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This study explores the impact of transformational leadership on work engagement within remote work settings. More specifically, we investigate whether supervisor’s perceived digital communication skills moderate the relationship between perceived supervisor support and work engagement.

Moderated mediation model has been tested using a sample of 410 consultants in Italy who worked within a fully remote work setting during Covid-19 pandemic.

Drawing on construal level theory and social presence theory, our study provides insights into the dynamics of leadership and work engagement in remote work settings. We demonstrate that, despite the challenges posed by physical distance, transformational leaders can effectively stimulate the work engagement of remote collaborators. Moreover, our findings suggest that the perceived digital communication skills of supervisors play a crucial role in moderating the relationship between perceived supervisor support and work engagement. This underscores the importance of supervisors' adept use of digital tools in conveying psychological presence and fostering employee engagement in remote work environments.

Our study highlights the importance of developing supervisors' digital communication skills to support and stimulate employee engagement in remote work settings.

This study contributes to the literature by providing one of the first empirical tests of the relationship between transformational leadership, perceived supervisor support, supervisor’s digital communication skills and work engagement within a remote work setting. By challenging prior assumptions and offering novel insights, our research enhances understanding of leadership dynamics and provides practical guidance for organizations navigating the challenges of remote work.

Construction workers’ safety behavior has been proven to be crucial in preventing occupational injuries and improving workplace safety, and organizational safety support provides essential resources to promote such behavior. However, the specific mechanisms of how organizational safety support affects safety behavior have not been thoroughly explored. Therefore, this study explored the relationship between workers’ perceived organizational safety support (perceived supervisor/coworker safety support) and safety behavior (safety task/contextual behavior), while considering the mediating effects of safety motivation, emotional exhaustion, and the moderating effect of psychosocial safety climate.

Based on the quantitative research method, the hypothesis was tested. The data were collected from 500 construction workers using a structured questionnaire. Observed variables were tested using confirmatory factor analysis, and the path coefficient of fitted model was then analyzed including the associated mediating and moderating effects.

The study found that (1) safety support from both supervisors and coworkers directly forecasted both types of safety behavior, (2) safety motivation was primarily predicted by perceived supervisor safety support, and perceived coworker safety support better predicted emotional exhaustion. Safety motivation mediated the relationship between perceived supervisor safety support and safety contextual behavior, and emotional exhaustion mediated the relationship between both types of safety support and both types of safety behavior, (3) psychosocial safety climate moderated the pathway relationships mediated by safety motivation and emotional exhaustion, respectively.

The samples of this study were mostly immersed in eastern culture and the construction industry, and the cultural and industry diversity of the samples deserves further consideration to enhance the universality of the results. The cross-sectional approach may have some impact on the accuracy of the results. In addition, other potential mediating variables deserve to be explored in future studies.

This study provides a new basis for extending current theoretical frameworks of organizational safety support and safety behavior by using a moderated mediation model. Some practical insights on construction safety management have also been proposed based on the research findings. It is recommended that practitioners should further raise awareness of the critical role of supervisor-worker and worker-coworker relationships, as high levels of safety support from the supervisor/worker respectively effectively encourage safety motivation, alleviate emotional exhaustion, and thus improve workers’ safety performance. Meanwhile, the psychosocial health conditions of workers should also receive further attention.

While existing research has explored the association between supervisor support and turnover intention among construction workers, there is a notable gap in the literature concerning the potential mediating role of work engagement in elucidating this relationship, warranting further investigation. The paper, hence, aims to examine the mediating role of work engagement in the relationship between supervisor support and turnover intention among construction workers.

Based on the quantitative research method, the hypothesis was tested. The data were collected from 144 construction professionals using a structured questionnaire. Observed variables were tested using confirmatory factor analysis, and the mediating role relationship was validated using hierarchical regression.

The outcome of this study shows a significant positive impact of work engagement and supervisor support on employee turnover intention. The study further showed that work engagement plays a mediating role in the connection between supervisory support and the intention to turnover and improve project and business performance. Turnover intention, on the other hand, negatively affects project and organizational performance.

