Voluntary versus involuntary telecommuting and employee innovative behaviour: a daily diary study

W. Huo, Jingya Gong, Lu Xing, K. Tam, Hejing Kuai
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引用次数: 7

Abstract

Abstract During the COVID-19 crisis, telecommuting has gradually attracted the public’s attention. Past studies on the subject have produced inconsistent findings, suggesting that telecommuting can lead to simultaneous benefits and drawbacks. To discuss the deeper reasons for this finding, we divided telecommuting into two types—voluntary and involuntary telecommuting. Based on the job demands-resources model, we explored the impact of voluntary-involuntary telecommuting on employee innovative behaviour through co-worker emotional support, and we examined the cross-level moderating effect of organisational identification. Using the daily diary method, we collected 455 valid observations from 65 employees for eight consecutive days. The results show that compared with involuntary telecommuting, voluntary telecommuting leads to more co-worker emotional support, in a mediating role, and employee innovative behaviour. Furthermore, a high level of organisational identification enlarges the difference in co-worker emotional support for employees voluntarily or involuntarily telecommuting. Our results uncover those differences and fill the research gap on telecommuter motivation.
自愿与非自愿远程办公与员工创新行为:一项每日日记研究
在新冠肺炎疫情期间,远程办公逐渐引起了公众的关注。过去关于这个问题的研究得出了不一致的结果,表明远程办公可能同时带来好处和坏处。为了讨论这一发现的深层次原因,我们将远程办公分为两种类型——自愿和非自愿远程办公。基于工作需求-资源模型,我们通过同事情感支持探索了自愿-非自愿远程办公对员工创新行为的影响,并检验了组织认同的跨层次调节作用。使用每日日记法,我们收集了65名员工连续8天的455个有效观察结果。研究结果表明,与非自愿远程办公相比,自愿远程办公带来了更多的同事情感支持,并起到中介作用,促进了员工的创新行为。此外,高水平的组织认同扩大了自愿和非自愿远程办公员工在同事情感支持方面的差异。我们的研究结果揭示了这些差异,填补了远程办公动机的研究空白。
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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