Remote Work Environment Research Articles

The employee satisfaction with the new normal ways of working: a cluster analysis

Purpose Over the past few years, scholars have examined new ways of working from various perspectives, with a significant increase in studies during the pandemic period, when remote work – supported by digital technologies and platforms – became imperative for many companies to protect the health of both the local community and employees. It also served as a solution for businesses to maintain operations and continue delivering products and services to customers. In the post-pandemic period, the new working reality has evolved into a complex concept grounded in variables such as work flexibility, digitisation, innovation, sustainability, collaboration, social inclusion and the equitable treatment of all categories of employees. The purpose of this paper is to identify the elements that can impact employees’ satisfaction with the new normal in working arrangements, as well as to understand whether workers’ socio-demographic characteristics and the organisational context influence their level of satisfaction. Design/methodology/approach The methodological approach is based on cluster analysis with random sampling. Initially, a tool for assessing workers’ satisfaction with the new way of working was developed based on a literature review, identifying eight key areas of influencing factors. This tool was subsequently updated and refined through focus groups, expert evaluation and a pre-test. Based on participants’ responses, satisfaction scores were analysed using a Likert scale in relation to various variables. According to the scores obtained, a cluster analysis was conducted to identify different segments of workers within the sample. Findings The study’s findings reveal six distinct clusters of employees, each exhibiting different levels of satisfaction with new normal work arrangements. These clusters offer a detailed perspective on how various groups experience and perceive flexible work models, reflecting a spectrum of needs and preferences within the workforce. Key sources of dissatisfaction include inadequate digital tools and physical workspace options, as well as some difficulties in maintaining work–life balance. By addressing these specific issues through targeted interventions, organisations can significantly enhance overall satisfaction and engagement. These insights are particularly valuable for HR professionals seeking to optimise employee well-being and productivity in hybrid or remote work environments. Research limitations/implications The research presents certain limitations, primarily due to its focus on a single country – Italy. This constraint may limit the generalisability of the findings to other national contexts. Future research could explore the impact of different contexts – such as national, regional and organisational factors – on employee satisfaction with new ways of working. In addition, it would be valuable to examine the significance of each identified factor affecting worker satisfaction, as well as to investigate variations in the importance of these factors among employees of different genders, ages and job positions. Such studies would provide deeper insights into how diverse demographic and geographic factors shape workers’ experiences and perceptions of remote and flexible work arrangements in the new normal. Practical implications The findings of the study can be useful for HRM when implementing new ways of working to achieve maximum satisfaction and better performance of employees. Originality/value At the time the research began, no tools validated in Italy for measuring workers’ satisfaction with the new normal work arrangements were available.

Impact of Online Work Mode on Personal Well-being: Exploring Paradigm Shifts in the Relationship Between Resilience Coping, Life Orientation, Hope, and Purpose in Life

The COVID-19 pandemic significantly shifted global work patterns, accelerating the adoption of remote and hybrid work environments. Most theories and studies related to fundamental well-being variables have traditionally been grounded in fully offline work modes. This leaves gaps in understanding how these well-established concepts apply to online-related work environments. This study study aims to investigate the impact of online work mode on the foundations of personal well-being by exploring the relationships between resilience coping, life orientation, hope, and purpose in life across both online-related work and fully offline work settings. Data were collected from 469 participants, including 348 working in online-related roles and 121 in fully offline positions. Findings indicate that hope has the strongest influence on a sense of purpose across both work modes, followed by life orientation in offline work and resilient coping in online work. The results highlight the importance of resilience in managing isolation and self-management in online settings, while life orientation is more significant in offline environments, emphasizing interpersonal interactions. These findings underscore the need for updated theoretical frameworks and further research to address the evolving dynamics of work and employee well-being.

