At your service: supportiveness of servant leadership, communication frequency and communication channel fostering job satisfaction across generations.

Introduction: The present study contributes to the conversations on the role of 'autonomy supportive' factors in employee wellbeing in remote work contexts by examining the relationships between servant leadership, communication frequency - overall and Method: Building on self-determination theory, incorporating insights from servant leadership, telework, and media richness and synchronicity literatures, we developed hypotheses that were tested Results: In line with expectations, servant leadership had a positive relationship with job satisfaction. Total communication frequency, however, was not related to job satisfaction. Further analyses per communication channel showed that only level 2 e-mail communication frequency was positively related to job satisfaction. In contrast to expectations, the relationships studied were not moderated by generation. Discussion: We concluded that, for all generations, both servant leadership and frequent (e-mail) communication can be regarded as 'autonomy supportive' factors in employee wellbeing. Paradoxically, whereas servant leadership, considered as a human-centric leadership style, suggests close trust-based employment relationships, employees valued frequent asynchronous communication (