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Supervisor control behavior and support behavior have each been shown to be associated with telecommuter work outcomes. Based on Job Demands-Resources model, we tested the joint effects of these supervisor behaviors in predicting telecommuters’ self-regulation at work and subsequent work outcomes (task performance and helping behavior). Full-time telecommuters ( N  = 303) completed online questionnaires about their work situation. Results of polynomial regression analyses supported the hypothesized mediation model. Telecommuters reported higher self-regulation at work and better work outcomes when supervisors showed high congruence in control and support, compared to those whose supervisors showed low congruence in their behavior. Further, when there was incongruence in supervisor behaviors, telecommuters’ outcomes were better when supervisor support was higher than control than when control was higher than support. Our findings have theoretical and practical implications for how to be an effective “remote leader” in  Times of Crisis  like COVID-19. Limitations and future directions are discussed.

What It Takes to Be an Effective “Remote Leader” during COVID-19 Crisis: The Combined Effects of Supervisor Control and Support Behaviors