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
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COVID-19 期间的远程员工沟通：数量、质量和主管期望设定的作用
DOI：
10.1037/apl0000970
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发表时间：
2021
影响因子：
9.9
通讯作者：
Waiwood, M. M.
中科院分区：
文献类型：
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作者：
Shockley, K. M.;Allen, T. D.;Dodd, H.;Waiwood, M. M.
鉴于冠状病毒病(新冠肺炎)大流行带来的远程工作数量的大幅增加，了解远程工作人员绩效和幸福感的预测因素从未像现在这样及时。有效的沟通通常被认为是远程员工成功的关键，但沟通变量很少被纳入远程工作研究。在本研究中，我们以不同职业的员工为样本，考察了沟通频率、沟通质量、主管设定的沟通期望与日常工作绩效和职业倦怠的关系。我们使用了体验抽样设计，并使用在4周内收集的数据对我们的假设进行了检验，样本包括471名因新冠肺炎而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职业倦怠有关。此外，在过渡到远程工作时，主管在多大程度上建立了对沟通实践的期望(例如，对电子邮件的预期回复时间)，与绩效呈正相关，但与职业倦怠无关。任务相互依存性也被作为主持人进行了测试。任务相互依赖对沟通质量与绩效之间的关系起调节作用，任务相互依赖程度越高，沟通质量与绩效之间的关系越强。任务相互依赖还调节了主管设定期望与绩效之间的关系，当任务相互依赖性较低时，这种关系比任务相互依赖较高时更强。没有检测到沟通频率和结果之间的预期曲线关系。基于我们的研究结果，我们为实践和未来的研究提供了建议。
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.