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Organizational support and reward systems as drivers of teleworker engagement: the mediating role of organizational trust
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Orientador(es)
Resumo(s)
The adoption of telework has intensified the need to understand how organizational practices influence employee behaviors in contexts characterized by reduced face-to-face interaction. Based on Social Exchange Theory, this study examines the effects of perceived organizational support and reward systems on work engagement among teleworkers and explores the mediating role of organizational trust. A cross-sectional quantitative design was employed, using survey data collected from 405 teleworkers operating in Portugal. The data were analyzed using structural equation modeling to test the proposed relationships. The results indicated that both perceived organizational support and reward systems exert statistically validated positive effects on work engagement, with reward systems being the strongest predictor. Organizational trust played a mediating role, reinforcing the impact of support and rewards on engagement. These results suggested that organizational practices function not only as instrumental resources but also as relational signals that shape trust and promote reciprocal employee responses in remote work contexts. By integrating support, rewards, trust, and engagement into a single analytical framework, this study contributed to the literature on telework and human resource management. The results reinforce the importance of management practices rooted in trust and support to promote engagement and organizational effectiveness in remote work environments.
Descrição
Palavras-chave
Organizational trust Perception of organizational support Reward systems Telework Work engagement
Contexto Educativo
Citação
Editora
MDPI