Knowing Where You Stand: Physical Isolation, Perceived Respect, and Organizational Identification Among Virtual Employees

Abstract

T his research investigates the relationship between virtual employees' degree of physical isolation and their perceived respect in the organization. Respect is an identity-based status perception that reflects the extent to which one is included and valued as a member of the organization. We hypothesize that the degree of physical isolation is negatively associated with virtual employees' perceived respect and that this relationship explains the lower organizational identification among more physically isolated virtual employees. In two field studies using survey methods, we find that perceived respect is negatively associated with the degree of physical isolation, and respect mediates the relationship between physical isolation and organizational identification. These effects hold for shorter-and longer-tenured employees alike. Our research contributes to the virtual work literature by drawing attention to physical isolation and the important but neglected role of status perceptions in shaping virtual employees' organizational identification. We also contribute to the literature on perceived respect by demonstrating how respect is affected by the physical context of work.

Alternative Work Arrangements: Two Images of the New World of Work

“…And subordinates with managers who worked remotely reported more negative work experiences compared to those with colocated managers (Golden & Fromen 2011). The physical isolation that can come with working remotely is correlated with feeling less respected by the organization, which weakens organizational identification (Bartel et al 2012). A meta-analysis found that telecommuting can increase work-family conflict due to longer hours (Allen et al 2015) and because it blurs the boundaries between work and family roles (e.g., Schieman & Young 2010, Allen & Shockley 2009, Kossek & Michel 2011.…”

“…Those in alternative work arrangements may experience more ambiguity around professional affiliations and identities (Dibble & Gibson 2012) and lack the ability to personalize their spaces with identity markers (Byron & Laurence 2015). Working remotely can also weaken one's organizational or communal identification with coworkers (Bartel et al 2012). Future research should further explore how alternative work arrangements influence worker identification with their organizations and professions, and how organizations might work to strengthen employee identification without threatening their desired flexibility and autonomy.…”

Keeping up online appearances: How self-disclosure on Facebook affects perceived respect and likability in the professional context

“…In the current study respect was defined as 'an identity-based status perception that reflects the extent to which one is included and valued as a member of the organization' (Bartel, Wrzesniewski & Wiesenfeld, 2012 were adjusted to change perspective from the self ('I') to another person ('Tom'). An example item was "I believe Tom has a good reputation in the organization".…”

Seeking to Belong: How the Words of Internal and External Beneficiaries Influence Performance

“…Of particular relevance, recent research examining the identity formation of remote workers suggests that extreme isolation can hamper individuals' progress toward constructing a social identity, hindering the remote employees' ability to see the self as a coherent part of the broader organization, and effectively stifling the internalization of organizational motives (Bartel et al, 2007;Bartel, Wrzesniewski, and Wiesenfeld, 2012). This social isolation, and the resultant stifling of social identity formation, tends to reduce individuals' motivation to act to the benefit of other in-group members (e.g.…”