Remote worker communication during COVID-19: The role of quantity, quality, and supervisor expectation-setting.
Remote worker communication during COVID-19: The role of quantity, quality, and supervisor expectation-setting.
复制标题
COVID-19 期间的远程工作人员沟通：数量、质量和主管期望设定的作用。
DOI：
10.1037/apl0000970l
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发表时间：
2021
影响因子：
9.9
通讯作者：
Shockley, K.M.
中科院分区：
文献类型：
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作者：
Shockley, K.M.
鉴于伴随冠状病毒疾病 (COVID-19) 大流行而出现的远程工作大幅增加，了解远程工作人员绩效和福祉的预测因素变得前所未有的及时。有效的沟通通常被认为是远程工作人员成功的关键，但沟通变量很少纳入远程工作研究中。在本研究中，我们研究了不同职业的员工样本中的沟通频率、沟通质量和主管设定的沟通期望与日常工作绩效和倦怠之间的关系。我们采用了经验抽样设计，并使用 4 周内收集的数据对我们的假设进行了检验，样本包括 471 名因 COVID-19 转为全职远程工作的员工。结果表明，日常沟通质量与日常表现和倦怠有关。此外，主管在过渡到远程工作时对沟通实践（例如，对电子邮件的预期响应时间）建立期望的程度与绩效呈正相关，但与倦怠无关。任务相互依赖性也作为调节因素进行了测试。任务相互依赖性调节了沟通质量和绩效之间的关系，因此当任务相互依赖性较高时，这种关系比较低时更强。任务相互依赖性还调节了主管设定的期望与绩效之间的关系，使得当任务相互依赖性较低时，这种关系比较高时更强。未检测到沟通频率与结果之间的预期曲线关系。根据我们的发现，我们为实践和未来研究提供建议。
Given the huge increase in remote work that has accompanied the Coronavirus disease (COVID-19) pandemic, understanding predictors of performance and wellbeing among remote workers has never been more timely. Effective communication is commonly cited as key to remote worker success, yet communication variables are rarely incorporated into remote work research. In the present study, we examined the relationship between communication frequency, communication quality, and supervisor-set communication expectations with daily job performance and burnout in an occupationally-diverse sample of employees. We used an experience sampling design and our hypotheses were tested with data collected over a 4-week period with a sample of 471 employees who shifted to full-time remote work due to COVID-19. Results indicated that daily communication quality was associated with daily performance and burnout. In addition, the extent to which supervisors established expectations about communication practices (eg, expected response times to email) at the onset of the transition to remote work was positively associated with performance, but not burnout. Task interdependence was also tested as a moderator. Task interdependence moderated the relationship between communication quality and performance, such that the relationship was stronger when task interdependence was higher than when it was lower. Task interdependence also moderated the relationship between supervisor-set expectations and performance such that the relationship was stronger when task interdependence was lower than when it was higher. Expected curvilinear relationships between communication frequency and outcomes were not detected. Based on our findings, we provide recommendations for practice and future research.