The Shape of Problems to Come

Vealey, Kyle P.

doi:10.1177/0047281616639478

Cited by 5 publications

(1 citation statement)

References 42 publications

(50 reference statements)

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“…Consistent with this argument, remote work has recently been linked to the collapse of employee information exchange networks and collaboration (Yang et al., 2022). Furthermore, because working remotely reduces opportunities for spontaneous communication, and impedes knowledge sharing (van der Meulen et al., 2019), scholars see it as a risk factor for diminishing mutual trust among colleagues, as well as between supervisors and subordinates (Cramton, 2001; Vealey, 2016).…”

Section: Introductionmentioning

confidence: 99%

Does remote work erode trust in organizations? A within‐person investigation in the COVID‐19 context

Stavrova

Spiridonova

Calseyde

et al. 2023

Social & Personality Psych

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The global COVID‐19 pandemic led to a widespread increase in remote work arrangements. This trend raised concerns regarding the potential negative ramifications it might have for organizational trust and cooperation. We explored the initial effect of COVID‐19 induced remote work on trust in organizations: trust in co‐workers, trust in the supervisor and in the organization at large. In a four‐wave longitudinal survey of remote workers (N ∼ 1000) in the UK conducted between May 2020 and August 2020 (first COVID wave), we examined the association between the share of remote work (out of total working hours) and different forms of trust at work. The results showed that, for the same individual, increasing the share of working hours spent remotely was associated with more trust in the organization at large (but not in the supervisor and co‐workers). Further, during the months where individuals spent more time working remotely, they experienced lower turnover intentions (but not less burnout or more work engagement, productivity, and satisfaction) compared to the months where they spent less time working remotely. The results contribute to the literature on flexible work arrangements, organizational trust, and other work outcomes.

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