A Research On The Effect Of Team Virtuality On Employee Job Engagement

As the world economy develops,awareness of alliances and goal orientation have become the vane of strategic development of organizations.A growing number of organizations are breaking the original organizational boundaries,business boundaries,and technology boundaries to find development power sources and breakthroughs.striving to bring together and mobilize multiple resources to achieve organizational goals.At the end of 2019.the spread of COVID-19 around the world and the successive implementation of closure and control management around the world led to many enterprises being unable to carry out their business normally,and the limitations of their offline business model and offline office model led to unprecedented challenges to their production and operations.Driven by the pandemic and the advancement of Internet technology,more and more organizations are embracing the virtual team office format.Virtual teams are dynamic,functional teams that are formed across geographical and time barriers,based on information technology,where team members have a common work goal.This form of team greatly reduces the cost of communication between members and improves communication efficiency and work productivity,and virtual interaction makes the work more flexible,efficient and smooth.However,team members with high levels of virtualization work in a relatively independent environment,and the lack of face-to-face communication opportunities between members leads to low quality workplace interactions,resulting in a sense of workplace isolation,which in turn affects work engagement.Therefore,it is important to study the impact of team virtuality on organizational members.In order to explore the influence of team virtuality on employees’ work engagement,this study,based on the self-determination theory,uses team virtuality as the independent variable,employees’ work engagement as the dependent variable,workplace loneliness as the mediating variable and introduces demographic variables as moderating variables to form a research model among the four and explore their interrelationship.The sample was collected through a combination of online and offline questionnaires distributed to eligible working employees,and 200 valid questionnaires were eventually successfully collected.This study tested the validity of the data and hypothesis validation through data analysis.Based on the results of the data analysis,some of the research hypotheses were verified and the conclusions were as follows:team virtuality has a positive impact on workplace loneliness,while workplace loneliness has a negative impact on employees’ work engagement,and age plays a moderating role between team virtuality and workplace loneliness.Finally,management suggestions are offered on how to reduce workplace loneliness,improve employee engagement and avoid the negative impact of virtual teams on the organization,which is beneficial to the long-term temperature development of the enterprise.