Driving sustained work engagement: moderating role of leadership and organizational support for remote work

Abstract

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.