研究生: |
陳彥碩 Chen, Yan-Shuo |
---|---|
論文名稱: |
The Relationship between Remote Work and Employee Engagement: Supervisor Support as the Mediator The Relationship between Remote Work and Employee Engagement: Supervisor Support as the Mediator |
指導教授: |
賴志樫
Lai, Chih-Chien |
口試委員: |
李栢浡
Lee, Pai-Po 盧承杰 Lu, Cheng-Chieh 賴志樫 Lai, Chih-Chien |
口試日期: | 2023/07/03 |
學位類別: |
碩士 Master |
系所名稱: |
國際人力資源發展研究所 Graduate Institute of International Human Resource Developmemt |
論文出版年: | 2023 |
畢業學年度: | 111 |
語文別: | 英文 |
論文頁數: | 71 |
英文關鍵詞: | Remote Work, Supervisor Support, Employee Engagement |
研究方法: | 調查研究 |
DOI URL: | http://doi.org/10.6345/NTNU202301395 |
論文種類: | 學術論文 |
相關次數: | 點閱:131 下載:20 |
分享至: |
查詢本校圖書館目錄 查詢臺灣博碩士論文知識加值系統 勘誤回報 |
Due to the pandemic factor, remote work has gradually become an emerging working pattern trend in recent years. It becomes an essential topic for more and more enterprises and their employees to learn and adapt to. Whether the remote working pattern is a temporary alternative as a response to the pandemic, or whether it has advantages and potential to replace or combine with the traditional office working pattern is worth further exploring. Therefore, this study aims to research whether remote work influences employee engagement and evaluates whether supervisor support mediates the relationship between remote work and employee engagement as well. The research participants of this study are remote workers in Taiwan, and quantitative research was carried out by convenience sampling method and snowball sampling method. In total, this study received 218 valid questionnaires from remote workers in Taiwan. The data analysis was conducted through IBM SPSS Version 23.0 and Mplus software and was tested in the way of Pearson correlation analysis and hierarchical regression analysis. The results of this study indicated that supervisor support plays a significant mediator role in the relationship between remote work and employee engagement. In terms of remote work, this study provided future research with more implications and suggestions as well. Furthermore, the research findings also have reference value and can make contributions to enterprises in Taiwan to evaluate, design, and manage remote work patterns in the future.
Adisa, T. A., Ogbonnaya, C., & Adekoya, O. D. (2021). Remote working and employee engagement: A qualitative study of British workers during the pandemic. Information Technology & People, 36(5), 1835-1850. https://doi.org/10.1108/itp-12-2020-0850
Airtasker. (2020). The benefits of working from home. Airtasker Blog. https://www.airtasker.com/blog/the-benefits-of-working-from-home/
Allen, D. G., Renn, R. W., & Griffeth, R. W. (2003). The impact of telecommuting design on social systems, self-regulation, and role boundaries. Research in Personnel and Human Resources Management, 22, 125–163. https://doi.org/10.1016/s0742-7301(03)22003-x
Allen, T. D., Johnson, R. C., Kiburz, K. M., & Shockley, K. M. (2013). Work-family conflict and flexible work arrangements: Deconstructing flexibility. Personnel Psychology, 66(2), 345–376. https://doi.org/10.1111/peps.12012
American Psychiatric Association. (2021, May 20). As Americans begin to return to the office, views on Workplace Mental Health are mixed. Psychiatry.org. https://www.psychiatry.org/newsroom/news-releases/as-americans-begin-to-return-to-the-office-views-on-workplace-mental-health-are-mixed
Bakker, A. B., & Schaufeli, W. B. (2008). Positive organizational behavior: Engaged employees in flourishing organizations. Journal of Organizational Behavior, 29(2), 147–154. https://doi.org/10.1002/job.515
Bakker, A. B., Albrecht, S. L., & Leiter, M. P. (2011). Key questions regarding work engagement. European Journal of Work and Organizational Psychology, 20(1), 4–28. https://doi.org/10.1080/1359432x.2010.485352
Bailey, D. E., & Kurland, N. B. (2002). A review of telework research: Findings, New Directions, and lessons for the study of modern work. Journal of Organizational Behavior, 23(4), 383–400. https://doi.org/10.1002/job.144
Bentley, T. A., Teo, S. T. T., McLeod, L., Tan, F., Bosua, R., & Gloet, M. (2016). The role of organisational support in teleworker wellbeing: A socio-technical systems approach. Applied Ergonomics, 52, 207–215. https://doi.org/10.1016/j.apergo.2015.07.019
Bishop, K. (2022). Is remote work worse for wellbeing than people think? BBC Worklife. https://www.bbc.com/worklife/article/20220616-is-remote-work-worse-for-wellbeing-than-people-think
Bloom, N. (2014). To raise productivity, let more employees work from home. Harvard Business Review. https://hbr.org/2014/01/to-raise-productivity-let-more-employees-work-from-home
Bloom, N. (2015). Does working from home work? Evidence from a Chinese experiment. National Bureau of Economic Research.
