Work-From-Home Engagement during COVID-19: Implications for Human Resource Management

Eniola, Olawunmi Elizabeth

doi:10.5539/ijbm.v17n3p134

Cited by 1 publication

(2 citation statements)

References 40 publications

(59 reference statements)

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“…During the work from home period, managers began to pay close attention to employees' work-from-home engagement because of its importance to performance and productivity (Bedarkar and Pandita, 2014;Rahayu et al, 2021;Srimulyani and Hermanto, 2022;Toscano and Zappal a, 2021). As a result, during this period many scholars took notice of work-from-home engagement (Amano et al, 2021;Eniola, 2022;Galanti et al, 2021;Khan, 2021;Nagata et al, 2021).…”

Section: Introductionmentioning

confidence: 99%

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Inclusive leadership and work-from-home engagement during the COVID-19 pandemic: a moderated mediation model

Nguyen

Tsang

2023

IJM

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PurposeThe current study proposes a moderated mediation model to predict work-from-home engagement during an emergency such as the coronavirus disease 2019 (COVID-19) pandemic based on the integration of well-known concepts, including inclusive leadership, organizational support and perceived risk theory.Design/methodology/approachAn online questionnaire on the Google Forms platform was designed and distributed to Vietnamese employees using a convenience sampling method. A total of 794 valid questionnaires were used for data analysis. Partial least squares structural equation modeling (PLS-SEM) was employed to test the proposed model and hypotheses. The instrument's validity and reliability were tested and ensured.FindingsThe study found that inclusive leadership has direct and indirect effects on work-from-home engagement through the separate and serial mediating roles of perceived organizational support and employee motivation. The present study also revealed that the effects of perceived organizational support and employee motivation on work-from-home engagement are strengthened by employee risk perception. Moreover, the study showed that perceived organizational support and employee motivation performed the lowest of the four elements that were considered, while the importance of these two factors was the highest.Practical implicationsThese findings suggest that in an emergency such as COVID-19, contextual factors should be given more attention. Based on these findings, several theoretical and practical implications for human resource management are highlighted.Originality/valueBy integrating inclusive leadership, organizational support and perceived risk theory to explore employees' engagement in working from home during an emergency, the present study demonstrated that in addition to traditional factors, leadership and contextual factors should be considered for studies on working from home in an emergency such as the COVID-19 pandemic. The present study established that these factors might encourage employees' work-from-home engagement.

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Section: Introductionmentioning

confidence: 99%

“…As a result, during this period many scholars took notice of work-from-home engagement (Amano et al. , 2021; Eniola, 2022; Galanti et al. , 2021; Khan, 2021; Nagata et al.…”

Section: Introductionmentioning

confidence: 99%

Inclusive leadership and work-from-home engagement during the COVID-19 pandemic: a moderated mediation model

Nguyen

Tsang

2023

IJM

View full text Add to dashboard Cite

show abstract

Work-From-Home Engagement during COVID-19: Implications for Human Resource Management

Cited by 1 publication

References 40 publications

Inclusive leadership and work-from-home engagement during the COVID-19 pandemic: a moderated mediation model

Inclusive leadership and work-from-home engagement during the COVID-19 pandemic: a moderated mediation model

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