Connecting work teams in a remote workplace: an identity leadership perspective

Figures & data

Figure 1. The overall conceptual model.

Table 1. Means, standard deviations, and correlations among variables in Study 1.

Variable	Mean	SD	1	2	3	4	5	6	7	8	9
1. Gender	.50	.50	—
2. Age	37.38	8.07	−.02	—
3. Tenure (in years)	7.33	6.81	−.14	.56**	—
4. Tenure with supervisor (in years)	3.43	3.25	−.04	.25**	.43**	—
5. Remote work experience (in years)	2.74	1.73	−.07	.06	.07	.03	—
6. Endorsement of identity leadership behaviours	.56	.85	.04	−.18*	−.10	−.08	.02	(.89)
7. Endorsement of task-oriented behaviours	.45	.60	−.13	−.15	−.13	−.04	.06	.33**	(.77)
8. Endorsement of leading behaviours	.45	.79	−.07	−.16*	−.12	−.08	.02	.67**	.47**	(.73)
9. Endorsement of managing behaviours	−.02	.56	−0.05	−.20**	−.09	−.04	.10	.41**	.23**	.50**	(.53)

N = 181. Gender: 0 = male, 1 = female. The endorsement of leadership behaviours was rated on a 7-point Likert scale ranging from −3 (“this is more important when working on-site”) to 3 (“this is more important when working remotely”), a score of 0 indicates that participants think the behaviour is equally important when working on-site versus remotely, a positive (above 0) score indicates that participants think the behaviour is more important when working remotely versus on-site, and a negative (below 0) score indicates that participants think the focal behaviour is more important when working on-site versus remotely. Cronbach’s values are reported on the diagonal in parentheses where applicable.

*p < .05. **p < .01.

Table 2. Results for hypotheses testing in study 1.

	Mean	SD	t	df	p	Cohen’s d	95% CI
1. Endorsement of identity leadership behaviours	.55	.85	8.75	180	<.001	.65	[.49, .81]
2. Endorsement of task-oriented behaviours	.47	.59	10.60	180	<.001	.79	[.62, .95]
3. Endorsement of leading behaviours	.45	.79	7.73	180	<.001	.57	[.42, .73]
4. Endorsement of managing behaviours	−.02	.56	−.40	180	.69	−.03	[−.18, .12]

N = 181. A one-sample t-test was conducted.

Table 3. Results for multiple comparison tests among leadership behaviour endorsements in study 1.

	Mean	SD	t	df	p	Cohen’s d	95% CI
1. Endorsement of identity leadership behaviours	.55	.85	1.29	180	.20	.10	[−.04, .21]
2. Endorsement of task-oriented behaviours	.47	.59
1. Endorsement of identity leadership behaviours	.55	.85	1.98	180	.05	.15	[.00, .19]
3. Endorsement of leading behaviours	.45	.79
1. Endorsement of identity leadership behaviours	.55	.85	9.48	180	<.001	.71	[.45, .68]
4. Endorsement of managing behaviours	−.02	.56

N = 181. Paired-sample t-test were conducted. p_adjusted = .05/3 = .008.

Table 4. Overall means, standard deviations, and correlations among variables in Study 2.

Variable	Mean	SD	1	2	3	4	5	6	7	8	9	10	11	12	13
1. Gender	.49	.53	—
2. Age	38.45	9.32	−.08	—
3. Tenure (in years)	7.99	6.74	−.05	.57**	—
4. Tenure with the supervisor (in years)	3.94	4.04	−.03	.32**	.54**	—
5. Remote work experience (in years)	1.49	1.76	−.09	.19**	.17*	.07	—
6. Remote working	.52	.40	.09	.06	−.05	−.14*	.50**	—
7. Identity leadership	5.09	1.30	.05	−.10	−.06	.05	.12	.16*	(.97)
8. Team identification	5.43	1.13	.12	.04	.11	.11	−.03	−.14*	.52**	(.91)
9. Team isolation	2.59	1.43	.01	−.10	−.09	−.10	.12	.11	−.41**	−.66**	(.91)
10. Work engagement	4.82	1.20	.08	.10	−.01	.01	−.05	−.24**	.52**	.66**	−.48**	(.93)
11. Job satisfaction	5.16	1.56	.09	.06	−.05	.04	−.05	−.15*	.54**	.63**	−.52**	.80**	(.92)
12. Work stress	4.24	1.53	.12	−.03	.09	.05	−.05	−.08	−.25**	−.11	.15*	−.20**	−.29**	(.89)
13. Absenteeism	.49	1.19	.05	.09	.06	.08	.12	.03	−.11	−.10	.25**	−.09	−.22*	.12	—

N = 202. Gender: 0 = male, 1 = female. Cronbach’s values are reported on the diagonal in parentheses where applicable.

^**p < .01. ^*p < .05..

Figure 2. Structural equation modelling with moderation results.

The items of team isolation, work stress, and absenteeism were reverse-scored in the structural equation modelling analyses. Parameter estimates are from the unstandardized solution.

*p < .05, **p < .01, ***p < .001.

Figure 3. Remote working interacting with identity leadership to predict team connectedness.

Data availability statement

The data that support the findings of this study are available from the corresponding author upon reasonable request. The data are not publicly available due to privacy restrictions for participants.