Brynjolfsson, E., Horton, J., Ozimek, A., Rock, D., Sharma, G., & TuYe, H. Y. (2020). Covid-19 and remote work: An early look at US data, Working Paper 27344. https://doi.org/10.3386/w27344
Coenen, M., & Kok, R. A. W. (2014). Workplace flexibility and new product development performance: The role of Telework and flexible work schedules. European Management Journal, 32(4), 564–576. https://doi.org/10.1016/j.emj.2013.12.003
Cufaude, J. (2004) Are your employees highly engaged? Credit Union Executive Newsletter, 19, 1-2. Credit Union National Association, US.
Dawley, D. D., Andrews, M. C., & Bucklew, N. S. (2008). Mentoring, supervisor support, and perceived organizational support: What matters most? Leadership & Organization Development Journal, 29(3), 235–247. https://doi.org/10.1108/01437730810861290
De-la-Calle-Durán, M. C., & Rodríguez-Sánchez, J.-L. (2021). Employee engagement and wellbeing in times of COVID-19: A proposal of the 5Cs model. International Journal of Environmental Research and Public Health, 18(10), 5470. https://doi.org/10.3390/ijerph18105470
Ducharme, L. J., & Martin, J. K. (2000). Unrewarding work, coworker support, and job satisfaction. Work and Occupations, 27(2), 223–243. https://doi.org/10.1177/0730888400027002005
Dysvik, A., & Kuvaas, B. (2013). Perceived job autonomy and turnover intention: The moderating role of perceived supervisor support. European Journal of Work and Organizational Psychology, 22(5), 563–573. https://doi.org/10.1080/1359432x.2012.667215
Eisenberger, R., Stinglhamber, F., Vandenberghe, C., Sucharski, I. L., & Rhoades, L. (2002). Perceived supervisor support: Contributions to perceived organizational support and employee retention. Journal of Applied Psychology, 87(3), 565–573. https://doi.org/10.1037/0021-9010.87.3.565
Eisenberger, R., & Stinglhamber, F. (2011). Perceived organizational support. Perceived Organizational Support: Fostering Enthusiastic and Productive Employees, 25–60. https://doi.org/10.1037/12318-002
Galanti, T., Guidetti, G., Mazzei, E., Zappalà, S., & Toscano, F. (2021). Work from home during the COVID-19 Outbreak. Journal of Occupational & Environmental Medicine, 63(7), e426. https://doi.org/10.1097/jom.0000000000002236
Gallup. (2021). Gallup State of the global workplace: 2021 report. Gallup. https://makeadifference.media/reports/gallup-state-of-the-global-workplace-2021-report/
Garg, S., & Dhar, R. (2017). Employee service innovative behavior. International Journal of Manpower, 38(2), 242–258. https://doi.org/10.1108/ijm-04-2015-0060
Gajendran, R. S., & Harrison, D. A. (2007). The good, the bad, and the unknown about telecommuting: Meta-analysis of psychological mediators and individual consequences. Journal of Applied Psychology, 92(6), 1524–1541. https://doi.org/10.1037/0021-9010.92.6.1524
Gajendran, R. S., Harrison, D. A., & Delaney-Klinger, K. (2014). Are telecommuters remotely good citizens? Unpacking telecommuting's effects on performance via I-deals and Job Resources. Personnel Psychology, 68(2), 353–393. https://doi.org/10.1111/peps.12082
George, D., & Mallery, P. (2006). SPSS for windows step-by-step: A simple guide and reference. New Jersey Pearson Education.
