Influence of Hybrid Work on Employee Engagement

The rapid adoption of hybrid work models post-COVID-19 has reshaped organizational dynamics, offering flexibility while raising questions about its impact on employee engagement. This study examines the factors influencing employees'
preference for hybrid work environments and analyzes their effects on employee engagement from an employer's perspective. Drawing on the Theory of Performance
and Development and supported by a review of recent literature, the research identifies key drivers such as flexibility, work-life balance, autonomy, reduced commute, better
family time, personal productivity, and robust digital tools. Using multiple linear
regression analysis on survey data, the study reveals that hybrid work explains
approximately 61% of the variance in employee engagement (R² = 0.608). Statistically significant positive influences were found for flexibility (β = 0.281, p < 0.001), worklife balance (β = 0.275, p < 0.001), better family time (β = 0.089, p = 0.043), personal productivity (β = 0.111, p = 0.034), and robust digital tools (β = 0.077, p = 0.004),
while autonomy and reduced commute showed no significant effect. The findings underscore hybrid work as a strategic model that enhances engagement through improved work-life integration, autonomy in scheduling, and productivity gains,
ultimately fostering a motivated and resilient workforce. Implications for organizations include prioritizing supportive policies, leadership, and technology to
maximize benefits and mitigate challenges like isolation and communication barriers. Future research should explore sector-specific variations and long-term sustainability.