ArticleFrontiers in psychology2022
The affective commitment of newcomers in hybrid work contexts: A study on enhancing and inhibiting factors and the mediating role of newcomer adjustment.
Article in Frontiers in psychology, 2022. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 5 papers, 1 of them a synthesis that pooled it.
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Who cites it
5 citing papers in PubMed, 1 synthesis or guideline pooled it.
- Psychological "effects" of digital technology: a meta-analysis.Frontiers in psychology · 2025Pooled it
- Determinants of interprofessional collaboration in surgery: A scoping review.Journal of education and health promotion · 2025Review
- Job demands and resources perceived by hybrid working employees in German public administration: a qualitative study.Journal of occupational medicine and toxicology (London, England) · 2024Article
- Psychological empowerment and challenge-oriented organizational citizenship behavior: a dual process model.Frontiers in psychology · 2024Article
- Appreciative Leadership, Workplace Belongingness, and Affective Commitment of Nurses: The Mediating Role of Job Crafting.Journal of nursing management · 2024Article
Corrections and comments
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Authors and funding
5 authors.
Funding
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Abstract
This study focuses on one of the most impacted human aspects of digital transformation in contemporary organizations: the development of the affective commitment of newcomers in hybrid work contexts. Specifically, this study addresses a research gap related to the factors that influence the affective commitment of newcomers in hybrid work contexts. First, it investigates the role of two drawbacks of the remote component of hybrid work contexts inhibiting affective commitment: workplace social isolation and technostress. Second, it explores the role of two factors that were previously investigated in in-presence contexts and proved to enhance affective commitment: perceived organizational support and perceived supervisor support. Moreover, this study considers the possible mediating role of newcomer adjustment, intended as a proximal outcome of successful onboarding and an antecedent of newcomer affective commitment. In order to examine enhancing and inhibiting factors and the mediating role of newcomer adjustment, a quantitative study was carried out involving newcomers who began to work in their current organization after January 2021 and who still do remote work at least 1 day a week. Results confirm the inhibiting role of workplace social isolation and the enhancing role of perceived organizational support and perceived supervisor support on affective commitment in hybrid work contexts. Furthermore, they support the mediating role of newcomer adjustment in the relationship between workplace social isolation and affective commitment. While contributing to theory advancement in understanding newcomer affective commitment in current hybrid work contexts, these results also suggest important managerial implications in the field of human resources management, specifically the need to pay greater attention to strategies devoted to increasing newcomers' perception of organizational and supervisor support.
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