The COVID-19 crisis has compelled many organizations to implement full-time telework for their employees in a bid to prevent a transmission of the virus. At the same time, the volatile COVID-19 situation presents unique, unforeseen daily disruptive task setbacks that divert employees' attention from routinized work tasks and require them to respond adaptively and effortfully. Yet, little is known about how telework employees react to such complex demands and regulate their work behaviors while working from home. Drawing on Hobfoll's (1989) conservation of resources (COR) theory, we develop a multilevel, two-stage moderated-mediation model arguing that daily COVID-19 task setbacks are stressors that would trigger a resource loss process and will thus be positively related to the employee's end-of-day emotional exhaustion. The emotionally exhausted employee then enters a resource preservation mode that precipitates a positive relationship between end-of-day exhaustion and next-day work withdrawal behaviors. Based on COR, we also predict that the relation between daily COVID-19 task setbacks and exhaustion would be more positive in telework employees who have higher (vs. lower) task interdependence with coworkers, but organizations could alleviate the positive relation between end-of-day exhaustion and next-day work withdrawal behavior by providing employees with higher (vs. lower) telework task support. We collected daily experience-sampling data over 10 workdays from 120 employees (Level 1, n = 1,022) who were teleworking full-time due to the pandemic lockdown. The results generally supported our hypotheses, and their implications for scholars and managers during and beyond the pandemic are discussed. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

中文翻译：

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支持相互依赖的远程办公员工：一种将每日 COVID-19 任务挫折与第二天工作退出联系起来的调节调解模型。

COVID-19 危机迫使许多组织为其员工实施全职远程办公，以防止病毒传播。与此同时，多变的 COVID-19 形势带来了独特的、不可预见的日常破坏性任务挫折，这些挫折分散了员工对日常工作任务的注意力，并要求他们做出适应性和努力的反应。然而，人们对远程办公员工在家工作时如何应对如此复杂的需求并规范他们的工作行为知之甚少。借鉴 Hobfoll (1989) 的资源保护 (COR) 理论，我们开发了一个多层次、两阶段的调节调解模型，认为每日 COVID-19 任务挫折是会触发资源损失过程的压力源，因此与员工下班后的情绪疲惫。情绪疲惫的员工然后进入资源保存模式，在一天结束的疲惫和第二天的工作退出行为之间形成正相关。基于 COR，我们还预测每日 COVID-19 任务挫折与疲惫之间的关系在与同事具有更高（相对于更低）任务相互依赖性的远程办公员工中更为积极，但组织可以减轻结束之间的积极关系-通过为员工提供更高（相对于更低）的远程工作任务支持，使一天的疲惫和第二天的工作退缩行为。我们从 120 名因大流行封锁而全职远程办公的员工（1 级，n = 1,022）收集了超过 10 个工作日的每日体验抽样数据。结果普遍支持我们的假设，及其对大流行期间和之后的学者和管理人员的影响进行了讨论。（PsycInfo 数据库记录 (c) 2020 APA，保留所有权利）。