Does the End Justify the Means? The Role of Organizational Communication among Work-from-Home Employees during the COVID-19 Pandemic

Zito, Margherita; Ingusci, Emanuela; Cortese, Claudio Giovanni; Giancaspro, Maria Luisa; Manuti, Amelia; Molino, Monica; Signore, Fulvio; Russo, Vincenzo

doi:10.3390/ijerph18083933

Cited by 60 publications

(50 citation statements)

References 128 publications

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“…Molino et al [32] demonstrated the risk factors for behavioral stress among Italian workers using different technologies during COVID-19. Other researchers have considered the influence of organizational communication using technologies on psycho-physical disorders during the COVID-19 pandemic [33]. Nevertheless, organizational researchers have not yet thoroughly examined how acceptance of new technologies has impacted employees' work-related well-being during COVID-19 remote working.…”

Section: Introductionmentioning

confidence: 99%

Employees’ Work-Related Well-Being during COVID-19 Pandemic: An Integrated Perspective of Technology Acceptance Model and JD-R Theory

Shamsi

Iakovleva

Olsen

et al. 2021

IJERPH

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Employees’ work-related well-being has become one of the most significant interests of researchers and organizations due to the COVID-19 pandemic. This study examines how job characteristics such as mental load and team support, and technology-related factors such as perceived ease of use, perceived usefulness, and technology acceptance, impact employees’ work engagement as a dimension of work well-being. Data were collected through a sample of 610 academic employees from three Norwegian universities after COVID-19 restrictions were implemented. The structural model estimation showed that mental load, perceived team support, and technology acceptance were significantly related to work engagement. It also showed that perceived usefulness, perceived ease of use, and mental load were significantly related to technology acceptance. Furthermore, the analysis showed that technology acceptance partially mediates the relationship between job characteristics and work engagement, and fully mediates the relationship between technology-related perceptions and work engagement. Building on the technology acceptance model (TAM) and job demands-resources (JD-R) theory, this study provides insights into the effects of job-related and technology-related factors on remote workers’ well-being. By doing so, we contribute to the existing literature by demonstrating how remote working with the use of newly implemented technologies can be related to employees’ well-being during a pandemic.

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Section: Introductionmentioning

confidence: 99%

Employees’ Work-Related Well-Being during COVID-19 Pandemic: An Integrated Perspective of Technology Acceptance Model and JD-R Theory

Shamsi

Iakovleva

Olsen

et al. 2021

IJERPH

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“…The research did not show that employees from home office work with greater intensity than in the office, as mentioned by Gruber (2019) or Zito et al (2021). Respectively, none of the respondents mentioned this in the interview.…”

Section: Sharing Messages (41%)mentioning

confidence: 62%

Home Office and Its Influence on Employee Motivation

Bočková

Lajčin

2021

J. Mgt. Mkt. Review

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Objective - The aim of the paper is to answer the research question, "whether and how home office work can have an impact on employee motivation." Using partial questions, we found out how the interviewed employees perceive work in the form of a home office, what they see as advantages and disadvantages, or what motivates or demotivates them in this area and how important the home office is for them in the field of motivation. Methodology/Technique - For the implementation of the survey, we chose a qualitative method in the form of semi-structured interviews. All interviews were arranged in advance and took place in an informal atmosphere, most often in a home environment. The interviews were recorded on a recording device with the consent of the respondents, for the possibility of data processing and subsequent analysis. The selection of respondents was carried out by the method of intentional selection. The research sample involved ninety respondents who had specific experience with working from home, which meant that they currently used work from home, i.e., home office as a benefit, standard or primary place of work. One interview was conducted with each respondent in the time range of 25 to 35 minutes. Findings – Within the research, several areas were confirmed, which are mentioned by various authors in the theoretical part of the presented paper. There is a positive perception of home office employees in the area of saving time, or the feeling of freedom. In the negative case, and thus potentially demotivating, phenomena of employees in the area of social isolation was most significantly confirmed. The issue of procrastination mentioned by the respondents in several cases could also be mentioned as confirmatory and existing in-home office. The frustration with low home office efficiency was not mentioned by the respondents, on the contrary, some stated that they found their work from home more efficient than in the office. The results of the presented research show that it would be a mistake to look at the home office only from one side. Novelty - Although it could be said that the positives of this type of work performance to motivate employees outweigh the negatives, this ratio may vary significantly from employee to employee, especially depending on the specific and current conditions, which may also change significantly within the time. The presented paper was processed as an output of the project VEGA 1/0021/21 Identification of motivation factors for the performance of certified project managers working in the home office during the pandemic of COVID 19. Type of Paper: Empirical. JEL Classification: J53, M54 Keywords: Home office, homeworking, motivation, demotivation, self-motivation, procrastination, management, personal management, employment. Reference to this paper should be made as follows: Bočková, K; Lajčin, D. (2021). Home Office and Its Influence on Employee Motivation, Journal of Management and Marketing Review, 6(2) 94 – 109. https://doi.org/10.35609/jmmr.2021.6.2(1)

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“…This is further complicated by the increasing use of remote working devices and modalities, which can undoubtedly have a positive impact on speeding up processes and improving performance, even if they pose a potential challenge to workers’ wellbeing. For example, previous research has shown a relationship between remote work and technostress [ 33 , 34 ], work-life balance [ 35 ] and burnout [ 36 ], but also a positive relationship with performance [ 37 ].…”

Section: The Challenges Of the “Sandwich” Middle-management’s Leadership In Managing Work-life Interfacementioning

confidence: 99%

The Good, the Bad and the Blend: The Strategic Role of the “Middle Leadership” in Work-Family/Life Dynamics during Remote Working

Spagnoli

Manuti

Buono

et al. 2021

Behavioral Sciences

Self Cite

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The ongoing epidemiological crisis has suddenly steered us towards a new futuristic work scenario in which most service sector employees work remotely, which could be a permanent reality for most service sector employees. This paper focuses on the strategic role that leadership could play in the radical change process that is taking place in work environments. Particular attention was paid to the role of ‘middle managers’ who perform an important function as a link between the strategic vision of top management and the workforce. In addition, special attention was paid to gender differences in work-life dynamics, which are particularly relevant in countries with traditional cultural identities. As this is a conceptual contribution, the most recent studies on this specific role of middle managers have been taken into account and embedded in the current scenario. Therefore, the main contribution in terms of originality was that the current review aimed to leverage such a legacy of knowledge and create a system of evidence-based practical implications for effectively supporting change in organizational culture through the identification of the most appropriate middle management leadership models for remote working that could prevent and/or limit any psychosocial risks (e.g., workaholism and technostress) and longer-term outcomes such as sustainable work-life interface.

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Does the End Justify the Means? The Role of Organizational Communication among Work-from-Home Employees during the COVID-19 Pandemic

Cited by 60 publications

References 128 publications

Employees’ Work-Related Well-Being during COVID-19 Pandemic: An Integrated Perspective of Technology Acceptance Model and JD-R Theory

Employees’ Work-Related Well-Being during COVID-19 Pandemic: An Integrated Perspective of Technology Acceptance Model and JD-R Theory

Home Office and Its Influence on Employee Motivation

The Good, the Bad and the Blend: The Strategic Role of the “Middle Leadership” in Work-Family/Life Dynamics during Remote Working

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