An Analysis of Organizational Support for Telecommuting in Public Accounting Firms

Research suggests that organizational support for alternative work arrangements (AWAs) is essential for the effective implementation of AWAs in public accounting, yet studies consistently suggest that such organizational support is lacking. Despite mass adoption of telecommuting (one type of AWA) during the COVID-19 pandemic, recent evidence suggests that firms vary greatly in the extent to which they plan to support telecommuting in the post-pandemic environment. Using a sample of 133 public accounting professionals, we explore whether several factors under the organization's control influence perceived organizational support for telecommuting, and whether such support is linked with perceived career penalties from telecommuting usage and turnover intentions. We find that supervisor support for personal/family needs and procedural justice regarding telecommuting requirements are positively associated with perceptions of organizational support for telecommuting. Further, greater perceived organizational support for telecommuting is associated with both lower perceived career penalties from telecommuting usage and lower turnover intentions.

The impact of student self-disclosure on the stress and wellbeing of tertiary educators during the COVID-19 pandemic

Workplace stress, burnout, and fatigue are commonplace amongst tertiary educators, and are compounded by the ongoing challenges of teaching and learning during a global pandemic. Amid efforts to identify and understand contributors to educator stress, student-teacher interactions have received relatively little attention. However, educators are often expected to engage in pastoral care when students disclose academic and personal problems. Receiving and responding to self-disclosure can be emotionally taxing, particularly in professional contexts of care, and therefore contribute to educator experiences of stress and burnout. In this study, we examined the relations between student self-disclosure and educator stress and wellbeing during the COVID-19 pandemic in New Zealand. Almost all of the 318 tertiary educators received COVID-19 related disclosures from students. Findings show that educators whose students had shared personal problems during COVID-19 were more likely to report high stress and poor wellbeing.Such communication was also associated with higher rates of workplace presenteeism, suggesting that these teachers were likely to push themselves to a level that risks illness. Fortunately, these negative impacts were ameliorated when educators also reported a sense of support in the workplace. The implications for educators and tertiary institutions are discussed, including the provision of educator training and well-resourced student support services.

Burnout among behavior analysts in times of crisis: The roles of work demands, professional social support, and psychological flexibility

Background The purpose of this study was to apply the Job-Demands Resources model as a framework to examine the relationship between work demands and burnout among behavior analysts working in human service settings during the Covid-19 pandemic. We specifically investigated the work demands-burnout relationship and how psychological flexibility, supervisor support, and coworker support related to burnout, whether as moderators or as mediators of work demands. Method A sample of 298 ABA practitioners participated in a cross-sectional investigation in April-May 2021 and reported sociodemographic and job-related characteristics, information about the impact of Covid-19 on work, work demands, psychological flexibility, supervisor support, and coworker support. We conducted regression-based analyses of moderation and multiple mediation. Results Greater work demands predicted higher levels of exhaustion and disengagement. Psychological flexibility and supervisor support partially mediated the influence of work demands on exhaustion and burnout;neither moderated the influence of work demands on exhaustion or burnout. Coworker support did not function as a moderator or mediator in the work demands-burnout relationship. Conclusions Findings highlight the need for effective caseload management and supervision practices, along with initiatives that create opportunities for increased, positive interaction with supervisors and among colleagues. Providing psychological flexibility skills training may benefit behavior analysts as a burnout management strategy. As a personal resource, however, it may be insufficient to mitigate burnout in times of crisis when work demands are higher than usual. Organizations should consider multi-faceted burnout interventions that address personal and workplace factors to both increase personal/job resources and reduce job demands.

Impact of customer incivility on restaurant employee stress spread and turnover: COVID-19 vaccination mandate.

In response to the unprecedented pandemic in recent history, COVID-19 vaccination mandates in the U.S. caused significant changes and disruption in hospitality operations and customer experiences. The primary goal of this study is to examine whether and how customer incivility induced by the COVID-19 vaccine mandate in the U.S. affects employees' behavioral outcomes (i.e., stress spread between employees and turnover intention) via psychological mechanisms (i.e., stress and negative emotion) and when the relationship is moderated by personal (employee prosocial motivation) and organizational (supervisor support) characteristics. Findings show that customer incivility increases employee turnover intention as well as interpersonal conflicts at work via increased stress and negative emotions. These relationships are weakened when prosocial motivation of employees and the level of supervisor support is high. Findings expand the occupational stress model by specifically incorporating the context of the COVID-19 vaccine mandate and further provide implications for restaurant managers and policy makers.

