Abstract
ABSTRACT
Purpose. The rapid adoption of hybrid and remote work environments across the workforce following the COVID-19 pandemic has significantly impacted how organizations operate. The purpose of this research study was to investigate managers' experiences and perceptions of work performance across various industries and work environments.
Theoretical Framework. This study was guided by the Job Demands-Resources (JD-R) Model and Goal-Setting Theory (GST). The JD-R model explains how workplace demands and organizational resources influence work outcomes, while Goal-Setting Theory emphasizes goal clarity, feedback, and outcome-based performance evaluation.
Methodology. This study employed a qualitative descriptive design to examine the experiences of 15 managers across various industries. These participants were selected through purposive sampling to ensure they had experience working in hybrid or remote work environments. Semi-structured interviews were conducted, and responses were analyzed through thematic analysis.
Findings. Results from these interviews revealed four major themes regarding the experiences of these managers. Each manager discussed their experiences working in remote and/or hybrid work environments, their perceptions of work performance and efficiency in those environments, the support their organizations provided to their teams, and the challenges to the sustainability of those environments. The findings also highlighted the importance of communication practices and outcome-based approaches to evaluating work performance within hybrid and remote environments.
Conclusions and Recommendations. The findings from this research study indicate that many organizations need to use outcome-based performance evaluation systems for employees in remote and hybrid roles. Furthermore, communication within these organizations and the support that they provide to those teams will contribute to the sustainability of those current work environments.