Grant, C. A., Wallace, L. M., & Spurgeon, P. C. (2013). An exploration of the psychological factors affecting remote e‐worker's job effectiveness, well‐being and work‐life balance. Employee Relations, 35(5), 527–546. https://doi.org/10.1108/er-08-2012-0059
Greenberg, J., Roberge, M.-É., Ho, V. T., & Rousseau, D. M. (2004). Fairness in idiosyncratic work arrangements: Justice as an I-deal. Research in Personnel and Human Resources Management, 23, 1–34. https://doi.org/10.1016/s0742-7301(04)23001-8
Groen, B. A. C., van Triest, S. P., Coers, M., & Wtenweerde, N. (2018). Managing flexible work arrangements: Teleworking and output controls. European Management Journal, 36(6), 727–735. https://doi.org/10.1016/j.emj.2018.01.007
Hess, A. J. (2021, October 12). 'The great reimagination of work': Why 50% of workers want to make a career change. CNBC. https://www.cnbc.com/2021/10/12/why-50percent-of-workers-want-to-make-a-career-change-new-survey.html
Hofstede, G., Hofstede, G. J., & Minkov, M. (2010). Cultures and organizations: Software Of The Mind: Intercultural cooperation and its importance for survival. McGraw-Hill.
Hornung, S., Rousseau, D. M., & Glaser, J. (2008). Creating flexible work arrangements through idiosyncratic deals. Journal of Applied Psychology, 93(3), 655–664. https://doi.org/10.1037/0021-9010.93.3.655
House, J. S., Umberson, D., & Landis, K. R. (1988). Structures and processes of social support. Annual Review of Sociology, 14(1), 293–318. https://doi.org/10.1146/annurev.so.14.080188.001453
Jian, Y. X. (2022). 60% of employees look forward to working remotely! What should be done to liberate clock-in restrictions and become a more flexible organization? MANAGERtoday. https:/0/www.managertoday.com.tw/articles/view/64413
Jin, M. H., & McDonald, B. (2016). Understanding employee engagement in the public sector: The role of immediate supervisor, perceived organizational support, and learning opportunities. The American Review of Public Administration, 47(8), 881–897. https://doi.org/10.1177/0275074016643817
Kahn, W. A. (1990). Psychological conditions of personal engagement and disengagement at work. Academy of Management Journal, 33(4), 692–724. https://doi.org/10.5465/256287
Kalliath, T. J., & Beck, A. (2001). Is the path to burnout and turnover paved by a lack of supervisory support? A structural equations test. New Zealand Journal of Psychology, 30(2), 72–79. https://www.researchgate.net/publication/279611300_Is_the_Path_to_Burnout_and_Turnover_Paved_by_the_Lack_of_Supervisory_Support_A_Structural_Equations_Test
Kiburz, K. K. (2016). A closer look into remote work: Examining resources within remote work arrangements with outcomes of job performance and work-family conflict. [Doctoral dissertation, University of South Florida]. https://digitalcommons.usf.edu/etd/6275
Kossek, E. E., Lautsch, B. A., & Eaton, S. C. (2006). Telecommuting, control, and boundary management: Correlates of policy use and practice, job control, and work–family effectiveness. Journal of Vocational Behavior, 68(2), 347–367. https://doi.org/10.1016/j.jvb.2005.07.002
Kossek, E. E., Lautsch, B. A., & Eaton, S. C. (2009). “Good teleworking”: under what conditions does teleworking enhance employees' well-being? Technology and Psychological Well-Being (pp. 148–173). Cambridge: Cambridge Univ. Press. https://doi.org/10.1017/cbo9780511635373.007
Kular, S. (2008). Employee engagement: A literature review. Kingston Business School, Kingston University.
Ling Suan, C., & Mohd Nasurdin, A. (2016). Supervisor support and work engagement of Hotel Employees in Malaysia. Gender in Management: An International Journal, 31(1), 2–18. https://doi.org/10.1108/gm-11-2014-0105
Madlock, P. E. (2012). The influence of motivational language in the technologically mediated realm of Telecommuters. Human Resource Management Journal, 23(2), 196–210. https://doi.org/10.1111/j.1748-8583.2012.00191.x
Magazine, S. (2001). Beyond telecommuting: Development and test of the concept of remote work. [Unpublished doctoral dissertation]. Purdue University, Lafayette, IN.
