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.

Crisis leadership from the perspective of employees during the COVID-19 pandemic

Purpose: The purpose of the paper is to identify traits and behaviors of organization leaders that were deemed helpful by employees during the COVID-19 pandemic. Design/methodology/approach: This is an exploratory qualitative study that utilized online surveys. Data from 155 participants were subjected to content analysis. Findings: Several interrelated traits and behaviors of effective crisis leadership were identified. These were clustered into three superordinate themes-attending to the person, taking charge and showing the way forward and sustaining the spirit. Research limitations/implications: Findings from this paper can be furthered by conducting quantitative studies to validate themes and/or test a conceptual model of effective crisis leadership. Gathering data from other populations at different points in time during the COVID-19 pandemic may also be useful. Practical implications: A review of leadership development programs and organization norms and values is recommended in order to ensure that they are consistent with crisis leadership competencies. Originality/value: This paper helps address the gap on follower-centered perspectives about organizational leadership responses to crises and highlights the importance of care and compassion in leading employees during difficult times. (PsycInfo Database Record (c) 2023 APA, all rights reserved)

Nurses' experience during the COVID-19 pandemic and consequences on their relationship with patients. Consensual qualitative research / Vécu des infirmières lors de la pandémie de COVID-19 et conséquences sur leur relation avec les patients : une recherche qualitative consensuelle

Much the same as other healthcare services, when the COVID-19 pandemic hit, psychiatric hospitals implemented significant and rapid changes in the organization of their services. The aim of this research study is to describe and understand the experience of nurses and nursing supervisors in psychiatric units in the light of the occupational transformations caused by the first wave of the COVID-19 pandemic, as well as the impact of these events on their relationships with patients. A consensual qualitative research study based on Hill's model was implemented. Sixteen individual interviews were conducted with eleven nurses and five nursing supervisors. The themes discussed can be grouped into five areas: aspects of the caregiving relationship, positive aspects of caregivers' experiences, negative aspects of caregivers' experiences, reflections on the post-pandemic era, and the role of supervisors. These five areas can be subdivided into 11 categories and 31 subcategories. Values, attitudes, and behaviors centered around a humanistic caring approach are identified as integral to future development. They appear to be elements of both the transformation process and the desired outcome. In light of these findings, it seems that an immediate rethink of the organization of care is needed.

Dans les hôpitaux psychiatriques, des modifications importantes et rapides de l'organisation des services ont été décidées dès le début de la pandémie de COVID-19. Le but de cette recherche est de décrire et comprendre le vécu des infirmières et cadres de santé, en unités intrahospitalières de psychiatrie, confrontés aux bouleversements professionnels occasionnés par la première vague de l'épidémie, ainsi que l'impact de cet événement sur la relation avec les patients. Une recherche qualitative consensuelle selon Hill a été mise en œuvre. Seize entretiens individuels ont été réalisés auprès de onze infirmières et cinq cadres de santé. Les idées exprimées peuvent être regroupées en cinq domaines : les aspects du vécu se rapportant à la relation de soins, les aspects positifs du vécu des soignants, les aspects négatifs du vécu des soignants, les réflexions sur l'après-crise et le rôle du cadre remis en question. Ces cinq domaines peuvent être subdivisés en 11 catégories et 31 sous-catégories. Des valeurs, attitudes et comportements humanistes ­ caring ­ sont identifiés comme faisant partie d'un futur désirable. Ils semblent être à la fois des éléments du processus de transformation et du résultat souhaité. Il parait indispensable de repenser sans délais l'organisation des soins sur cette base.

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.