Alleviating the negative effects of salesperson depression on performance during a crisis: Examining the role of job resources

Depression is an important and prevalent issue often overlooked in the sales literature. Although prior research provides evidence that depression negatively impacts a variety of job-related outcomes, little is known about the factors that can mitigate such relationships—particularly that between depression and salesperson performance over time. To remedy this, we draw on Job Demands-Resources theory and propose a unique framework that examines job resources (i.e., work adaptability, family work support, and supervisor support) that may mitigate the negative effects of depression. Using salesperson surveys matched with objective sales performance data during the early stages of the COVID-19 pandemic (i.e., January, February, and March 2020), we show that depression is negatively related to salesperson performance over time, work adaptability and family work support both mitigate the negative effects of depression, and contrary to expectations, supervisor support aggravates the relationship between depression and performance for a time but helps boost performance at the end of the observation window. The article's broader contribution is that depression is a crucial issue to consider and that sales managers should pay special attention to job resources that may mitigate the negative relationship between depression and salesperson performance over time. © 2023 Elsevier Inc.

Individual self-concept and after-hours work behavior: Effect on employee engagement and the moderating roles of POS and PSS

Information and communication technology (ICT) has made it possible for employers and employees to stay connected for work related matters beyond the spatial and temporal boundaries. Yet there exists little understanding of the implications for some vital aspects of work and employee engagement. This study addresses this gap and investigates how an employee's individual self-concept is related to after-hour work behavior (AWB) and its impact on employee engagement. We used multiple hierarchical regression on a sample of 404 employees representing Indian service sector to establish the statistical validity. Results indicated that while individual ambition was insignificant, employees with greater ambition and work as central-life interest were more likely to engage in AWB. Also, AWB was found to be affecting employee engagement (EE). Further, perceived organizational support (POS) moderated the relationship between AWB and EE but perceived supervisors support (PSS) did not. The work has important managerial and practical implications specially after COVID- 19 when ICT has become an indispensable part of any work environment. © 2023 The Authors

Women in higher education: A brief report on stress during COVID-19

Higher education institutions have evolved into a more stressful environment. Women have been experiencing higher levels of stress than their male counterparts. With higher education adopting to the onset of the pandemic, this brief report studied women's perceived stress in relation to perceived organizational and supervisory support, and age during times of crisis. In an era of social distancing, quarantines, and lockdowns, the findings suggest that women's perceived stress is negatively related to age, perceived organizational support, and perceived supervisory support. Society as we once knew it pre-pandemic will never be the same. Higher education is inevitably going to have to manage the aftermath, a new normal that can only be as effective as the employees that help keep the organization running. [ FROM AUTHOR] Copyright of Management in Education (Sage Publications, Ltd.) is the property of Sage Publications, Ltd. and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full . (Copyright applies to all s.)

Work from home during COVID-19: the role of perceived hope, intrinsic spirituality and perceived supervisor support on job involvement

Purpose>This study aims to explore the influence of perceived hope, intrinsic spirituality and supervisor support on job involvement at the time of work from home during the COVID-19 pandemic.Design/methodology/approach>The sample included 263 employees working from home (WFH) for the first time in their careers due to COVID-19. The authors applied structural equation model and multigroup analysis (MGA) in SmartPLS3 to examine the hypothesized relationships, and artificial neural network (ANN) analysis to determine the relative influence of the antecedents.Findings>Results indicate that both personal (such as perceived hope and intrinsic spirituality) and job (supervisor support) resources determine job involvement during remote working, with a moderating impact of age on the relationship between intrinsic spirituality and job involvement. The ANN analysis shows that perceived hope is the most influential determinant of job involvement when employees work from home.Practical implications>This study suggests that when employees work remotely, organizations can generate higher job involvement by conveying a higher perception of hope and spirituality and providing supervisor support through planned hope interventions, promoting prosocial behavior and making changes in leadership style (check on instead of check-in).Originality/value>This study extends the job demands-resources (JD-R) model with new insights into the impact of personal and job resources on job involvement during the new normal remote working era.

