THE ROLE OF ORGANIZATIONAL LEVERS AND PROACTIVE BEHAVIOURS ON THE EMOTIONAL INVOLVEMENT OF NEW HIRES IN REMOTE WORKING SITUATIONS

Abstract

The objective of this research is to analyse the strategies that the organization and new recruits can put in place to facilitate the integration of the latter in remote socialization conditions. It is based on a questionnaire survey given to a sample population of 250 employees who started a new job under conditions of total or partial remote working, in the context of the Covid-19 pandemic. First of all, the results show that whatever the frequency of teleworking, it does not have a significant direct link to emotional organizational involvement. In a context of part-time or full-time teleworking, the arrangement of meetings with colleagues quickly after starting a position and friendly and informal exchanges online make it possible to increase the new recruit’s emotional involvement with his or her organization. Our study also shows that proactive strategies such as seeking feedback and general socialization create a framework for building relationships through, on one hand, the frequency of teleworking, meeting with the line manager and colleagues, friendly and informal online exchanges, remote teamwork meetings, participation in a welcome session and, on the other hand, emotional organizational involvement. This research thus makes it possible to consider organizational levers on which to act in order to promote a sense of belonging for new recruits who are starting a new remote job.