Malinowska, D., Tokarz, A., & Wardzichowska, A. (2018). Job autonomy in relation to work engagement and workaholism: Mediation of autonomous and controlled work motivation. International Journal of Occupational Medicine and Environmental Health. 31(4), 445-458. https://doi.org/10.13075/ijomeh.1896.01197
Mas, A., & Pallais, A. (2017). Valuing alternative work arrangements. American Economic Review, 107(12), 3722–3759. https://doi.org/10.1257/aer.20161500
May, D. R., Gilson, R. L., & Harter, L. M. (2004). The psychological conditions of meaningfulness, safety and availability and the engagement of the human spirit at work. Journal of Occupational and Organizational Psychology, 77(1), 11–37. https://doi.org/10.1348/096317904322915892
McCloskey, D. W. (2001). Telecommuting experiences and outcomes: Myths and realities. Telecommuting and Virtual Offices: Issues and Opportunities (pp. 213–230). IGI Global. https://doi.org/10.4018/978-1-878289-79-7.ch013
Mehta, P. (2021). Work from home—work engagement amid Covid‐19 lockdown and employee happiness. Journal of Public Affairs, 21(4), e2709. https://doi.org/10.1002/pa.2709
Menguc, B., Auh, S., Fisher, M., & Haddad, A. (2013). To be engaged or not to be engaged: The antecedents and consequences of service employee engagement. Journal of Business Research, 66(11), 2163–2170. https://doi.org/10.1016/j.jbusres.2012.01.007
Microsoft. (2021). The next great disruption is hybrid work-are we ready? Microsoft Work Trend Index Annual Report. https://www.microsoft.com/en-us/worklab/work-trend-index/hybrid-work
Morgeson, F., & Humphrey, S. (2006). The Work Design Questionnaire (WDQ): Developing and validating a comprehensive measure for assessing job design and the nature of work. Journal of Applied Psychology, 91(6), 1321–1339. https://doi.org/10.1037/0021-9010.91.6.1321
Munn, E. K., Berber, C. E., & Fritz, J. J. (1996). Factors affecting the professional well-being of Child Life Specialists. Children's Health Care, 25(2), 71–91. https://doi.org/10.1207/s15326888chc2502_1
Ng, C., & Mitter, S. (2005). Valuing women’s voices: Call center workers in Malaysia and India. Gender, Technology and Development, 9(2), 209–233. https://doi.org/10.1177/097185240500900203
Nilles, J. (1975). Telecommunications and organizational decentralization. IEEE Transactions on Communications, 23(10), 1142–1147. https://doi.org/10.1109/tcom.1975.1092687
Nunnally, J. C., & Bernstein, I. H. (1994). Psychometric theory. McGraw-Hill.
Ohly, S., & Fritz, C. (2009). Work characteristics, challenge appraisal, creativity, and proactive behavior: A multi-level study. Journal of Organizational Behavior, 31(4), 543–565. https://doi.org/10.1002/job.633
Ordorica, S. (2022, February 25). Council post: Going remote to enhance retention, versatility and survivability. Forbes News Letter, Small Business. https://www.forbes.com/sites/forbesbusinesscouncil/2022/02/24/going-remote-to-enhance-retention-versatility-and-survivability/?sh=1db0f2286b7c
Parker, S. K., Bindl, U. K., & Strauss, K. (2010). Making things happen: A model of proactive motivation. Journal of Management, 36(4), 827–856. https://doi.org/10.1177/0149206310363732
Pass, S., & Ridgway, M. (2022). An informed discussion on the impact of Covid-19 and ‘enforced’ remote working on employee engagement. Human Resource Development International, 25(2), 254–270. https://doi.org/10.1080/13678868.2022.2048605
Pinsonneault, A. & Boisvert, M. (2001). The Impacts of Telecommuting on Organizations and Individuals: A Review of the Literature. Telecommuting and Virtual Offices: Issues and Opportunities (pp. 163-185). IGI Global. https://doi.org/10.4018/978-1-878289-79-7.ch010
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. Journal of Applied Psychology, 87(4), 698–714. https://doi.org/10.1037/0021-9010.87.4.698
Robinson, I. (2006). Human resource management in organisations. London, CIPD.