Exploring the influence of supervisor and family work support on salespeople’s engagement and unethical behaviors

Purpose: Salespeople’s unethical behaviors have been the subject of extensive academic research and practitioner outcry. High pressure, complex selling environments and extant methods of monitoring, control and compensation of salespeople have been found to lead to short-term sales behaviors, such as lying, that are detrimental to both customers and firms in the long run. Furthermore, work and family pressures can lead to unethical sales behaviors. However, research on the impact of the social environment on unethical behaviors in sales is scant. This study aims to examine the impact of social factors (e.g. supervisor support and family work support) on salespeople’s unethical behaviors as a social exchange process in an emerging market context where work and family pressures are high. Specifically, the mediating role of emotional and cognitive engagement on the relationship between social support and unethical behaviors is investigated. Design/methodology/approach: An empirical study was conducted to examine the relationship between social support (family work support and supervisor support), engagement (emotional and cognitive) and unethical behaviors. Survey data were collected from 496 salespeople from multiple industries in India, and partial least squares structural equation modeling was used to test the hypothesized relationships. In addition, post hoc qualitative interviews were conducted with 15 salespeople to corroborate the findings. Findings: Supervisor support is positively related to emotional and cognitive engagement and negatively related to unethical behaviors. Contrary to our hypothesis, family work support is positively related to unethical behaviors. However, this relationship becomes negative when the salesperson is emotionally and cognitively engaged with their work. Research limitations/implications: This research enhances the understanding of the antecedents of unethical behaviors in sales. Supervisor support, emotional engagement and cognitive engagement reduce unethical behaviors. However, family work support increases unethical behaviors. The relationship between social support (supervisor and family work) and unethical behaviors is mediated by emotional and cognitive engagement. These findings offer sales managers dealing with increasing work and family pressures and the blurring of personal and professional life a way to motivate their sales force to act in a manner that benefits customers and the firm in the long run. Practical implications: The findings offer insights on how sales managers and organizations can help design supportive work environments for their salespeople to help reduce unethical behaviors. The findings also highlight the importance of understanding salesperson family values during the hiring process and keeping salespeople engaged, especially while they work from home, are isolated from their work environment and spend more working hours at home with family members. Originality/value: To the best of the authors’ knowledge, the current research is the first to investigate the impact of family work support on unethical behaviors. This is timely and valuable as the current COVID-19 pandemic has increased the number of salespeople working from home, reduced sales performance and increased anxiety due to economic uncertainty, all of which could encourage unethical sales behaviors. This paper is also the first to investigate the mediating role of engagement on the effects of social support on unethical behaviors. © 2022, Emerald Publishing Limited.

Professional isolation and pandemic teleworkers' satisfaction and commitment: The role of perceived organizational and supervisor support.

Background: The COVID-19 pandemic has abruptly and profoundly changed the way people interact with their organization, their colleagues and their supervisor. Objective: This study assesses the effects of telework-induced professional isolation due to the pandemic. Drawing on organizational support theory, this study examines the relationship between professional isolation and satisfaction with the telework experience and affective organizational commitment during mandatory teleworking caused by the COVID-19 crisis. It does so by focusing on the moderating role of perceived organizational and supervisor support in these relations. Methods: Data was collected via self-reported survey questionnaires from 728 pandemic teleworkers from various industry sectors in Quebec during the COVID-19 crisis. The study's hypotheses were tested using structural equation modeling (SEM), and moderation effects were probed with the Johnson-Neyman technique. Results: The results reveal that professional isolation negatively affects satisfaction with the telework experience, but does not affect affective organizational commitment. The relationship between satisfaction with telework and professional isolation was moderated by perceived organizational support, and the relationship between affective organizational commitment and professional isolation was moderated by perceived supervisor support. Conclusion: This study expands the organizational support theory by examining perceived organizational and supervisor support during a crisis as a counterbalance to a challenging social and organizational climate that has led to professional isolation. The implications of the findings as well as future directions for research on professional isolation and telework are discussed.

