| dc.description.abstract | The purpose of this study is to investigate the impact of the frequency of remote work on employee engagement, with job satisfaction (external satisfaction and internal satisfaction) as the mediator. The frequency of remote work has a positive effect on employee engagement. When employees engage in remote work more frequently per week, they tend to be more committed to their work. Additionally, the frequency of remote work has a positive impact on job satisfaction. As employees engage in remote work more frequently per week, they tend to have higher levels of satisfaction with their work environment, relationships with colleagues and supervisors, and the work itself. This study distinguishes job satisfaction into external satisfaction and internal satisfaction, and attempts to explore the mediating effects of each on the relationship between the frequency of remote work and employee engagement.
In terms of management practice, in response to the needs of today′s workforce, this study suggests that companies should change the past approach of viewing remote work as a ＂benefit＂ for employees. Instead, companies should incorporate remote work into the normal work model, such as implementing a ＂hybrid working model＂ where remote and on-site work coexist, and developing corresponding measures and equipment needs. Many companies have encountered difficulties in implementing remote work, largely due to inadequate preparation in areas such as psychological preparation for managers or equipping employees with the necessary hardware and software. | en_US |