Leveraging resources to improve supervisors' vision in the remote workplace: MRN

PurposeDuring the COVID-19 pandemic, many organizations adopted remote work policies. Meanwhile, the loss of the collocated work environment made it challenging for the supervisors to have a clear vision of their employees, which may impact the quality of the performance evaluation and developmental decisions. This paper aims to resolve this problem by identifying resources in the remote workplace that can help supervisors restore their capacity for a clear vision of the remote employees.Design/methodology/approachThe authors take the perspectives of the job resource-demand model and illustrate the theoretical framework that recognizes resources and resource holders at various levels of the organization. The authors see this as the key for supervisors to meet the demand of "seeing” their employees in the remote workplace.FindingsSpecifically, the employees should offer their information resources via skillful communication because supervisors have lost opportunities for in-person observation. Further, the administration is urged to deliver competence resources through training and development because supervisors may lack the experience of remote work management. Moreover, the organizations should provide social support resources by creating avenues for virtual networking activities, so as to make up the random social opportunities available in the collocated work environment.Research limitations/implicationsImproving supervisors' vision is a new challenge coming with the installation of the remote workplace. Further research is called for to empirically test this theoretical framework and identify more ways to increase the resources and reduce the demands for supervisors;thus, helping them ease into the new ways of supervision in the virtual workplace.Practical implicationsThis research informs the organizations to adjust their strategy for management development to adapt to the remote workplace.Originality/valueThe authors noted that increasing concerns of the low visibility of remote workers was partially due to the impaired vision of supervisors, who lost the context of in-person observation. Supervisors' vision of their employees was taken for granted in the traditional work environment and there was not much research done on this topic. This prompted us to develop a theoretical framework based on the job resource demand model.

Centrality of psychological well-being of IT employees during COVID-19 and beyond

The COVID-19 outbreak has distorted employee and manager's attitudes toward work, impacting businesses, industries, and organizations worldwide. Organizations have begun implementing well-managed work-from-home, teleworking, flexible working, or digital working strategies to respond to these trends effectively. The study's main purpose is to investigate the importance of organizational and supervisory support in promoting employee psychological well-being by providing well-proportioned work-from-home experience to IT employees. Using an empirical research approach, the study collected data from 282 IT professionals forced to work from home fully and partially throughout India's first three waves of covid-19. The responses were analyzed using descriptive statistics and regression analysis using SPSS and AMOS. The study's findings revealed that supervisory/managers support demonstrated a significant positive association with psychological well-being compared with organizational support practices. However, employees perceived that well-balanced work-from-home experiences require major support from organizations than managers. The study identified that both organizational and supervisory support plays an important role in establishing positive work-from-home experience and the psychological well-being of IT professionals. In response, organizations and supervisors/ managers collective approach is needed in establishing flexible work settings. Flexible work settings have been researched from the perspective of an information technology professional. However, there is a dearth of research on the influence of forced work from home on the psychological well-being of IT employees. Understanding how organizational and supervisory support plays an important role in establishing resilience between work-from-home practices and psychological well-being during covid and beyond would be helpful.

How does emotional labor influence restaurant employees' service quality during COVID-19? The roles of work fatigue and supervisor–subordinate Guanxi

Purpose: This study aims to test the relationship between emotional labor and service quality of the frontline employees of Chinese restaurants during the coronavirus disease pandemic (COVID-19). This study further investigated the mediating role of work fatigue (WF) and the moderating role of supervisor–subordinate Guanxi (SSG). Design/methodology/approach: The authors used a time-lag approach to gather data from a sample of 365 frontline staff members working in Chinese restaurants. All hypotheses were tested using SPSS and AMOS. Findings: First, restaurant frontline employees' deep acting was associated with higher service quality, whereas surface acting leads to lower service quality. Second, WF mediated the relationship between emotional labor and service quality. Third, SSG moderated the impact of emotional labor on WF during COVID-19. Research limitations/implications: All variables measured in this study were self-reported by restaurant frontline employees, which may increase the risk of common-method bias. However, this study enriches the literature on emotional labor, WF and SSG during COVID-19. Practical implications: COVID-19 has severely affected the hotel, restaurant and catering sector and especially the psychological state and the work performance of frontline employees. Restaurant managers should implement some measures to improve employees' service quality during COVID-19. Originality/value: The present findings show that restaurant frontline employees adopted various emotional labor strategies when they were faced with higher than usual job demands and the risk of infection during COVID-19. © 2023, Emerald Publishing Limited.