Navigating Digital Leadership: Unraveling the Dynamics of Remote Work Environments

This study examines the dynamics of digital leadership within remote work settings, emphasizing the significance of transformational leadership and cultural diversity. With the growing adoption of remote work practices by organizations, it is essential to comprehend effective leadership strategies within digital environments. A literature review analyses the transition from conventional leadership theories to collaborative and distributed leadership models that are more appropriate for the complexities of the digital era. This study underscores the importance of transformational leadership within virtual teams, stressing the necessity for leaders to inspire and motivate team members in remote environments. The study examines the impact of cultural diversity in remote teams, highlighting the challenges it poses for communication and collaboration, alongside its potential to foster team creativity and innovation. This study highlights the significance of cultural intelligence and conflict management skills in the management of cultural diversity within remote teams. Digital tools are crucial for efficient remote team leadership since they enable task collaboration, progress tracking, and information dissemination. This research advances the theoretical framework of digital leadership and provides practical insights for enterprises, executives, and policymakers aiming to manage distant teams effectively.

Exploring the Role and Skill Requirements of Registered Nurses Working in Rural and Remote Areas. A Scoping Review.

Registered nurses (RN)s account for the majority of the rural and remote health workforce and require different skills, knowledge and working practices compared to their metropolitan counterparts. Given the complexity and diversity of the rural and remote work environment, it is important to investigate the contemporary literature on the role and skill requirements of the RNs in these locations. A scoping review was undertaken in accordance with the Joanna Briggs Institute (JBI) methodology for scoping reviews. With the permission of the authors, this scoping review extends the work by Muirhead and Birks (2020) who explored the RN role in these locations in 2017. Database searches were conducted in the Cumulative Index for Allied Health and Nursing Literature (CINAHL), Cochrane, JBI, OVID (Emcare), Proquest, PubMed, Scopus and Rural and Remote Health Database. Studies published from November 2017 to June 2024 were included to reflect the current international roles of rural and remote RNs. A total of 74 articles were included in the study. The overarching categories identified were clinical roles and non-clinical roles. Ongoing analysis established the subcategories of fundamental/foundational, specialist, management roles, support roles and ancillary roles. Four tensions within the rural and remote context were also identified; Generalist and specialist role; Poorly prepared or unprepared; Extended scope of practice; and Role uncertainty. Registered Nurses in rural and remote locations conduct a wide variety of skills and tasks. Their role is expansive, context-dependant, and dynamic. Analysis of the literature found that globally, similarities exist for the role, including comparable challenges, barriers and opportunities Resource availability in a country impacts RN preparation, emphasising the need for systemic improvements to ensure equitable outcomes, especially in rural and remote areas. The role of the rural and remote RN is broad and unique and requires different breadth and depth of skills and knowledge. The rural and remote RN role includes all levels of care for all patients across the lifespan, with varying resource and support levels. This scoping review provides valuable insight into the skills required to care for diverse communities. Understanding these requirements is essential, as it can inform the future focus on rural and remote nurse education and training and its subsequent impact on the quality of care for people living in rural and remote communities.

A Study on an Impact of Remote work environment on Employee Job Satisfaction With reference to Software Industry– India

Telecommuting is becoming increasingly popular as it offers benefits for both employers and employees. It's also received a lot of renewed attention in the wake of the COVID-19 pandemic, which has forced many organizations to rapidly shift from traditional in-person work environments to a completely remote workforce for health and safety reasons. The long-term popularity of telecommuting is linked to the benefits it can provide, including reduced or eliminated commuting time, recruiting and hiring benefits, and increased productivity. Therefore, the purpose of the study is to understand the impact of a remote work environment and to identify factors influencing employee job satisfaction. Quantitative research will be conducted to conduct the study. Primary data was collected using a structured questionnaire. A stratified random sampling technique is used to select a sample of 75 employees from five software companies in India who participated in a pre- and post-test assessment. Statistical techniques including comparison chart, normality tests and paired t-test were used to analyze the data. Later findings from the implementation of STATA v.12 also highlight the impact of the remote work environment and the factors affecting employee job satisfaction. After its validity and reliability has been tested by the researcher. Limitations include the absence of a control group, which rules out the influence of potential extraneous factors on learning outcomes, which is a new avenue for future research.

