Purpose

This study aims to understand the impact of key resources on work engagement while working from home (WFH). Social support is divided into the support provided at home and leadership and organizational support (LOS) provided externally. Thus, the study contends that while WFH employees invest in internal resources, they seek validation, care and assurance from external resources. Previous studies' limitations were addressed by considering LOS as an external resource that strengthens the relationship between internal resources and work engagement.

Design/methodology/approach

Survey research (n = 244) was undertaken, and the interaction effect between LOS and the other resources like flexibility, work support and the home environment was empirically validated using PROCESS macro.

Findings

The interaction effects between LOS and the internal resources were positive, which suggests that LOS helps mitigate the stress associated with remote working and results in positive work engagement.

Originality/value

The study delineates LOS as an external resource that augments the effect of internal resources on work engagement, which impacts work engagement. In research, significantly less effort has been expended on studying the effect of the home domain on work engagement, which was also the focus of this study. Future research can look at other factors that impact work engagement, especially in a remote work setting.

中文翻译：

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推动持续的工作投入：领导力和组织支持对远程工作的调节作用

目的

本研究旨在了解在家工作 (WFH) 时关键资源对工作投入的影响。社会支持分为内部提供的支持和外部提供的领导和组织支持（LOS）。因此，该研究认为，在家办公的员工在投资内部资源的同时，也在寻求外部资源的认可、关怀和保证。先前研究的局限性是通过将 LOS 视为加强内部资源与工作投入之间关系的外部资源来解决的。

设计/方法论/途径

进行了调查研究（n = 244），并使用 PROCESS 宏对 LOS 与其他资源（如灵活性、工作支持和家庭环境）之间的相互作用效果进行了实证验证。

发现

LOS 与内部资源之间的相互作用是积极的，这表明 LOS 有助于减轻与远程工作相关的压力，并带来积极的工作投入。

原创性/价值

该研究将 LOS 描述为一种外部资源，可以增强内部资源对工作投入的影响，进而影响工作投入。在研究中，在研究家庭领域对工作投入的影响方面花费的精力明显较少，这也是本研究的重点。未来的研究可以关注影响工作投入的其他因素，尤其是在远程工作环境中。