Introduction: La pandémie de Covid-19 a brusquement et profondément changé la façon dont les individus interagissent avec leur organisation, leurs collègues et leur superviseur. Objectif: Cette étude examine les effets de l'isolement professionnel induit par le télétravail en raison de la pandémie. S'appuyant sur la théorie du soutien organisationnel, elle examine la relation entre l'isolement professionnel, la satisfaction de l'expérience de télétravail et l'engagement organisationnel affectif durant la période de télétravail obligatoire induit par la pandémie. Pour s'y faire, elle examine le rôle modérateur du soutien organisationnel perçu de l'organisation et du soutien perçu du superviseur dans ces relations. Méthodologie: Les données ont été recueillies auprès de 728 télétravailleurs québécois de divers secteurs d'activité à l'hiver 2021. Les hypothèses de l'étude ont été testées à l'aide d'analyse par équations structurelles et les effets de modération ont été examinés à partir de la méthode Johnson-Neyman. Résultats: Les résultats révèlent que l'isolement professionnel est négativement associé à la satisfaction à l'égard de l'expérience de télétravail, mais qu'il n'a pas d'effet sur l'engagement organisationnel affectif. La relation entre la satisfaction à l'égard du télétravail et l'isolement professionnel est modérée par le soutien organisationnel perçu, et la relation entre l'engagement organisationnel affectif et l'isolement professionnel est modérée par le soutien perçu du superviseur. Conclusion: Cette étude élargit la théorie du soutien organisationnel en examinant le soutien perçu de l'organisation et du superviseur pendant une crise comme un contrepoids à un climat social et organisationnel difficile qui a conduit à l'isolement professionnel. Les implications des résultats et les orientations futures de la recherche sur l'isolement professionnel et le télétravail sont discutées.

The role of work-family conflict and job role identification in moderated mediating the relationship between perceived supervisor support and employee proactive behaviors.

In recent years, the outbreak and persistence of COVID-19 has greatly changed the way people work, and encouraging employees to work online from home has become a new form of work for organizations responding to the epidemic. Based on the W-HR model, this paper explored supervisor support as a situational resource in the context of online office, aiming to verify the changes in work-family status caused by individuals facing the background of supervisor support, and then relate employees' proactive behavior. Meanwhile, the predicted moderating effect of job role identification on supervisor support and work-family conflict was verified by considering the role identification generated in the positive interaction between employees and supervisors as individual resources. In this study, 555 employees from enterprises in the provinces of Jiangsu and Guangdong were selected as the research participants, and data were recovered at two time nodes. The results show that: (1) Perceived supervisor support significantly relates employee proactive behavior. (2) Work-family conflict mediates the relationship between perceived supervisor support and employee proactive behavior. (3) Job role identification has a significant moderating effect on the relationship between perceived supervisor support and work-family conflict, and high level of job role identification moderated the mediating effect of work-family conflict on perceived supervisor support and employee proactive behavior significantly. This paper expands the research perspective of employee proactive behavior. It can be used as a reference for enterprises to formulate strategies to improve employee proactive behavior in the process of digital reform.

Social Distancing Initiatives and Perceived Organizational Support: It’s the Intended Beneficiary That Counts

Leveraging data on organizational social distancing initiatives (SDIs) this paper examines the link between SDI implementation and perceived organizational support (POS). The paper discusses and tests the intended beneficiary heuristic to help explain why and when employment practices may induce POS. We suggest that SDIs, involving various ways to separate employees to keep them safe, have the important secondary benefit of increasing employees' perception that the organization cares about their well-being and values their contributions. Using the intended beneficiary heuristic we argue that such favorable treatment as SDIs relates positively to POS most when employees attribute their implementation to the organization's concern for the welfare of employees. Results of two studies, a cross-sectional study with 121 employees in the United States and a longitudinal study with 103 employees in South Korea, indicate that SDIs were positively associated with employees' POS, which in turn improved their job satisfaction (Studies 1 and 2), affective organizational commitment, and organizational citizenship behavior (Study 2). The results also show that these relationships were stronger when employees perceived SDIs to be implemented to protect their welfare rather than as a means of protecting the organization.

Working with artificial intelligence surveillance during the COVID-19 pandemic: a mixed investigation of the influence mechanism on job engagement in hospitality industry

This paper examines the interaction effects of social support (supervisor support and coworker support) and AI surveillance on employee job engagement drawing on the social exchange theory. Mixed research methods were applied. Researchers collected 358 valid time-lagged designed questionnaires and tested the model using a path analysis approach. The results revealed that there is a moderated mediation mechanism in relationships between supervisor support/coworker support and job engagement, in which both self-efficacy and self-esteem are mediating variables and AI surveillance plays a moderating role. Specifically, when the degree of job control with AI surveillance is at a low level, the effect of supervisor support/coworker support on employees' self-efficacy/self-esteem is stronger. The indirect relationship between supervisor support/coworker support and job engagement through self-esteem is moderated by job control with AI surveillance as well, and the indirect relationship becomes stronger when job control with AI surveillance is lower. Findings from a series of semi-structured post-hoc interviews with 18 hotel employees interpretatively support the survey results. This research fills this gap by analyzing relationships among social support, AI surveillance, and job engagement and provides positive suggestions for hotel operation and employee management with AI surveillance during pandemic.