Gender Dynamics in Remote Work Communities: A Protocol on Understanding the Challenges and Opportunities for Female Digital Nomad Online Language Tutors

The purpose of this study is to examine how female digital nomads engaged in online language tutoring navigate the intersection of remote work and an itinerant lifestyle. Using a qualitative research design, this study consists of two sequential phases. The first phase involves a social media analysis to identify prevalent themes among female digital nomads, particularly language educators. The second phase comprises virtual semi-structured interviews with 12 participants, offering in-depth narratives and insights into their lived experiences. The data will be analyzed through thematic inductive analysis via Leximancer to systematically identify key themes and patterns. By investigating the socio-economic and structural challenges faced by female digital nomads, as well as the adaptive strategies they employ to sustain their professional endeavors in a location-independent lifestyle, this study contributes to the academic discourse on digital nomadism. Additionally, it provides a foundation for future research and policy discussions on inclusivity and accessibility in the global remote work environment.

The Role of Empathetic Leadership in Human Resource Management: Employee Perspectives in the Era of Remote Work

This study explores the impact of empathetic leadership on employee performance, motivation, and well-being in remote work environments at PT Gojek Indonesia. Through semi-structured interviews and observations, the research investigates how empathetic leadership behaviors, such as active listening and emotional support, influence employee engagement and job satisfaction. The findings demonstrate that empathetic leadership enhances employee motivation and reduces stress, contributing to improved performance and organizational commitment. However, challenges in maintaining empathy in digital communication and ensuring consistency in its application across leaders were identified. The study highlights the critical role of empathy in fostering strong leader-member relationships, particularly in virtual settings, and provides practical implications for organizations looking to integrate empathetic leadership into their HRM strategies. The results contribute to the existing literature on leadership by offering empirical evidence on the application of empathy in remote teams and suggest avenues for future research on the long-term effects of empathetic leadership in digital work environments.

Remote Work and Employee Productivity in Nigeria Breweries PLC

The study investigated the relationship between remote work and employee productivity of Nigeria Breweries Plc. The four specific objectives of the study were to examine the relationship between digital technology and employee productivity at Nigeria Breweries Plc; to investigate the relationship between remote training and employee productivity at Nigeria Breweries Plc; and finally, investigate the relationship between a remote working environment and employee productivity at Nigeria Breweries Plc. The study adopted a descriptive research design and targeted a population of 200 employees. A sample of 150 employees was selected using the stratified random sampling technique. The researcher used Google Forms to issue questionnaires to the selected participants, whereby 150 recipients responded successfully to the survey. The collected information was analyzed through descriptive analysis using mean and standard deviation to present the demographic information and the responses to research questions. SPSS and Microsoft Excel software were utilized for data analysis. Analysis of variance was also done to determine the goodness of fit. Finally, the interpreted results were presented using charts, words, and figures. The findings reveal that digital technology significantly influences employee productivity, though its practical contribution is limited without adequate support. Remote training programs positively impact productivity and work quality but show gaps in equipping employees with new skills and enhancing task efficiency. Similarly, the remote work environment significantly affects productivity, particularly through improved work-life balance, though challenges such as disconnection and extended working hours persist. The study concludes that while these factors are vital, their effectiveness depends on complementary strategies, including improved infrastructure, targeted training, and supportive work policies. Recommendations are provided to optimize these factors, emphasizing the importance of context-specific solutions to enhance employee productivity in Nigeria Breweries Plc.

Enhancing Remote Work Performance through Effective Leadership

The COVID-19 pandemic has significantly reshaped work dynamics, pushing remote work to the forefront. This study explores the impact of transformational leadership on employee performance in remote working environments. Conducted among 231 respondents from various sectors in Bosnia and Herzegovina, the research investigates how leadership styles affect employee performance in a post-pandemic period. The findings highlight that transformational leadership significantly enhances employee performance across all dimensions. Remote working benefits, however, show negligible impact on performance, while remote working disadvantages and job autonomy have medium to large effects. These results underline the importance of effective leadership and autonomy in optimizing employee performance in remote work settings. These insights highlight the need for organizations to adapt their leadership strategies to the evolving digital work environment, ensuring that remote work remains a viable and productive option for the future. Research provides valuable guidance for businesses aiming to navigate the new normal successfully, emphasizing the crucial role of transformational leadership in the digital age.

