ArticlePsychology research and behavior management2023
"Who Knows Me Understands My Needs": The Effect of Home-Based Telework on Work Engagement.
Article in Psychology research and behavior management, 2023. The graph could read no effect estimate from its abstract, so it casts no vote on the map. Cited by 5 papers.
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Who cites it
5 citing papers in PubMed.
- Psychometric properties of the perception of telework practices (PTP) scale: measuring advantages and drawbacks in the Lebanese context.Scientific reports · 2025Article
- Optimizing Telework with Exercise: An Exploration of the Curvilinear Relationship between Telework Intensity and Work Engagement.Behavioral sciences (Basel, Switzerland) · 2024Article
- Review
- The association of social networks with the job performance of primary health care professionals: the mediating effect of knowledge sharing.Frontiers in medicine · 2024Article
- The double-edged sword effect of telecommuting on employees' work engagement: evidence from China during COVID-19.Frontiers in psychology · 2023Article
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Authors and funding
5 authors.
Funding
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Abstract
Purpose: Based on the affective event theory and the theoretical framework of "work environment features-work events-emotional responses-work attitude", this study aims to explore how and when home-based telework negatively affects work engagement by focusing on the dual chain mediating paths of "workplace isolation-negative emotion" and "telepressure-negative emotion", and the moderating role of family-supportive leadership. Methods: A questionnaire survey was used to collect 276 self-reported responses from employees with home-based telework experience in China. Findings: (a) Home-based telework indirectly and negatively affects work engagement through the mediating chain of "workplace isolation-negative emotion"; (b) Home-based telework indirectly and negatively affects work engagement through the mediating chain of "telepressure-negative emotion"; (c) Family-supportive leadership negatively moderates the chain mediating effect of "workplace isolation-negative emotion" and "telepressure-negative emotion" between home-based telework and work engagement. In other words, the higher the level of family-supportive leadership, the weaker the negative effect of home-based telework on work engagement. Originality/Value: This study sheds additional light on the relationship between home-based telework and work engagement by constructing the influence mechanism model of home-based telework on work engagement, in which "workplace isolation-negative emotion" and "telepressure-negative emotion" act as chain mediators, and family supportive leadership as moderator. This study enriches the literature on home-based telework. Practical Implications: The findings indicates that home-based work has indirectly and negatively effects on work engagement through dual chain mediating paths of "workplace isolation-negative emotion" and "telepressure-negative emotion". However, family-supportive leadership can weaken this negative influence. Therefore, organizations need to cultivate family supportive leadership.
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