Saks, A. M. (2006). Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), 600–619. https://doi.org/10.1108/02683940610690169
Sawatzky, R., & Sawatzky, N. J. (2019). Remote work: Equipping Business Students for the working reality. Remote Work. Personal. Res. https://www.researchgate.net/publication/335058236_Remote_work_equipping_business_students_for_the_working_reality
Schalk, R., & Rijckevorsel, A. (2007). Factors influencing absenteeism and intention to leave in a call centre. New Technology, Work and Employment, 22(3), 260–274. https://doi.org/10.1111/j.1468-005x.2007.00198.x
Schall, M. A. (2019). The relationship between remote work and job satisfaction: The mediating roles of perceived autonomy, work-family conflict, and telecommuting intensity. [Master’s Thesis, San Jose State University] https://doi.org/10.31979/etd.2x82-58pg
Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire. Educational and Psychological Measurement, 66(4), 701–716. https://doi.org/10.1177/0013164405282471
Shahpouri, S., Namdari, K., & Abedi, A. (2016). Mediating role of work engagement in the relationship between job resources and personal resources with turnover intention among female nurses. Applied Nursing Research, 30, 216–221. https://doi.org/10.1016/j.apnr.2015.10.008
Shanock, L. R., & Eisenberger, R. (2006). When supervisors feel supported: Relationships with subordinates’ perceived supervisor support, perceived organizational support, and performance. Journal of Applied Psychology, 91(3), 689–695. https://doi.org/10.1037/0021-9010.91.3.689
Society for Human Resource Management (SHRM). (2010). Challenges facing organizations and HR in the next 10 years. SHRM. https://blog.shrm.org/sites/default/files/reports/Challenges%20Facing%20Orgs%20and%20HR%20in%20the%20Next%2010%20Years.pdf
Tavakol, M., & Dennick, R. (2011). Making sense of Cronbach's alpha. International Journal of Medical Education, 2, 53–55. https://doi.org/10.5116/ijme.4dfb.8dfd
Threlkeld, K. (2021). Employee burnout report: Covid-19’s impact and 3 strategies to Curb it. Indeed. https://www.indeed.com/lead/preventing-employee-burnout-report?hl=en&co=GB
Towers Perrin (2003). Working today: Understanding what drives employee engagement working today: The 2003 Towers Perrin talent report. https://studylib.net/doc/12886509/understanding-what-drives-employee-engagement-working-tod...
Truss, C. (2007). Working life: employee attitudes and engagement 2006. Chartered Inst. of Personnel and Development.
Vander Elst, T., Verhoogen, R., Sercu, M., Van den Broeck, A., Baillien, E., & Godderis, L. (2017). Not extent of telecommuting, but job characteristics as proximal predictors of work-related well-being. Journal of Occupational & Environmental Medicine, 59(10). https://doi.org/10.1097/jom.0000000000001132
Wang, B., Liu, Y., Qian, J., & Parker, S. K. (2021). Achieving effective remote working during the COVID‐19 pandemic: A work design perspective. Applied Psychology, 70(1), 16–59. https://doi.org/10.1111/apps.12290
Woolf, M. (2021, January 4). Is remote work here to stay? Career planning. LiveCareer. January 22, 2023, https://www.livecareer.com/resources/careers/planning/is-remote-work-here-to-stay
Xanthopoulou, D., Baker, A. B., Heuven, E., Demerouti, E., & Schaufeli, W. B. (2008). Working in the sky: A diary study on work engagement among flight attendants. Journal of Occupational Health Psychology, 13(4), 345–356. https://doi.org/10.1037/1076-8998.13.4.345
Yulita, Dollard, M. F., & Idris, M. A. (2017). Climate congruence: How espoused Psychosocial safety climate and enacted managerial support affect emotional exhaustion and work engagement. Safety Science, 96, 132–142. https://doi.org/10.1016/j.ssci.2017.03.023