Does homeworking affect employee engagement in a German service company? A thematic analysis of employees’ perspectives of engagement whilst homeworking during the COVID-19 pandemic

Purpose This paper aims to explore how homeworking influences employee engagement in a German service company during the COVID-19 pandemic and to provide recommendations for organisations on how to secure employees’ engagement remotely. Design/methodology/approach This paper adopts a qualitative research design in a case study setup with a German service company. A refined framework links homeworking and engagement based on the data collected from interviews and surveys. Findings This paper identifies several factors that affect engagement whilst homeworking, such as work–life balance, family, work intensification, team environment, leadership, organisational activities and flexible working arrangements. The paper also proposes a refined framework that links homeworking and engagement and offers practical implications for organisations. Research limitations/implications This paper is based on a small and homogeneous sample from one service company in Germany, which limits the generalisability of the findings. Future research could use larger and more diverse samples, longitudinal designs and quantitative methods to examine the impact of homeworking on engagement. Originality/value This paper contributes to the scarce literature on homeworking and engagement by providing new and up-to-date insights into the homeworking experience and its effect on engagement in the context of the COVID-19 pandemic. The paper also offers useful suggestions for organisations on how to adapt their practices and policies to secure engagement in a remote work environment.

The Human Element in Cybersecurity: Exploring Cognitive Biases while Working Remote

Virtual work opened a whole lot of change when it came to the cybersecurity landscape. Technology has made many contributions to secure remote workplaces, but the human element has always been a targeted attack vector to mitigate cyber threats. This paper explores the influence of human behavior and cognitive biases on the vulnerabilities that affect remote work environments due to poor security decisions coming because of some particular biases and how the features of remote work amplify their effects. The paper also suggests appropriate techniques for organizations on how to tackle these issues through effective training, awareness programs, and by improving security policies. Understanding and mitigating the human factors involved in Cybersecurity would give organizations an edge in developing more secure and resilient remote work environments.

Remote Work and Productivity: Analyzing the Mediating Effect of Work-Life Balance

This study explores the relationship between remote work, employee productivity, and work-life balance, with a specific focus on the mediating role of work-life balance. Given the rise of remote work in various sectors, particularly in the IT industry, it becomes crucial to understand how remote work influences employee productivity and how work-life balance may play a central role in this relationship. A quantitative, cross-sectional design was used, surveying 110 IT professionals from Kathmandu Valley, Nepal. A pre-tested Likert scale questionnaire collected data, measuring variables such as work-life balance, employee productivity, and remote work. Descriptive analysis revealed that most respondents worked remotely (42.7%) or in a hybrid setup (37.3%). While the mean score for work-life balance (3.45) suggested a generally positive perception of remote work's role in balancing personal and professional lives, challenges like difficulty disconnecting and burnout were noted. Employee productivity ratings highlighted that work-life balance positively impacted productivity (mean = 3.83). The remote work factor demonstrated moderate satisfaction with tools, communication, and goal clarity but indicated areas for improvement, especially in technical support (mean for remote work = 3.55). Correlation analysis showed strong positive relationships between work-life balance, remote work, and employee productivity (p < 0.01). The study concludes that work-life balance acts as a key mediator between remote work and productivity, underscoring its importance in fostering an efficient remote working environment. Though employees report a generally positive view of remote work’s ability to provide flexibility, issues with communication and technical support may hinder overall productivity. Thus, improving these areas could maximize remote work's benefits.