Fear of pandemic and associated challenges of employees' engagement in Asia: the critical role of support in a post pandemic context

Purpose: This study aims to highlight the moderating role of perceived organizational, supervisory and coworker's support in weakening the negative relationship between fear of pandemic (FOP) and employee's engagement in the Asian organizations. Furthermore, this study also aims to explore the role of employees' engagement as an intervening mechanism, which mediates the relationship between FOP and employee's performance in an Asian postpandemic context. Design/methodology/approach: Based on extensive review of recent literature and sound theoretical reasoning, the authors have developed a comprehensive conceptual framework (with related theoretical propositions) which provides clear guidelines as to how Asian Business Managers/organizations can minimize the adverse effect of the employee's fear triggered by the pandemic at the workplace and how provision of effective and timely organizational/interpersonal support (i.e. organizational, managerial and coworkers level support) can help Asian Managers address various workplace challenges created by the pandemic moving forward. This study has further validated the proposed conceptual framework and related theoretical propositions by conducting an in-depth bibliometric analysis and by developing clusters of the co-occurrences based on most recent/ relevant literature published in the area. Findings: This study advances the knowledge in the areas of FOP and organizational support in particular. A comprehensive review of the literature clearly indicates how effective organizational, supervisory and peer support mechanism can help Asian Business Managers in alleviating the negative impact of the FOP on various employee level outcomes such as employees "engagement and performance” and how it can help Asian firms in addressing the associated challenges while working in a postpandemic context. Later on, an in-depth bibliometric analysis of the literature has revealed emerging knowledge patterns in the field and has indicated several key gaps in the existing literature which further confirms the theoretical framework and the propositions related thereto. Originality/value: Though several researchers have previously examined the fear created by COVID-19 at workplace, relatively fewer researchers have tried to link it up with employees' level of involvement/ engagement at workplace. Even fewer researchers have tried to examine the vital role that organizational, managerial and peers support can play in minimizing the adverse effects created by pandemic-induced fears for employees' productivity and performance in an Asian workplace context. Furthermore, hardly any efforts have been made to look at this popular notion of employees' engagement as an intervening mechanism which carries a significant potential to mediate the relationship between FOP and employees' job performance. This study aims to bridge all these gaps by integrating the two main streams of knowledge together, i.e. Four Horsemen of Fear and Organizational Support theory. Based on strong theoretical reasoning, an in-depth review and a bibliometric analysis of the relevant literature, the authors have developed a comprehensive conceptual framework which explains how various levels of support may interact with FOP to predict different levels of employees' engagement in a contemporary Asian workplace and how this in turn may impact employees' job performance while at work. © 2023, Emerald Publishing Limited.

The impact of human resource management on employee's performance and life satisfaction during crisis situations

Purpose: The purpose of this study is to analyze how Human Resource Management Practices (HRM), namely Employee Engagement (ENG), Enablement (ENB) and Empowerment (EMP) can contribute to employee's Performance (PERF) and Life Satisfaction (LSF), considering the moderator role of Crisis Management (CRM). In doing so, it provides new insights that can help to better understand the importance of involving HRM systems in the companies' strategy to deal with uncertainty and face turbulent times, which is a topic that gained relevance in light of the on-going Covid-19 pandemic. Methodology: This study uses a structured questionnaire to gather data from a cross-sectional sample of 532 companies from several industries in Portugal. Structural equation modelling is used to test the proposed hypotheses, and a multi-group analysis is conducted to analyze the role of CRM in the suggested relationships. Findings: The findings suggest that HRM have a positive impact in ENG, ENB and EMP. Furthermore, ENB and EMP were found to consequently have a positive impact in PERF, but only ENG appeared to have a statistically significant relationship with LSF. The results lead to the conclusion that CRM moderated the suggested relationships.Implications/Originality: This study provides empirical evidence and a better understanding of the role of HRM in companies' strategies during situations of uncertainty, considering the role of CRM as a moderating variable. The overall results provide support to the belief that sustainable HRM practices help companies be sustainable in demanding contexts, contributing to the employee's PERF and LSF. Limitations: The research focused on companies from several industries and does not have a specific focus. Since the considered crisis is still going, this study might not have enough distancing to understand all the problem's dimensions and elements. Longitudinal investigations could improve the potential for making generalizations and establish clear causalities. (PsycInfo Database Record (c) 2023 APA, all rights reserved)

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.

