Keywords: Hybrid working, WfH, CREM, Organizational outcomes, Productivity, Self-management
The COVID-19 pandemic led to a global shift towards remote work or working from home (WfH).
Hybrid working, incorporating the flexibility of where to work, gained prevalence during the pandemic..
Initially, organizations were concerned about a potential decline in employee productivity and social
challenges with remote work. However, subsequent research indicated a positive overall perception of
working from home, with a preference for hybrid working modes expressed by both employees and
employers. It can offer benefits such as reduced commuting time and improved work-life balance,
however challenges like communication difficulties remain. This shift to remote and hybrid work
presents a significant change in employees’ work patterns. With the widespread transition to WfH,
understanding its impacts on employees and organizations is crucial. Concerns include potential drops
in organizational outcomes, such as productivity and organizational identification, highlighted in recent
research. This study aimed to explore the relationships between individual, job, and workplace
characteristics and hybrid working modes with organizational outcomes. Using a dataset from the
“Work in Transition (WiT)” research project, the study found that self-management skills, shared
workplaces at the corporate office, satisfaction with the home office, and workplace autonomy had the
largest impacts on organizational outcomes. The findings emphasize the shift in office use towards
collaborative tasks in the office and concentrated work at home. Recommendations include
restructuring offices and providing support plans for home office setup and self-management skills. The
knowledge gained can inform future research, policy design, and methods to enhance work
environments.