‘Press Start’ on Collaboration: Game‐Based Practices for Fostering Innovative Collaboration in Online Contexts

ABSTRACTThis study explores the potential of game‐based practices in enhancing organizational innovation, particularly in the context of remote work. Specifically, we examine how collaborative practices within digital gaming environments can inform and enhance the creation of social capital in remote settings and further facilitate collaborative innovation processes. Existing research predominantly focuses on the use of game‐based formats aimed at enhancing idea generation, crowdsourcing, and design processes. However, our research extends this by investigating the sustained application of game‐based practices to foster deeper relationships and cultivate a culture of learning in remote work environments. We present insights from a qualitative study involving 28 interviews with technology professionals equipped with gaming backgrounds. Overall, our results reveal three sets of game‐based practices that hold promise in supporting innovative collaboration in online settings: (1) Rich use of platforms and expressions to achieve interactional sensitivity, (2) Using games as boundary objects to enable idea flows and candid encounters and (3) Routinizing reflective practices and aligning motivations to cultivate learning cultures. Our study highlights the role of game‐based practices in meeting the diverse interactional needs of online collaboration, reducing hierarchical barriers, enabling idea flows and cultivating a learning culture through collective accountability and feedback.

Strategies for technology and culture integration for effective remote work

Purpose Remote work presents a significant opportunity to redefine the future of work and the workplace. This paper aims to examine how workplace culture and technology can be leveraged to make remote work a viable and long-term solution by using the theoretical lenses of social presence and social shaping of technology (SST). Design/methodology/approach Data was collected through semi-structured interviews with 24 full-time employees working remotely and analysed using the Gioia method for qualitative analysis. Findings Technology and culture have enabled remote work and afforded benefits to remote workers. However, the new work environment raises new challenges for technology and culture to solve. The findings indicate that technology plays a key role in enhancing social presence, while organisational culture significantly influences how technology is used and developed. As most employees prefer hybrid work arrangements for the future, this study proposes strategies to address and mitigate the challenges associated with remote work. Originality/value This paper examines how two ubiquitous aspects of work, technology and organisational culture can be leveraged to answer the new challenges raised by remote work. This study suggests strategies to address the challenges associated with remote work, emphasising the need to enhance social presence and highlighting the role of organisational culture in the advancement of technology. This study proposes a conceptual framework for leveraging technology and culture to create an effective remote work environment.

An analysis of the Post-COVID-19 work environment and the return to work of IT employees

Many businesses have implemented work-from-home (WFH) practices in compliance with public health standards as a result of the COVID-19 epidemic. There has been an increase in people adapting to remote work environments as a result of the pandemic and WFH-related policies; however, there has also been a rise in individuals who are eager to return to work (RTW) environments. The study aims to assess the employee’s opinion toward the post-COVID-19 state and return-to-work environment in the US and analyze the influence of demographic factors on the return-to-work scenario. The findings reveal that the employees have a favorable view of the work-from-home environment compared to the return-to-work scenario in the post-COVID-19 environment. To achieve the expected individual and organisational benefits of hybrid work, employers are expected to provide support and flexibility and redesign the physical and digital workplaces to fit the new and diverse needs of employees. The research findings help businesses take the appropriate measures that encourage employees to return to a physical work environment and to better understand the experiences IT employees have had with embracing remote work.

Providing support for employee autonomy, relatedness, and competence in a remote work environment

Providing support for employee autonomy, relatedness, and competence in a remote work environment

COMPARATIVE ANALYSIS OF BUILDING ENERGY PERFORMANCE IN MALAYSIA: A MULTIPLE LINEAR REGRESSION STUDY ON GREEN VS. CONVENTIONAL BUILDINGS