Supported here and supported there: understanding family-supportive supervisor behaviors in a telework context

Since the onset of the COVID-19 pandemic, work and life has became more blended as more workers have shifted to a telework context. Due to these notable changes in work and life, it is important to consider how supervisors are supporting their employees and how employees feel supported regarding their nonwork responsibilities. Here, we qualitatively and quantitatively assessed how well traditional conceptualizations of family-supportive supervisor behaviors (FSSB) align with the telework context. Results from interviews with supervisors and subordinates suggest that the traditional FSSB framework is relevant to the telework context, but that the actual expression of FSSB is somewhat different and unique when supervisors and subordinates work remotely. We followed up this qualitative investigation with a cross-sectional, online survey. Survey results also suggested that the traditional FSSB conceptualization holds within the telework context. Overall, based on our mixed methods, two-study report, we provide preliminary evidence that FSSB in a telework context are consistent with traditional conceptualizations (i.e. align with traditional dimensions) but the actual engagement in and reception of these behaviors may be different (i.e. consist of nuanced behavioral expressions). [ FROM AUTHOR] Copyright of Community, Work & Family is the property of Routledge and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full . (Copyright applies to all s.)

Investigating Frontline Nurse Stress: Perceptions of Job Demands, Organizational Support, and Social Support During the Current COVID-19 Pandemic.

Background: While frontline nurses employ coping alternatives to help deal with occupational stress resulting from unprecedented challenges during the COVID-19 pandemic, their access to necessary resources is unclear. Objective: This study aims to explore nurses' mental health in Alabama hospitals during the COVID-19 outbreak and investigate the impact of organizational and community support on nurse stressor levels, physio-psychosocial responses, and coping strategies employed. Methods: A cross-sectional survey was developed to bridge our understanding of stress, support, and coping mechanisms and distributed to nurses working with COVID-19-infected patients in hospital settings in Alabama. A total of 232 frontline nurses responded to 79 items in four domains (stressors, physio-psychosocial symptoms, coping, and support) between May 6, 2020, and June 30, 2020. A two-way ANOVA, regression analysis, and mediation of effects were used to analyze the data. Results: This study found that both social support and use of coping strategies contributed to the reduction of physio-psychosocial symptoms. Differences were found in how older frontline nurses perceived the efficacy of social support and certain coping strategies. This study provides further evidence of the importance of organizational support in addressing the harmful physio-psychosocial symptoms experienced by nurses.

Eustress and Distress in the Context of Telework

The COVID-19 pandemic brought about a surge in telework, with many organizations using telework to continue operations. Teleworkers are subject to stress due to the demands of working from home. Despite the common view of stress as being detrimental, stress can also be beneficial. In this paper, the authors investigate two forms of stress, eustress (beneficial stress) and distress (detrimental stress), using a theoretically-derived model that includes antecedents and outcomes of eustress and distress. They test the model using data from a survey of 525 American teleworkers. Results indicate that job resources (autonomy, managerial support, and technical support) and personal resources (resilience and self-efficacy) affect eustress while job demands (work overload, social isolation, and resource inadequacies) affect distress. Eustress is positively associated with job and telework satisfaction and negatively associated with telework exhaustion. Distress has the opposite effects. The findings hold implications for researchers and practitioners.

Determinants of psychological empowerment and work engagement during COVID-19 pandemic

Purpose Existing studies have demonstrated the significances of job, personal and social resources in stimulating work engagement (WKE). However, the role of psychological empowerment (PYE) in linking these resources to WKE has received limited attention. Hence, drawing on the conservation of resources (COR) theory, this paper investigates the effects of friends and family support (FFS), supervisor support (SST), and employee resilience (ERS) in stimulating PYE for WKE amid the uncertainty associated with the COVID-19 pandemic. Design/methodology/approach With a survey instrument, the authors collected data from 259 knowledge workers in Malaysia and analyzed the hypothesized model with the partial least square (PLS) structural equation modeling technique. Findings The data support the significant effects of FFS, SST, and ERS on PYE. Also, PYE was a significant mediator of FFS, SST, and ERS effects on WKE. Originality/value This study offers empirical support for the relevance of COR theory in explaining how employees adjust to the burden of uncertainty and psychological stress associated with the COVID-19 mandated "work from home" (WFH) practices through their engagement in work.

