A Phenomenological Study of Employee Motivation and Engagement in Remote Work Environments

Abstract

This study aims to explore the key factors influencing employee motivation and engagement in remote work environments, with a specific focus on employees working remotely in Kashan, Iran. A qualitative phenomenological research design was employed to investigate the lived experiences of 22 remote employees. Participants were selected through purposive sampling to ensure relevance to the study's focus. Semi-structured interviews were conducted to collect data, with each interview lasting approximately 45-60 minutes. Thematic analysis was performed using Nvivo software to analyze the data, with theoretical saturation reached when no new themes emerged. The findings revealed that remote work offers significant motivational benefits, including increased autonomy, flexibility, and opportunities for personal growth. However, challenges such as isolation, lack of structure, and difficulties in managing work-life boundaries were also identified. Recognition and rewards, as well as regular communication with supervisors and colleagues, were key factors contributing to employee engagement. The study found that employees who felt connected to their team and the organization, despite remote work, reported higher levels of engagement. Additionally, effective use of technology and resources played a critical role in supporting remote workers' motivation and engagement. The study highlights the complex interplay between autonomy, flexibility, communication, and support in fostering employee motivation and engagement in remote work environments. While remote work offers several motivational benefits, organizations must address the challenges of isolation and lack of structure to maintain high levels of employee engagement. Strategies such as regular feedback, team-building activities, and clear work-life boundaries are essential for optimizing remote work practices.