By enhancing employee work engagement and perceptions of supervisor support, the findings of this study may aid construction organizations in making better judgments regarding the likelihood of employee turnover. The effectiveness of the project and the organization will likely be greatly impacted.

The results of this study provide supporting evidence and advance efforts at reducing employee turnover intention through work engagement and supervisor support in improving project and organizational performance.

Flexibility in the workplace is increasingly considered an important aspect of human resource strategy aimed at attracting and retaining a high-quality workforce. The purpose of this study is to explore the direct relationships between both employee- and employer-centered flexible work arrangements and turnover intentions, specifically focusing on Generation Z employees. In addition, this study also examines the mediating role of supervisor support and total rewards in these relationships.

This study used a quantitative research design using a cross-sectional survey method to gather data from employees born from 1995 across three industries – logistics, retail sales, and manufacturing. Partial least-squares structural equation modeling was used to analyze the data. The survey was conducted online, ensuring a diverse geographical spread and adherence to the representativeness of Generation Z within these sectors.

Contrary to existing literature, the findings reveal no direct correlation between flexible working arrangements (FWAs) and turnover intentions in this demographic. Instead, the results highlight the significant mediating roles of perceived supervisor support and total rewards. Specifically, these factors were found to influence turnover intentions in relation to the availability of employee-centered FWAs. The findings provide theoretical and practical implications, suggesting an adaptation of human resource strategies to better align with the preferences and expectations of Generation Z in the workplace.

In contrast to existing literature, this study examines the relationship between the availability of two different types of flexible work arrangements (employee- and employer-centered) and turnover intentions, specifically among Generation Z employees. In addition, this research introduces mediation analysis to investigate the roles of perceived supervisor support and total rewards – constructs that have been rarely considered in the context of these relationships.

The purpose of this paper is to investigate the impact of three predictors (emotional intelligence, perceived supervisor support and work–life balance) on employee engagement.

The employee engagement and its predictor variables considered have been assessed by a survey using a structured questionnaire. Data were collected for 628 government school teachers of Punjab state of India. SEM using SmartPLS software was used to estimate the relationship between employee engagement and its predictors (emotional intelligence, perceived supervisor support and work–life balance).

The results reveal that the three predictors (emotional intelligence, perceived supervisor support and work–life balance) have a significant positive impact on employee engagement of the government school teachers.

School authorities need to draft teacher-friendly policies so that teachers can stay deeply engrossed in their work and can handle work and family demands. Engaged teachers brim with positive energy, thereby energetically and vigorously preoccupying themselves in their work, leaving no time and space for negative thoughts.

The influence of emotional intelligence, perceived supervisor support and work–life balance on employee engagement of government school teachers is unprecedented. The study also tested the model in a holistic manner. Since the study is based on an Indian sample, it also adds to growing literature on employee engagement in nonwestern countries. The results are of great value to government authorities, school managements, HR managers and policymakers who are seeking to develop practices that enhance employee engagement at workplaces.

Virtual teams allow companies to recruit the best talents, regardless of their geographic location, which is particularly relevant in the Information and Communications Technology (ICT) sector given the high shortage of qualified human capital. However, the space and time flexibility of these professionals also present other challenges to Human Resource Management, such as work engagement and employee retention. This study aims to assess the extent to which supervisor support can influence work engagement and turnover intention in virtual teams.

We use a sample of 420 ICT Portuguese professionals who work in virtual teams to test a conceptual model with partial least squares (PLS).

The study results show that supervisor support decreases employee's intention to leave their job. We also found that work engagement mediates the relationship between supervisor support and work engagement. Results show that older employees present higher levels of work engagement and employees with longer tenure perceive less supervisor support.

This study contributes to elucidate the role played by supervisors in influencing employee engagement and retention in virtual work environments.

By drawing on the reciprocity norm and the employee engagement theory, the aim of this study is to investigate the influence of workplace characteristics (e.g. individual, job, group and organizational levels) on remote employee work performance (i.e. task, adaptive and proactive) and to examine the potential role of work engagement.

