Identifying the Factors Influencing Employee Engagement in Remote Work Environments
Keywords:
Employee engagement, remote work, qualitative study, organizational support, digital infrastructure, work-life balance, psychological well-beingAbstract
This study aims to explore and identify the key factors that influence employee engagement in remote work environments, focusing on organizational, psychological, and technological dimensions. A qualitative research design was employed using semi-structured interviews to capture the lived experiences of remote employees. Sixteen participants from various professional sectors in Tehran were purposefully selected, all of whom had been working remotely for a minimum of six months. Data collection continued until theoretical saturation was achieved. The interviews, each lasting approximately 45–60 minutes, were transcribed verbatim and analyzed using thematic analysis supported by NVivo software. The coding process followed Braun and Clarke’s (2006) six-step framework, allowing for inductive theme development. The analysis revealed three overarching themes: (1) Organizational Support Structures, including managerial responsiveness, communication infrastructure, flexible policies, technical assistance, HR engagement, performance monitoring tools, and virtual recognition; (2) Psychological and Emotional Factors, such as intrinsic motivation, sense of belonging, work-life balance, emotional resilience, burnout triggers, and job satisfaction; and (3) Technological and Environmental Conditions, encompassing digital literacy, ergonomic environment, platform usability, internet accessibility, and tool integration. Participant narratives emphasized that engagement in remote work is not solely influenced by individual factors but is deeply embedded in organizational culture, leadership behavior, and digital infrastructure. Remote employee engagement is a multifaceted construct influenced by a convergence of organizational practices, emotional well-being, and technological conditions. Organizations must adopt human-centered, flexible strategies that address both systemic and individual needs to effectively foster engagement in remote settings. The findings offer practical insights for leaders, HR professionals, and policy-makers aiming to enhance engagement in a post-pandemic hybrid work era.
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