Abstract
The COVID-19 pandemic has forced many employees to introduce different degrees of teleworking, leading to a transformation of the psychosocial work environment. In this study, we analyzed whether the relationship between a labor resource, social support, and a personal resource, vigor at work, is affected by the work modality (face-to-face, hybrid that includes face-to-face work and telework time, and telework caused by the current pandemic situation). Five hundred and forty-three employees answered an online questionnaire about their perceptions of the levels of social support, vigor experienced in the last month, and work modality. Seniority in the organization and the gender of the employees were controlled for. The model fit was significant [F(7, 535) = 20.816, p < 0.001], accounting for 21% of the variation in vigor (R2 = 0.21). The interaction was also significant [F(2, 535) = 4.13, p < 0.05], with an increase of 1% in the explanation of the variance in vigor at work (ΔR2 = 0.01). Differences were found in the positive relationship between levels of social support and vigor at work, among the face-to-face and telework modalities (hybrid and telework), but not between teleworking modalities. As a result, we posit that the different forms of telework moderate (buffer) the relationship experienced between labor resources (social support) and personal resources (vigor at work). This implies that, for the design of teleworking conditions, it is necessary to provide work resources similar to those in face-to-face settings, such as social support.
Highlights
The health crisis caused by the COVID-19 pandemic, declared by the World Health Organization on 11 March 2020 (World Health Organization, 2020), along with the lockdown of large populations, forced numerous organizations to establish teleworking to ensure the health and safety of workers and the maintenance of economic activity (Belzunegui-Eraso and Erro-Garcés, 2020; Bouziri et al, 2020; Morilla-Luchena et al, 2021)
Due to the importance of social support, especially in the lockdown situation due to the COVID-19 pandemic, this study aimed to analyze the implications of experienced work resources and personal resources, testing how they are affected according to the modality of work and comparing the face-to-face modality (37.2% of the workers) with the hybrid (32.4%) and telework modalities (30.4%), the latter of which is caused by the current pandemic situation
The study hypotheses were confirmed; the results showed that social support, both from peers and supervisors, is positively and significantly related to the level of vigor at work (H1)
Summary
The health crisis caused by the COVID-19 (an infectious disease caused by the SARS-CoV-2 virus) pandemic, declared by the World Health Organization on 11 March 2020 (World Health Organization, 2020), along with the lockdown of large populations, forced numerous organizations to establish teleworking to ensure the health and safety of workers and the maintenance of economic activity (Belzunegui-Eraso and Erro-Garcés, 2020; Bouziri et al, 2020; Morilla-Luchena et al, 2021). Social Support, and Vigor typical work hours (ranging from a few hours per week to nearly full-time) to work away from a central workplace – typically from home – using technology to interact with others as needed to conduct work tasks.” This new formula leads to greater health protection by slowing the expansion of the COVID-19 among workers by increasing the social and physical distances, this social isolation could impact the mental health of employees (Lengen et al, 2021). Vigor could be considered a complete personal resource that includes cognitive aspects and addresses the social and physical dimensions of a person It would be a result of work experience and, as with other positive affects, would facilitate target-oriented behavior (Carver and Scheier, 1990) and approximate behavior (Watson, 2000).
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