Supervisor incivility and frontline employees' performance amid the COVID-19 pandemic: A multilevel moderated mediation analysis

Underpinned by conservation of resources (COR) theory, the study examines how supervisor incivility affects in- and extra-role performance by assessing the intermediary role of self-efficacy of frontline employees (FLEs) and moderating role of person-job fit (P-J Fit) at the store-level in the COVID-19 context. The study samples 366 FLEs from 48 retail stores in India. The findings show that the association between supervisor incivility and FLEs' in- and extra-role performance through self-efficacy is only strong when the P-J Fit remains weak. The theoretical model backed by empirical findings provides potential value to the existing literature. © 2023 Elsevier Ltd

The relationship between experienced workplace incivility and pre- quitting behaviors: A model of mediated moderation

Workplace incivility is a non-overt and subtle form of workplace mistreatment. Though these low-intensity behaviors are often ambiguous, they display a lack of regard for people and are intended to harm. Yet the workplace incivility literature lacks in many areas, including its inclusion into more novel models. Therefore, this dissertation addressed several gaps in the workplace incivility literature, including distinguishing and measuring the impact of different sources of incivility, the social power of the instigators, and the distal outcome of pre-quitting behaviors. The researcher tested a unique theoretical model that included supervisor-and customer-instigated incivility, and illegitimate task assignment, as predictors with emotional exhaustion serving as a moderating variable between predictors and pre-quitting behaviors, deviant outcomes, and COVID-19 safety protocol adherence. In addition, both psychological capital and coercive power of the supervisor were tested for moderating effects. CFA was conducted to ensure validity of the ten measurement scales, and SEM verified the goodness-of-fit effects of the hypothesized model, including an analysis of the model's purported paths. Data were collected (n = 302) in a two-wave design. Results indicated support for most hypotheses in the hypothesized model, and the findings carry significant implications for the workplace incivility literature and practitioners alike. (PsycInfo Database Record (c) 2022 APA, all rights reserved)

Perceived COVID-19 impacts on auxiliary police in China

Purpose: The purpose of this paper is to assesses whether supervisor justice is linked to COVID-19 negative and positive impacts directly and indirectly through the mechanisms of stress and resiliency among auxiliary police in China. Design/methodology/approach: This study utilized survey data from more than 300 auxiliary police in a large Chinese provincial capital city in 2020. Structural equation modeling was conducted to analyze the direct and indirect relationships between supervisor justice and COIVD-19 impacts. Findings: Results indicate that supervisor justice connects to COVID-19 negative impacts indirectly through stress. Supervisor justice is also indirectly related to positive impact through resiliency. Research limitations/implications: The findings' generalizability is limited due to using a nonrandom sample of officers. Officers' emotional states in the forms of stress and resiliency are important in mediating the association between supervisory justice and COVID-19 impacts. Originality/value: The present study represents one of the first attempts to empirically investigate the occupational experiences of a vital group of frontline workers in Chinese policing. This study also generates evidence to support the importance of officers' emotional conditions in reducing negative COVID-19 impacts in an authoritarian country. © 2023, Emerald Publishing Limited.

The value of peer supervisory practices

Across the country schools have continuously looked to find ways to increase student achievement. In response to state and federal policy, school districts have used evaluative processes and accountability measures to increase teacher effectiveness. Despite a significant body of research that supports the effect of supervisory practices on teacher effectiveness, this focus on formal evaluation has detracted from the time and resources allocated to instructional supervision. Due to COVID-19, schools across the nation have been forced to provide remote learning opportunities to students. Essentially, this new style of teaching has turned all educators, regardless of experience, into first-year teachers. The learning curve needed to navigate this new educational landscape has forced teachers to learn from one another in order to educate their students. This case study of a rural high school in Maine will examine the impact of supervisory practices in regards to teacher efficacy. The study will examine how teachers have used such practices to aid them in this new way of teaching. (PsycInfo Database Record (c) 2023 APA, all rights reserved)

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.)

Organizational Factors Associated with Certified Nursing Assistants' Job Satisfaction during COVID-19.

Given the instability of the nursing home (NH) certified nursing assistant (CNA) workforce and the challenging demands during COVID-19, it is important to understand the organizational factors that are correlated with job satisfaction which is a major predictor of CNA turnover. The purpose of this study was to determine the associations between quality of supervisor relationships, organizational supports, COVID-19 work-related stressors, and job satisfaction among CNAs in NHs. The results indicate that CNAs who reported a more optimal relationship with their supervisors, felt appreciated for the job they do and worked in NHs with lower COVID-19 resident infection rates tended to report higher rates of job satisfaction. The COVID-19 work-related stressors of increased workload demands and understaffing were associated with lower rates of job satisfaction. The study has practical implications for employers regarding how to support CNAs to improve job satisfaction especially during a crisis.

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.