelines of the pandemic were lifted.
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来源期刊
CiteScore
8.40
自引率
11.40%
发文量
80
期刊介绍: ■Employee welfare ■Human aspects during the introduction of technology ■Human resource recruitment, retention and development ■National and international aspects of HR planning ■Objectives of human resource planning and forecasting requirements ■The working environment
期刊最新文献
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