Remote Work Intensity in Knowledge Work: Associations with Informal Workplace Learning, Basic Psychological Needs Satisfaction, Job Satisfaction, and Turnover Intention

Abstract

The increase in remote working has changed the way both employees and organizations view work in an already tumultuous landscape of the IT sector. In this study, we surveyed Finnish employees (n = 266) from an international IT sector company in 2022 after the remote working mandates were lifted. We firstly examined how remote work intensity (RWI) was associated with informal workplace learning, basic psychological needs satisfaction (BPNS, including autonomy, competence, and relatedness), work engagement, job satisfaction, and turnover intention (RQ1). Second, we investigated using structural equation modeling (SEM) how informal workplace learning, BPNS, and RWI were associated with work engagement and well-being outcomes (job satisfaction and turnover intention) (RQ2). Finally, with RQ3, we examined whether work engagement mediated the associations investigated in RQ2. Results for RQ1 were generally against our expectations as RWI was associated only with relatedness satisfaction (negatively). SEM results for RQ2 generally matched our expectations, as autonomy and relatedness satisfaction were positively related to job satisfaction and negatively related to turnover intention. Furthermore, there was an indirect-only mediation via work engagement between informal workplace learning and job satisfaction, and autonomy satisfaction and turnover intention, in addition to a complementary mediation via work engagement between autonomy satisfaction and job satisfaction (RQ3). The results imply that RWI is not distinctly beneficial or detrimental for learning and well-being at work, however, hybrid work may be preferable in supporting learning and well-being at work compared to full-time remote working.

The increase in remote working has changed the way both employees and organizations view work in an already tumultuous landscape of the IT sector. In this study, we surveyed Finnish employees (n = 266) from an international IT sector company in 2022 after the remote working mandates were lifted. We firstly examined how remote work intensity (RWI) was associated with informal workplace learning, basic psychological needs satisfaction (BPNS, including autonomy, competence, and relatedness), work engagement, job satisfaction, and turnover intention (RQ1). Second, we investigated using structural equation modeling (SEM) how informal workplace learning, BPNS, and RWI were associated with work engagement and well-being outcomes (job satisfaction and turnover intention) (RQ2). Finally, with RQ3, we examined whether work engagement mediated the associations investigated in RQ2. Results for RQ1 were generally against our expectations as RWI was associated only with relatedness satisfaction (negatively). SEM results for RQ2 generally matched our expectations, as autonomy and relatedness satisfaction were positively related to job satisfaction and negatively related to turnover intention. Furthermore, there was an indirect-only mediation via work engagement between informal workplace learning and job satisfaction, and autonomy satisfaction and turnover intention, in addition to a complementary mediation via work engagement between autonomy satisfaction and job satisfaction (RQ3). The results imply that RWI is not distinctly beneficial or detrimental for learning and well-being at work, however, hybrid work may be preferable in supporting learning and well-being at work compared to full-time remote working.