Nexus between perceived job insecurity and employee work-related outcomes amid COVID-19: Attenuating effect of supervisor support

OBJECTIVE: This study aims to examine perceived job insecurity as an antecedent of adverse psychological well-being and job outcomes (i.e., job satisfaction and organizational commitment), applying conservation of resources and organizational support theories. The study also investigated the role of perceived supervisor support as a moderator in the study. METHODS: Two-wave longitudinal data (n = 385) was collected with two months between Time 1 and Time 2. Data collected from employees working in two MNCs in Pakistan. A conceptual framework was developed where the mediating role of work stress on the job insecurity relationship is conditional to the values of job satisfaction and organizational commitment. RESULTS: During analysis, a positive association was found between job insecurity and work stress. Further, job insecurity led to work stress and it negatively led to job satisfaction and organizational commitment. Perceived supervisor support moderated work stress and job satisfaction and organizational commitment. The moderated mediation results indicate that supervisor support moderated the indirect effect of job insecurity on work outcomes. CONCLUSION: This paper examines the relationship between job insecurity and employee work outcomes amidst COVID19. The findings have significant implications for employers and employees. Moreover, study findings expand our knowledge of COR theory and Organizational support theory for MNCs employees in the COVID-19 pandemic.

Strengthening of work-life balance while working remotely in the context of COVID-19 pandemic

BACKGROUND: Recently, quite a number of employees have been asked to choose remote work or even have been forced into it as a result of the COVID-19 pandemic. Notwithstanding the benefits suggested by remote working, e.g. saving on commuting time and expenses working from home generates numerous challenges for employees, including the blurred line between the roles of working and private life. While, previous studies have demonstrated that work-life balance, which refers to the ability of every individual to coordinate work and family obligations successfully, has a significant impact on employee well-being and organisational performance, ways for maintaining the balance under crisis remain underexplored. OBJECTIVE: Trying to narrow the gap, the paper aims at revealing the antecedents of work-life balance while working remotely during the COVID-19 pandemic. METHODS: A quantitative survey has been conducted in Lithuania (pilot study). The data have been collected from the employees working only remotely. RESULTS: The results provided evidence that employees struggled with work-home balance while working remotely. In line with the results, work and family demands served as detrimental factors for work-home balance, while manager support, co-workers support, job autonomy, and job control increased work-home balance. CONCLUSIONS: Thus, the research results expand the knowledge on the antecedents of work-life balance in a crisis situation. Moreover, the findings have significant implications for employers demonstrating that organisations need to carefully plan and implement new strategies and practices for work-home balance improvement for the employees who work from home.

How Classy Servant Leader at Workplace? Linking Servant Leadership and Task Performance During the COVID-19 Crisis: A Moderation and Mediation Approach.

The COVID-19 pandemic has caused a record global crisis, particularly and extremely, for the service sectors. Due to extensive security measures, many service sector employees have to work remotely to maintain services. Drawing upon the conservation of resources theory, this research investigates the impact of servant leadership on the task performance of employees in virtual working environments during the COVID-19 crisis. Our theoretical model was tested using data collected from 335 individual employees in the education sector of Pakistan. SPSS version 26.0 was applied to find the hypothesized relationship between the study variables. To find the indirect mediating effect, we applied Model 4; for moderation, we applied Model 1; and for the moderation and mediation effect, we applied Model 7 of the Process Macro model of Hayes. The results of the study revealed that servant leadership is positively related to task performance in a virtual environment during crises. Furthermore, psychological empowerment partially mediates the relationship between servant leadership and task performance. Perceived supervisor support positively moderates the relationship between servant leadership and task performance. Moreover, the indirect effect of servant leadership on task performance via psychological empowerment is moderated by perceived supervisor support. The results provided guidance to the educational sector on how to lead effectively in times of crisis when service sector employees work predominantly in virtual environments. The theoretical and practical implications of these findings are discussed.