This study presents a detailed comparison of energy consumption between green and conventional commercial buildings by analyzing actual energy usage against benchmarks derived using Multiple Linear Regression (MLR) and Building Energy Intensity (BEI). MLR, selected for its statistical robustness and ease of implementation, incorporates variables such as Cooling Degree Days (CDD), temperature, humidity, rainfall intensity, wind speed, and number of working days as independent factors. The study evaluates energy consumption across 20 office buildings in Klang Valley, Malaysia, from 2019 to 2023. The findings indicate that both green and conventional buildings generally consumed less energy than their benchmarks. In terms of the difference between actual energy consumption and the benchmarks; green buildings recorded a narrower gap (26.49%) than conventional buildings (34.99%). However, green buildings consistently achieved superior energy efficiency, with BEI values ranging from 110 to 150, compared to 170 to 220 for conventional buildings. A notable reduction in energy usage occurred from 2020 to 2021 due to COVID-19-related remote work environment, though BEI slightly increased in 2023 with the normalization of operations. Energy label ratings further highlighted green buildings' superior performance, with 42% achieving a 4-star rating, while 80% of conventional buildings received only 2-star ratings. The results emphasize the importance of green building practices, demonstrating their long-term benefits in reducing energy consumption and achieving higher energy efficiency for sustainable living. This study offers valuable insights for policymakers, developers, and stakeholders, underscoring the need for sustained efforts in energy saving and innovation to enhance building energy performance.

Drivers of teleworker productivity: A systematic review of the empirical evidence

This paper aims to identify the factors influencing teleworker productivity by reviewing empirical evidence found in the scientific literature on the topic. A systematic review was conducted to gather and evaluate primary literature sources, complemented by a bibliometric analysis of the volume, distribution, and trends in scientific production over the past 24 years. The effects found are heterogeneous, narrow in scope, and sometimes contradictory. Telework significantly impacts productivity, with its effects varying based on intensity, the nature of the tasks performed, and individual, social, and situational factors. This manuscript provides a comprehensive review of the factors influencing teleworker productivity, analyzing 318 research articles to identify the key determinants of productivity in remote work environments. It systematically categorizes these factors into individual, social, and situational dimensions, offering valuable insights for organizations and individuals adapting to the evolving landscape of telework.

The Impact of Remote Work on Communication Efficiency and Productivity in Multinational Corporations

This research investigates the impact of remote work on communication efficiency and productivity in multinational corporations (MNCs). With the rise of remote work, especially during the COVID-19 pandemic, MNCs have embraced this model to flexibly manage global talent. While remote work offers flexibility and cost advantages, it also poses challenges such as time management, cross-cultural communication, and information security. The study addresses four key research questions, focusing on the effects of remote work on internal communication, productivity, and the associated challenges. Through a mixed-method approach combining quantitative data analysis and qualitative case studies, the research seeks to explore best practices and propose management strategies to optimize the remote work model. The findings aim to benefit both academic theory and practical management in MNCs, providing insights into enhancing communication efficiency and productivity in a remote work environment.

The New Normal: Navigating Cyber Security Challenges in Remote Work Policies

The shift to remote work has fundamentally altered the landscape of cyber security, presenting both challenges and opportunities for organizations. As businesses increasingly rely on digital infrastructure, the need for robust cyber security measures has never been more critical. This paper explores the key cyber security challenges arising from remote work policies, including increased vulnerabilities due to distributed networks, reliance on personal devices, and the heightened risk of social engineering attacks. We analyze how the rapid transition to remote work has outpaced traditional security protocols, often leaving organizations exposed to threats that exploit the gaps in their defenses. With employees working from diverse locations and using various devices, the attack surface has expanded significantly. We also examine the role of employee behavior in cyber security, emphasizing the importance of training and awareness programs to mitigate risks associated with remote work. Furthermore, we discuss best practices for developing comprehensive cyber security strategies tailored to remote work environments. This includes implementing zero-trust security models, enhancing endpoint protection, and fostering a culture of cyber security vigilance among employees. By integrating technology and human factors, organizations can strengthen their defenses against emerging threats. In conclusion, while remote work presents distinct cyber security challenges, it also offers an opportunity for organizations to rethink and innovate their security frameworks. By adopting proactive measures and promoting a security-first mindset, businesses can navigate the complexities of the new normal and safeguard their digital assets effectively. This paper serves as a guide for organizations seeking to enhance their cyber security posture in a world where remote work is likely to remain a significant component of business operations.