ABSTRACT
PurposeThe shift to remote work brought about by the COVID-19 pandemic dramatically limited spontaneous workplace interpersonal interactions. For one interpersonal relationship in particular, the work spouse, the sudden physical distance may impact the energy work spouses draw from one another. Drawing on interactional ritual theory, this study aims to investigate the relationship between interaction frequency and organizational outcomes mediated by relational energy amid the pandemic.Design/methodology/approachDuring the COVID-19 pandemic, working adults who indicated they had a work spouse were recruited via Qualtrics to participate in a two-part online study.FindingsComplete data from 120 participants across both time periods revealed that more frequent interaction between work spouses is associated with increased job satisfaction and affective commitment mediated by relational energy.Originality/valueThis study represents the first empirical examination of individual and organizational outcomes of a unique interpersonal workplace relationship. Additionally, this study enhances our understanding of the impact of relational energy in socially distanced situations between employees in a close, intimate (non-sexual) pair bond.
ABSTRACT
As governments mandated organization and school closures due to COVID‐19, working parents involuntarily found themselves trying to balance both work and child educational responsibilities from home while still endeavoring to remain productive at work. As such, we integrate the crisis management literature with boundary theory and the work–home resources model to propose and test a process model to better understand how abrupt shifts to remote work and school closures impact working parents' job performance during a crisis. Using data collected across four time periods beginning at the time when most states had issued “safer at home” orders, we examine a serial mediation model and find, consistent with predictions, that early experiences of boundary violations and job insecurity impact work–family balance self‐efficacy, which in turn drives future job performance by way of its effects on working parents' subjective well‐being. Implications for theory and practice are discussed.