Abstract

Supervisor communication competence was used to predict both beneficial (Study 1) and detrimental (Study 2) employee outcomes across remote, hybrid, and in-person work experiences. In both studies, there were no differences in perceived supervisor communication competence based on remote, hybrid, and in-person work experiences. As predicted, effective and appropriate supervisor communication were related to employee outcomes across work experiences. In Study 1, regression analyses indicated that effective communication was the best predictor of beneficial employee outcomes (engagement, empowerment, and accomplishment), whereas appropriate communication was the best predictor of detrimental employee outcomes (burnout, stress, alienation, and turnover intentions) in Study 2.