The Effect of Perceived Organizational and Supervisory Support on Employee Engagement During COVID-19 Crises: Mediating Effect of Work-Life Balance Policy.

IF 3.1 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR
Public Personnel Management Pub Date : 2023-09-01 Epub Date: 2023-05-09 DOI:10.1177/00910260231171395
Sang Eun Lee, Geiguen Shin
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引用次数: 0

Abstract

This article examines how organizational and supervisory supports, directly and indirectly, impact employee engagement in U.S. federal agencies during the COVID-19 pandemic. This study applies two analysis models for two different sample groups: federal workers who were required to be physically present at a worksite during the pandemic and those who were not required to do so. Drawing from the sampling frame comprised of "permanently employed, non-political, non-seasonal, full- or part-time federal employees" in pay status as of October 2019, the findings from the U.S. Federal Employment Viewpoint Survey 2020 indicate that organizational and supervisory supports directly impact employee engagement regardless of employees' work arrangements. However, work engagement is not increased by organizational and supervisory supports that actively encourage employees to use conventional incentives such as work-life balance policies. At the organizational level, this study suggests the need to redesign strategies to motivate public agents to engage in the agency's mission because conventional and systemic employee support may be ineffective as currently designed. Overall, this study sheds more light on existing studies of public human resource management by examining employee engagement according to work arrangements during the pandemic.

COVID-19危机期间组织和主管支持感知对员工敬业度的影响:工作与生活平衡政策的中介作用
本文探讨了在新冠肺炎大流行期间,组织和监督支持如何直接和间接影响美国联邦机构的员工参与。这项研究对两个不同的样本群体应用了两个分析模型:在疫情期间被要求亲自到场的联邦工作人员和不被要求亲自在场的联邦工作。根据截至2019年10月的“长期雇佣、非政治性、非季节性、全职或兼职联邦雇员”组成的抽样框架,2020年美国联邦就业观点调查的结果表明,无论员工的工作安排如何,组织和监督支持都会直接影响员工的敬业度。然而,积极鼓励员工使用传统激励措施(如工作与生活平衡政策)的组织和监督支持并不能提高工作参与度。在组织层面,这项研究表明,有必要重新设计战略,激励公共代理人参与机构的使命,因为传统和系统的员工支持可能像目前设计的那样无效。总的来说,这项研究通过根据疫情期间的工作安排检查员工敬业度,进一步阐明了现有的公共人力资源管理研究。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
6.00
自引率
3.30%
发文量
19
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