Abstracts
Résumé
En contexte de changement, la préoccupation principale devrait être de réduire l’incertitude. Considérant le contexte inusité occasionné par la pandémie de COVID-19 sur les organisations, et la nouveauté certaine du télétravail pour bon nombre d’entre elles, il importe de mieux saisir les effets que peut entraîner ce mode d’organisation du travail – en tant que changement – sur le bien-être, voire la satisfaction des employés. S’appuyant sur la Théorie de la conservation des ressources et la Théorie du soutien organisationnel perçu, cette étude explore le lien entre l’incertitude face au changement et la satisfaction au travail. Au total, 376 personnes ont participé à l’étude en remplissant un questionnaire électronique administré au moment de la deuxième vague de la COVID-19 (c.-à-d. au début de l’hiver 2021). Trois principaux résultats se dégagent de cette étude. Premièrement, l’incertitude à l’égard du télétravail semble négativement liée au niveau de satisfaction déclaré par les télétravailleurs. Deuxièmement, le niveau de fatigue à l’égard du changement déclaré par les télétravailleurs constitue un mécanisme médiateur entre l’incertitude et la satisfaction. Enfin, ces résultats montrent aussi le rôle modérateur du soutien organisationnel perçu sur la relation unissant la fatigue liée au changement à la satisfaction au travail. Globalement, l’effet de la fatigue combiné à l’absence de soutien engendre un plus faible niveau de satisfaction chez les télétravailleurs.
Mots-clés :
- Incertitude face au changement,
- fatigue liée au changement,
- soutien organisationnel perçu,
- satisfaction au travail,
- modèle de médiation modérée
Abstract
In a context of change, the main concern should be to reduce uncertainty. With the COVID-19 pandemic forcing many organizations to adopt telework and the newness of telework for many, it is important to understand how this change may affect employee well-being and job satisfaction. Drawing on the Conservation of Resources Theory and Perceived Organizational Support Theory, this study explores the link between uncertainty about change and job satisfaction. A total of 376 individuals participated in the study by completing an electronic questionnaire carried out during the second wave of COVID-19 (i.e., early winter 2021). The results of this study show three main things. Firstly, they show that uncertainty about teleworking seems to be negatively related to the level of satisfaction reported by teleworkers. Secondly, the results show that the level of change fatigue reported by teleworkers is a mediating mechanism between uncertainty and satisfaction. Thirdly, these results show the moderating role of perceived organizational support on the relationship between change fatigue and job satisfaction. Overall, these results lead to the conclusion that the effect of fatigue, in addition to lack of support, gives rise to a lower level of job satisfaction among teleworkers.
Appendices
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