Abstract
Virtual teams are increasingly expanding across the workforce facing many challenges to remain competitive. Like traditional “brick-and-mortar” workforces, there may be challenges within virtual teams that affect organizational success such as employee engagement, job satisfaction, commitment, leadership, trust, and knowledge sharing. However, it is uncertain how virtual teams maintain long-term sustainability. This research study brings together two constructs, employee engagement and computer-mediated communication, to examine their importance and relevancy in virtual team’s effectiveness (success). Further, social exchange theory (SET) theoretical foundation explained employee motivation and satisfaction behaviors. This research employed a quantitative, non-experimental explanatory research design and used two instruments to investigate the relationship between computer-mediated communication (CMC) competence and employee engagement in telecommuting knowledge workers in the US. To measure dimensions of employee engagement, the researchers used the Utrecht Work Engagement Scale (UWES-9) and the Computer-mediated Communication (CMC) competence model to measure 5 subscales of computer-mediated communication, i.e. expressiveness, attentiveness, efficacy, knowledge, motivation. The target population was a random sample of 134 teleworkers. Demographic information collected included age, gender, education level, and number of years of service. The findings suggest that the most significant predictor of engagement is attentiveness, followed by expressiveness, and then motivation. Thus, leadership can engage in telecommuting knowledge workers to increase and maximize productivity.
Highlights
In recent years, information and communication technologies (ICTs) advancement produced significant modifications in organizations and their business practices [1]
There is no empirical evidence that exists on computer-mediated communication competence and employee engagement. To fill these gaps in understanding, this study develops and tests a research model that explains employee engagement and overall computer-mediated communication in knowledge teleworkers based on reciprocation, the Social Exchange Theory (SET)
The research is grounded in existing employee engagement and computer-mediated communication literature
Summary
Information and communication technologies (ICTs) advancement produced significant modifications in organizations and their business practices [1]. The use of technology-mediated communication enables workers to collaborate with colleagues across multiple time zones, accomplish work tasks, and keep in touch with the main offices from anywhere at any time [2] [3]. Such information technology (IT) enabled work to be considered as “telework” (Telework Enhancement ACT of 2010). The term “telework” or “teleworking” refers to a flexible work arrangement in which an employee performs assigned duties and responsibilities of an employment position for an approved location from which the employee would work (Telework Enhancement ACT of 2010). Knowledge teleworkers will be referred to as teleworkers
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