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IntroductionDigitalization and the pandemic have transformed work, increasing flexibility, and remote arrangements. A critical factor in these transformations' success is supervisors' competencies. Consequently, new tools for assessing supervisory performance are required, particularly considering subordinates' evaluations. This study investigates the role of three telework resources (structural support, telework readiness, and monitorization) and three demands (workload, isolation, and information overload) in predicting employees' evaluation of supervisors, with satisfaction with telework as a moderator.MethodsA survey among 322 Spanish teleworkers was conducted in July 2023. Specific scales for measuring Telework Supervisory Performance, as well as Telework Resources and Demands, were developed. Confirmatory Factor Analysis (CFA), correlations, and Structural Equation Modeling (SEM) were conducted.ResultsOrganizational structural support positively correlates with subordinates' evaluation of their supervisor, while monitorization shows a negative relationship. Telework demands studied demonstrated no significant relationship with the outcome. Interaction effects between resources and satisfaction with telework increased the relationship with supervisor evaluations.DiscussionThis research shows that organizational support significantly enhances supervisor evaluations in remote work settings, particularly among satisfied teleworkers. The findings also reveal that high monitoring levels can negatively impact supervisor assessments. Conversely, job demands were not significantly linked to supervisor evaluations. Implications for workers and organizations are discussed. |
