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The Hierarchy of Factors Important for Work Engagement in Different Types of Remote Working

Author

Listed:
  • Katarzyna Tarnowska

    (Institute of Food Sciences, The Warsaw University of Life Sciences, 02-776 Warszawa, Poland)

  • Justyna Pawlak

    (Management Institute, Krakow University of Economics, 31-510 Krakow, Poland)

  • Marta Moczulska

    (Institute of Management and Quality Sciences, University of Zielona Gora, 65-246 Zielona Gora, Poland)

  • Renata Winkler

    (Management Institute, Krakow University of Economics, 31-510 Krakow, Poland)

Abstract

The growing popularity of remote and hybrid work has changed the dynamics of how teams function and accomplish work tasks, creating opportunities to align work practices with the Sustainable Development Goals (SDGs). Remote work not only promotes labor market inclusion by eliminating barriers such as those of transportation but also reduces the carbon footprint associated with daily commuting. However, despite the advantages of remote work, researchers and practitioners point to the problem of unstable engagement among remote workers. This study examines the key factors influencing work engagement in remote and hybrid work models, looking at how these factors vary depending on the degree of remote work and the nature of the work. Based on a systematic review, 14 critical factors influencing engagement were identified, followed by the development of a questionnaire and the analysis of responses from 181 employees representing various remote work models. The results obtained in the survey indicate the universal importance that work–life balance, open access to organizational knowledge, and a personalized work environment have for building work engagement. At the same time, the extent of remote work, the form of employment, and team integration methods influence the importance of other factors, revealing differences between fully remote and hybrid employees. The findings underline that building effective strategies to foster engagement should be based on adapting the actions taken to specific work conditions.

Suggested Citation

  • Katarzyna Tarnowska & Justyna Pawlak & Marta Moczulska & Renata Winkler, 2024. "The Hierarchy of Factors Important for Work Engagement in Different Types of Remote Working," Sustainability, MDPI, vol. 16(24), pages 1-18, December.
    • Handle: RePEc:gam:jsusta:v:16:y:2024:i:24:p:11004-:d:1544264
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    References listed on IDEAS

    as
    1. Fabian Onyekachi Ugwu & Ibeawuchi K. Enwereuzor & Jens Mazei, 2023. "Is Working from Home a Blessing or a Burden? Home Demands as a Mediator of the Relationship Between Work Engagement and Work-Life Balance," Applied Research in Quality of Life, Springer;International Society for Quality-of-Life Studies, vol. 18(1), pages 341-364, February.
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    4. Tino Lesener & Leonard Santiago Pleiss & Burkhard Gusy & Christine Wolter, 2020. "The Study Demands-Resources Framework: An Empirical Introduction," IJERPH, MDPI, vol. 17(14), pages 1-13, July.
    Full references (including those not matched with items on IDEAS)

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