A Social-Cognitive Moderated Mediated Model of Psychological Safety and Empowerment
In: The journal of psychology: interdisciplinary and applied, Band 149, Heft 8, S. 818-845
ISSN: 1940-1019
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In: The journal of psychology: interdisciplinary and applied, Band 149, Heft 8, S. 818-845
ISSN: 1940-1019
In: Human resource management journal: HRMJ ; the definitive journal linking human resource management policy and practice, Band 34, Heft 3, S. 627-646
ISSN: 1748-8583
AbstractThe turbulent COVID‐19 pandemic offered the opportunity to examine employees who are required to work from home (WFH), which can provide significant implications given that some companies have adopted full‐time remote work even after COVID‐19 restrictions have lifted. The current study draws on psychological contract theory and HR differentiation theory to examine the interactive effects of WFH preferences and relational organizational practices such as perceived support, feedback, and information sharing in predicting burnout and turnover intentions. Multi‐wave, U.S. study results demonstrate that higher WFH preference employees are particularly responsive to these practices; they experience greater well‐being when they receive them, but they also seek alternative employment when they do not. Our findings provide insight into the full‐time WFH dynamics and suggest that fully remote organizations should consider not only effective management of employees, but also organizational practices that match employee preferences in times of turbulence.
In: Journal of family violence, Band 30, Heft 6, S. 769-781
ISSN: 1573-2851
In: European journal of work and organizational psychology: the official journal of The European Association of Work and Organizational Psychology, Band 28, Heft 4, S. 536-554
ISSN: 1464-0643