The influence of motivational language in the technologically mediated realm of telecommuters

Madlock, Paul E.

doi:10.1111/j.1748-8583.2012.00191.x

Cited by 38 publications

(26 citation statements)

References 52 publications

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“…With the VT leader's support, VT members were kept motivated, interested in and informed about the progress of the project. This is consistent with a study conducted in a telecommuting work setting by Madlock (2013), who found that the empathetic and motivating language used by supervisors influenced employee attitudes, including job satisfaction and organizational commitment. Further, our finding of the constant feedback in the form of direction giving and showing empathy, reinforces the notion of there being a positive link between social support (i.e.…”

Section: Discussionsupporting

confidence: 91%

Fostering work engagement in geographically-dispersed and asynchronous virtual teams

Panteli

Yalabik

Rapti

2019

ITP

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Purpose The purpose of this paper is to explore the factors that enable work engagement to develop when asynchronous communication is used in virtual team (VT) projects. Design/methodology/approach Using a qualitative approach, a longitudinal study of an eight-month long VT project was carried out. Data collected included an extensive e-mail archive, project documentation, observation of team meetings and interviews with project members and leaders. Findings The findings show that VT leaders can actively promote work engagement through the effective use of resources along with appropriate practices that foster its development. They can also sustain and nourish work engagement throughout the different phases of the VT lifecycle project. Research limitations/implications The study has examined work engagement in asynchronous mediated settings. Future work should involve studying the effect of synchronous communications on work engagement within VTs. Practical implications Organizations that are interested in promoting effective virtual work practices need to train VT managers on how to keep VT members engaged throughout the various phases of the VT project. Social implications It is posited that developing work engagement is not a one-off practice, but instead, requires ongoing effort that should be evident and supported across the different phases of the VT lifecycle. Originality/value This paper forwards an important debate on work engagement in alternative, non-permanent, work settings.

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Section: Discussionsupporting

confidence: 91%

Fostering work engagement in geographically-dispersed and asynchronous virtual teams

Panteli

Yalabik

Rapti

2019

ITP

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“…For example, managers might incur a lot of cost in setting up monitoring systems (Groen et al, 2018), but the desirable effect of monitoring on work effectiveness was not supported by our data. Managers should instead engage more supportive management practices especially in this extraordinary context, such as communicating with subordinates using motivating language (Madlock, 2013), building trust within the distributed team (Grant et al, 2013), and sharing information rather than close monitoring (Lautsch et al, 2009).…”

Section: Discussionmentioning

confidence: 99%

Achieving Effective Remote Working During the COVID‐19 Pandemic: A Work Design Perspective

et al. 2020

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Existing knowledge on remote working can be questioned in an extraordinary pandemic context. We conducted a mixed‐methods investigation to explore the challenges experienced by remote workers at this time, as well as what virtual work characteristics and individual differences affect these challenges. In Study 1, from semi‐structured interviews with Chinese employees working from home in the early days of the pandemic, we identified four key remote work challenges (work‐home interference, ineffective communication, procrastination, and loneliness), as well as four virtual work characteristics that affected the experience of these challenges (social support, job autonomy, monitoring, and workload) and one key individual difference factor (workers’ self‐discipline). In Study 2, using survey data from 522 employees working at home during the pandemic, we found that virtual work characteristics linked to worker's performance and well‐being via the experienced challenges. Specifically, social support was positively correlated with lower levels of all remote working challenges; job autonomy negatively related to loneliness; workload and monitoring both linked to higher work‐home interference; and workload additionally linked to lower procrastination. Self‐discipline was a significant moderator of several of these relationships. We discuss the implications of our research for the pandemic and beyond.

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“…As with job satisfaction, studies focused exclusively on telecommuters have aimed to understand predictors of commitment—namely, high-quality relationships with coworkers and supervisors, amount of social support received, coworker inclusionary and exclusionary behaviors, and communication satisfaction and competence (Fay & Kline, 2011, 2012; Golden & Veiga, 2008; Madlock, 2013). Similar predictors of organizational identification have been noted, including amount of social support received, amount of stress from interruptions, coworker inclusionary and exclusionary behaviors, and quality of relationships with coworkers (Fay & Kline, 2012; Fonner & Roloff, 2010; Wiesenfeld, Raghuram, & Garud, 2001).…”

Section: Work-related Outcomesmentioning

confidence: 99%

How Effective Is Telecommuting? Assessing the Status of Our Scientific Findings

Allen

Golden

Shockley

2015

Psychol Sci Public Interest

1,179

1,172

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Telecommuting has become an increasingly popular work mode that has generated significant interest from scholars and practitioners alike. With recent advances in technology that enable mobile connections at ever-affordable rates, working away from the office as a telecommuter has become increasingly available to many workers around the world. Since the term telecommuting was first coined in the 1970s, scholars and practitioners have debated the merits of working away from the office, as it represents a fundamental shift in how organizations have historically done business. Complicating efforts to truly understand the implications of telecommuting have been the widely varying definitions and conceptualizations of telecommuting and the diverse fields in which research has taken place.Our objective in this article is to review existing research on telecommuting in an effort to better understand what we as a scientific community know about telecommuting and its implications. In so doing, we aim to bring to the surface some of the intricacies associated with telecommuting research so that we may shed insights into the debate regarding telecommuting's benefits and drawbacks. We attempt to sift through the divergent and at times conflicting literature to develop an overall sense of the status of our scientific findings, in an effort to identify not only what we know and what we think we know about telecommuting, but also what we must yet learn to fully understand this increasingly important work mode.After a brief review of the history of telecommuting and its prevalence, we begin by discussing the definitional challenges inherent within existing literature and offer a comprehensive definition of telecommuting rooted in existing research. Our review starts by highlighting the need to interpret existing findings with an understanding of how the extent of telecommuting practiced by participants in a study is likely to alter conclusions that may be drawn. We then review telecommuting's implications for employees' work-family issues, attitudes, and work outcomes, including job satisfaction, organizational commitment and identification, stress, performance, wages, withdrawal behaviors, and firm-level metrics. Our article continues by discussing research findings concerning salient contextual issues that might influence or alter the impact of telecommuting, including the nature of the work performed while telecommuting, interpersonal processes such as knowledge sharing and innovation, and additional considerations that include motives for telecommuting such as family responsibilities. We also cover organizational culture and support that may shape the telecommuting experience, after which we discuss the community and societal effects of telecommuting, including its effects on traffic and emissions, business continuity, and work opportunities, as well as the potential impact on societal ties. Selected examples of telecommuting legislation and policies are also provided in an effort to inform readers regarding the status of the...

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The influence of motivational language in the technologically mediated realm of telecommuters

Cited by 38 publications

References 52 publications

Fostering work engagement in geographically-dispersed and asynchronous virtual teams

Fostering work engagement in geographically-dispersed and asynchronous virtual teams

Achieving Effective Remote Working During the COVID‐19 Pandemic: A Work Design Perspective

How Effective Is Telecommuting? Assessing the Status of Our Scientific Findings

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