| Abstract [eng] |
The work consists of 105 pages, 29 tables, 5 figures and 160 sources. The main purpose of the master’s thesis is to investigate the mediating effect of engagement on the relationship between perceived organizational support for remote work and employee satisfaction with remote work, moderated by intergenerational tensions. The work consists of three main parts: the first part of the work presents the analysis of scientific literature, the second part presents conceptual research model and hypotheses, selection of respondents and sample characteristics, in the third part the analysis is conducted, its results, conclusions and proposals are presented. In the analysis of scientific literature, the author provides an analysis of perceived organizational support for remote work, satisfaction with remote work, engagement, and intergenerational tensions. The theoretical aspects of mentioned variables are discussed: the research that has been conducted, commonly used measurement models and constructs, and factors influencing the variables. Moreover, the links between perceived organizational support for remote work, satisfaction with remote work, work engagement and intergenerational tensions are analysed, as well as influence of these elements on successful organizational performance are noted. In the second part, the author presents the completed research model, based on which further analysis is conducted. The purpose of the authors research is to evaluate the relationship between perceived organizational support for remote work and satisfaction with remote work, while mediated by work engagement and moderated by intergenerational tensions. To achieve this goal, the author conducted a quantitative study, during which 361 were interviewed. Data analysis was performed with the help of SPSS software. A reliability analysis of the constructs was performed, which confirmed, that the constructs used in the work are reliable. Data normality and significance tests, moderation and mediation analyses were performed. The regression analysis models obtained by evaluating the conceptual model were also verified. Based on the results, received during the study, it was found that perceived organizational support for remote work does not affect satisfaction with telework, bus has a positive effect on work engagement. Unfortunately, this relationship is too weak, to be considered significant. It was also found, that work engagement does not have a direct effect on remote work satisfaction. Moreover, the moderating variable does not have a significant effect, but mediating effects occur when intergenerational tensions tend to grow. Also, the mediating effect becomes stronger, as tensions grow. However, when the tensions are low, there is no mediating effect. Finally, a simple mediation model was confirmed, where work engagement mediates the relationship between perceived organizational support for remote work and satisfaction with remote work. At the end of the work, the obtained research results are presented and summarized, the obtained data is compared to previous results of scientists, and discussion is initiated. Finally, conclusions and suggestions, a list of literature and appendices are presented. The author hopes, that results of the research will be useful for organizations that seek to have their employees engaged and satisfied with it, so that organizations, while achieving their goals, would not forget the needs of employees, not only hygienic, but also motivational. |
