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Hui Wang,1 Yuting Xiao,2 Hui Wang,3 Han Zhang,1 Xueshuang Chen1 1Business School, Xiangtan University, Xiangtan, 411105, People’s Republic of China; 2Business school, Sichuan University, Chengdu, 610000, People’s Republic of China; 3School of Public Administration, Xiangtan University, Xiangtan, 411105, People’s Republic of ChinaCorrespondence: Hui Wang, Email wh19690525@163.comPurpose: Based on the affective event theory and the theoretical framework of “work environment features–work events–emotional responses-work attitude”, this study aims to explore how and when home-based telework negatively affects work engagement by focusing on the dual chain mediating paths of “workplace isolation–negative emotion” and “telepressure–negative emotion”, and the moderating role of family-supportive leadership.Methods: A questionnaire survey was used to collect 276 self-reported responses from employees with home-based telework experience in China.Findings: (a) Home-based telework indirectly and negatively affects work engagement through the mediating chain of “workplace isolation–negative emotion”; (b) Home-based telework indirectly and negatively affects work engagement through the mediating chain of “telepressure–negative emotion”; (c) Family-supportive leadership negatively moderates the chain mediating effect of “workplace isolation–negative emotion” and “telepressure–negative emotion” between home-based telework and work engagement. In other words, the higher the level of family-supportive leadership, the weaker the negative effect of home-based telework on work engagement.Originality/Value: This study sheds additional light on the relationship between home-based telework and work engagement by constructing the influence mechanism model of home-based telework on work engagement, in which “workplace isolation–negative emotion” and “telepressure–negative emotion” act as chain mediators, and family supportive leadership as moderator. This study enriches the literature on home-based telework.Practical Implications: The findings indicates that home-based work has indirectly and negatively effects on work engagement through dual chain mediating paths of “workplace isolation–negative emotion” and “telepressure–negative emotion”. However, family-supportive leadership can weaken this negative influence. Therefore, organizations need to cultivate family supportive leadership.Keywords: home-based telework, workplace isolation, telepressure, negative emotion, work engagement, family supportive leadership |
