Skip to main content

LUP Student Papers

LUND UNIVERSITY LIBRARIES

Arbetsengagemang vid distansarbete: är kvantitet viktigare än kvalitet vid interaktioner med närmsta chef?

Wennick, Johanna LU ; Lundh, Lovisa LU and Yousif Pitros, Ave LU (2021) PSYK11 20202
Department of Psychology
Abstract
The 2020 COVID-19 outbreak forced many organizations to introduce teleworking where employee interactions with the immediate manager shifted to digital platforms. The main purpose of this study was to investigate the relationship between employees’ work engagement and availability to the immediate manager, contact frequency with the immediate manager and the perceived quality of the relationship with the immediate manager, measured as Leader-member exchange (LMX). Furthermore, this study aimed to investigate a potential interaction effect between contact frequency and LMX on work engagement in a telework environment. Data was collected using an electronic survey shared on LinkedIn and Facebook. A total of 113 employees engaged in... (More)
The 2020 COVID-19 outbreak forced many organizations to introduce teleworking where employee interactions with the immediate manager shifted to digital platforms. The main purpose of this study was to investigate the relationship between employees’ work engagement and availability to the immediate manager, contact frequency with the immediate manager and the perceived quality of the relationship with the immediate manager, measured as Leader-member exchange (LMX). Furthermore, this study aimed to investigate a potential interaction effect between contact frequency and LMX on work engagement in a telework environment. Data was collected using an electronic survey shared on LinkedIn and Facebook. A total of 113 employees engaged in teleworking in Sweden participated. The results showed that work engagement is not correlated to neither contact frequency nor the perceived availability to the immediate manager. However, LMX was found to be strongly correlated to work engagement and a univariate variance analysis confirmed that LMX predicts 27 percent of employees’ work engagement in telework. Furthermore, no significant interaction effect between LMX and contact frequency on work engagement was found. Based on these results, the current study suggests that managers should primarily focus on building high-quality relationships with their employees to promote a high level of work engagement in a telework environment. (Less)
Abstract (Swedish)
I samband med att Covid-19 bröt ut våren 2020 tvingades många organisationer att införa distansarbete där anställdas interaktioner med närmsta chef flyttades över till digitala plattformar. Syftet med denna studie var att främst undersöka relationen mellan arbetsengagemang och anställdas upplevda tillgänglighet till närmsta chef, kontaktfrekvens med närmsta chef samt den upplevda kvaliteten av relationen till närmsta chef, mätt som Leader-member exchange (LMX). Vidare ämnade studien till att undersöka en potentiell interaktionseffekt mellan kontaktfrekvens och LMX på arbetsengagemang vid distansarbete. Datainsamlingen utfördes med hjälp av en elektronisk survey som publicerades på Facebook och Linkedin. Enkäten besvarades av totalt 113... (More)
I samband med att Covid-19 bröt ut våren 2020 tvingades många organisationer att införa distansarbete där anställdas interaktioner med närmsta chef flyttades över till digitala plattformar. Syftet med denna studie var att främst undersöka relationen mellan arbetsengagemang och anställdas upplevda tillgänglighet till närmsta chef, kontaktfrekvens med närmsta chef samt den upplevda kvaliteten av relationen till närmsta chef, mätt som Leader-member exchange (LMX). Vidare ämnade studien till att undersöka en potentiell interaktionseffekt mellan kontaktfrekvens och LMX på arbetsengagemang vid distansarbete. Datainsamlingen utfördes med hjälp av en elektronisk survey som publicerades på Facebook och Linkedin. Enkäten besvarades av totalt 113 anställda som arbetar på distans i Sverige. Resultatet visade att arbetsengagemang varken korrelerar med kontaktfrekvens eller anställdas upplevda tillgänglighet till närmsta chef. Däremot var LMX starkt korrelerat med arbetsengagemang och en univariat variansanalys bekräftade att LMX predicerar 27 procent av anställdas arbetsengagemang vid distansarbete. Vidare fanns ingen signifikant interaktionseffekt mellan LMX och kontaktfrekvens på arbetsengagemang vid distansarbete. Baserat på dessa resultat föreslår den aktuella studien att chefer främst bör fokusera på att bygga högkvalitativa relationer med sina anställda för att främja ett högt arbetsengagemang vid distansarbete. (Less)
Please use this url to cite or link to this publication:
author
Wennick, Johanna LU ; Lundh, Lovisa LU and Yousif Pitros, Ave LU
supervisor
organization
course
PSYK11 20202
year
type
M2 - Bachelor Degree
subject
keywords
arbetsengagemang, distansarbete, kontaktfrekvens, LMX, Utrecht Work Engagement Scale
language
Swedish
id
9038428
date added to LUP
2021-01-28 07:51:29
date last changed
2021-01-28 07:51:29
@misc{9038428,
  abstract     = {{The 2020 COVID-19 outbreak forced many organizations to introduce teleworking where employee interactions with the immediate manager shifted to digital platforms. The main purpose of this study was to investigate the relationship between employees’ work engagement and availability to the immediate manager, contact frequency with the immediate manager and the perceived quality of the relationship with the immediate manager, measured as Leader-member exchange (LMX). Furthermore, this study aimed to investigate a potential interaction effect between contact frequency and LMX on work engagement in a telework environment. Data was collected using an electronic survey shared on LinkedIn and Facebook. A total of 113 employees engaged in teleworking in Sweden participated. The results showed that work engagement is not correlated to neither contact frequency nor the perceived availability to the immediate manager. However, LMX was found to be strongly correlated to work engagement and a univariate variance analysis confirmed that LMX predicts 27 percent of employees’ work engagement in telework. Furthermore, no significant interaction effect between LMX and contact frequency on work engagement was found. Based on these results, the current study suggests that managers should primarily focus on building high-quality relationships with their employees to promote a high level of work engagement in a telework environment.}},
  author       = {{Wennick, Johanna and Lundh, Lovisa and Yousif Pitros, Ave}},
  language     = {{swe}},
  note         = {{Student Paper}},
  title        = {{Arbetsengagemang vid distansarbete: är kvantitet viktigare än kvalitet vid interaktioner med närmsta chef?}},
  year         = {{2021}},
}