Date of Conferral
5-9-2024
Date of Award
May 2024
Degree
Ph.D.
School
Psychology
Advisor
Richard Thompson
Abstract
Research on feedback-seeking, a critical component of employee self-regulatory behavior, has heavily relied on conventional offices, laboratories, and classrooms. Researchers have called for studies in varied workplaces and remotely situated work locations, but opportunities were constrained by organizational limits on deploying workers beyond organizational offices. The COVID-19 pandemic’s forced dispersal of office workers to work remotely from their homes overcame these organizational limits. This quantitative survey study compared 232 employee ratings of feedback environments and leader-member exchange relationships to assess their relative effectiveness among employees dispersed by the COVID-19 pandemic to remote locations with those of employees remaining in conventional office settings. Comparisons included work engagement, and job satisfaction outcomes across locations. ANOVA analyses of feedback environments and leader-member exchange survey responses were positive overall and higher for leader-member exchange in remote locations. Multiple regression analyses of work engagement and job satisfaction outcomes supported a conclusion that remote locations were effective and more strongly influenced by leader-member exchange. Results contribute to the literature on feedback self-regulation in remote locations. Expanding office work locations to include remote and hybrid settings supports positive social change and furthers inclusion of workers unable to meet commuting and attendance requirements.
Recommended Citation
Gianneschi, John Bryan, "Pandemic Impact on Feedback Environments Among Remote and Traditional Office Workers" (2024). Walden Dissertations and Doctoral Studies. 15670.
https://scholarworks.waldenu.edu/dissertations/15670