Data were collected through a phased investigation in a branch of a multinational telecommunication company located in Greece. The research was carried out from September 2022 to December 2022. Firstly, 364 exclusively remote employees completed questionnaires examining work-related characteristics (i.e. change self-efficacy, work autonomy and perceived organizational support (POS)) as well as their work engagement. Consequently, their supervisors evaluated their work performance. The research model was tested with the use of structural equation modeling (SEM).

The research findings suggest that change self-efficacy, work autonomy, support from supervisors and organizational support positively influence employee work engagement as well as that work engagement mediates the relationship among change self-efficacy, support from supervisors, organizational support and employee work performance (i.e. task and adaptive). Theoretical and practical implications of these findings are discussed.

The results indicate that if organizations manage to influence positively their employees’ work engagement by providing them with the necessary conditions and support (i.e. individual, group and organizational levels), they may increase their work performance in changing and complex times.

The research findings provide new insights into how workplace characteristics and work engagement may influence employee performance during turbulent times. The originality of this study lies in the finding that employees’ work engagement mediates the relationship among change self-efficacy, support from supervisors, organizational support and employee work performance (i.e. task and adaptive). Further, the study refers to exclusively remote employees, and it was conducted in the meta coronavirus 2019 (COVID-19) era.

Social exchange and social learning theories are widely used in many disciplines, but there is little research on the relationships between supervisor support and job performance in a developing context. Therefore this study aims to examine the links between supervisor support and job performance with the mediating role of psychological factors; empowerment and self-confidence.

Data for this study were collected from 364 employees working at Pakistan Telecommunication Company Limited. Partial least square structural equation modeling was used for the analysis.

The results revealed that supervisor support stimulates job performance. Empowerment and self-confidence both partially mediate the relationships between supervisor support and job performance.

This study adds to the current body of literature by providing insight into the influence of perceived supervisor support on job performance through the mediating role of psychological factors.

To the best of the authors’ knowledge, this is one of the very few studies exploring the relationships between supervisor support and job performance in developing contexts, particularly focusing on the mediating mechanisms of empowerment and self-confidence.

This study aims to examine the effect of perceived supervisor support (PSS) and workplace dignity (WPD) on employees' affective commitment to change (ACC). It also investigates PSS as an antecedent of WPD and WPD as a mediator between PSS and ACC.

To examine the proposed relationships, data was collected from employees of an Indian public sector company undergoing many change initiatives at the time of the study. The hypotheses were tested using the structural equation model.

The findings indicate the direct effect of PSS and WPD on employees' ACC, and WPD does mediate between PSS and ACC. The results also suggest PSS works as an antecedent of WPD.

The findings suggest how organizations can enhance employees’ ACC by creating a positive context involving supervisor support and experience of WPD.

The findings contribute to ACC literature by highlighting the role of WPD and PSS. This is one of the few quantitative studies which examines the antecedent and consequences of WPD.

Drawing on organismic integration theory, we aim to examine whether the reasons independent contractors choose contract work are related to their on-the-job motivation and job satisfaction and whether their perceived support enhances positive (or buffers negative) effects.

We collected data at three separate time points from 241 adjunct instructors to test a moderated mediation model using bootstrapping analyses.

The positive relationship between pull factors (e.g. autonomy) and job satisfaction is fully mediated by the autonomous motivation contractors experienced at work. The inverse relationship between push factors (e.g. inability to secure desired work role) and job satisfaction is not mediated by autonomous nor controlled motivation experienced at work. Contractors' perceived organizational support does not moderate the relationship between either push or pull factors and autonomous motivation. Post hoc analysis shows a moderating effect of perceived supervisor support on the nonlinear relationship between push factors and autonomous motivation.

Recruiting individuals drawn to the benefits of contract work may have important implications for worker motivation, job satisfaction and potentially beyond. Moreover, organizations may consider whether existing support resources and infrastructure are appropriate for contractors.

Despite the abundance of evidence demonstrating the benefits of organizational and supervisor support among traditional employee populations, such support may be of limited value to those drawn to contract work.