The Impact of Work Arrangements on Turnover Intentions and Affective Commitment: The Moderating Role of Psychological Isolation
Publisher
University of Tennessee at Chattanooga
Place of Publication
Chattanooga (Tenn.)
Abstract
In the post-COVID-19 era, the shift to remote and hybrid work arrangements has transformed traditional workplace structures, enhancing flexibility but introducing new challenges. This study investigates how these work arrangements: traditional (in-office), remote (entirely off-site), and hybrid (a mix of in-office and remote affect affective organizational commitment and turnover intentions, with a focus on the moderating role of psychological isolation. Using a cross-sectional survey design, data will be collected from 200 participants, evenly represented among the three work arrangement types. Participants will be current U.S. residents and employees recruited through Prolific for a representative sample. The survey will measure affective organizational commitment, turnover intentions, and psychological isolation, along with demographic and job-related controls. Multivariate Analysis of Variance (MANOVA) will be used to compare affective commitment and turnover intentions across work arrangements, with post-hoc tests to identify specific differences if needed. A second MANOVA will assess how psychological isolation moderates these relationships, including interaction terms and controlling for relevant variables. Hypothesis 1 expects traditional workers to show higher affective commitment compared to remote and hybrid workers. Hypothesis 2 predicts remote workers will have higher turnover intentions than their traditional and hybrid counterparts. Hypotheses 3 and 4 propose psychological isolation will negatively impact affective commitment and positively influence turnover intentions. Hypotheses 5 and 6 anticipate that psychological isolation will exacerbate the negative effects of remote and hybrid work on commitment and turnover intentions. The study aims to offer insights into the psychological impacts of remote and hybrid work arrangements, providing strategies to address psychological isolation and enhance employee engagement. These findings will contribute to both academic research and practical workplace policies.
Date
11-9-2024
Subject
Industrial and organizational psychology
Document Type
posters
Language
English
Rights
http://rightsstatements.org/vocab/InC/1.0/
License
http://creativecommons.org/licenses/by/4.0/
The Impact of Work Arrangements on Turnover Intentions and Affective Commitment: The Moderating Role of Psychological Isolation
In the post-COVID-19 era, the shift to remote and hybrid work arrangements has transformed traditional workplace structures, enhancing flexibility but introducing new challenges. This study investigates how these work arrangements: traditional (in-office), remote (entirely off-site), and hybrid (a mix of in-office and remote affect affective organizational commitment and turnover intentions, with a focus on the moderating role of psychological isolation. Using a cross-sectional survey design, data will be collected from 200 participants, evenly represented among the three work arrangement types. Participants will be current U.S. residents and employees recruited through Prolific for a representative sample. The survey will measure affective organizational commitment, turnover intentions, and psychological isolation, along with demographic and job-related controls. Multivariate Analysis of Variance (MANOVA) will be used to compare affective commitment and turnover intentions across work arrangements, with post-hoc tests to identify specific differences if needed. A second MANOVA will assess how psychological isolation moderates these relationships, including interaction terms and controlling for relevant variables. Hypothesis 1 expects traditional workers to show higher affective commitment compared to remote and hybrid workers. Hypothesis 2 predicts remote workers will have higher turnover intentions than their traditional and hybrid counterparts. Hypotheses 3 and 4 propose psychological isolation will negatively impact affective commitment and positively influence turnover intentions. Hypotheses 5 and 6 anticipate that psychological isolation will exacerbate the negative effects of remote and hybrid work on commitment and turnover intentions. The study aims to offer insights into the psychological impacts of remote and hybrid work arrangements, providing strategies to address psychological isolation and enhance employee engagement. These findings will contribute to both academic research and practical workplace policies.
Department
University of Tennessee at Chattanooga. Dept. of Psychology