On-site, remote, and hybrid: Investigating the effects of work arrangement on the relationship between job demands, resources and work engagement

Date of Publication

3-2026

Document Type

Master's Thesis

Degree Name

Master in Industrial and Organizational Psychology

Subject Categories

Psychology

College

College of Liberal Arts

Department/Unit

Psychology

Abstract (English)

The widespread adoption of flexible work arrangements following the COVID-19 pandemic has prompted renewed interest in understanding how job characteristics influence work engagement. Guided by the Job Demands-Resources (JD-R) theory, the study examined the relationships between job demands, job resources (autonomy and flexibility), and work engagement, as well as the moderating role of work arrangements (on-site, remote, and hybrid). It was hypothesized that job demands would negatively relate to work engagement, autonomy and flexibility would positively relate to work engagement, and work arrangement would moderate these relationships. Using a cross-sectional survey design, data were collected from 148 Filipino employees working in back-office or support roles across on-site, remote, and hybrid arrangements. Hierarchical multiple regression analysis was conducted to test the hypotheses. Results showed that autonomy and flexibility were significantly and positively associated with work engagement, whereas job demands were not significantly related to work engagement. Work arrangement did not moderate the relationships between job demands or autonomy and work engagement; however, a significant interaction was observed between flexibility and work arrangement. Specifically, flexibility showed a positive relationship with work engagement among on-site employees compared with hybrid employees. The study extends the JD-R literature by demonstrating how job resources function across work arrangements, offering implications for organizational policies and work design in the contemporary workplace.

Abstract Format

html

Abstract (Filipino)

Ang malawakang implementasyon ng flexible work arrangements matapos ang pandemya ng COVID-19 ay nagpasigla ng panibagong interes sa pagsusuri kung paano nakaaapekto ang mga katangian ng trabaho sa work engagement. Batay sa Job Demands-Resources (JD-R) theory, sinuri ng pag-aaral ang ugnayan ng job demands, job resources (autonomy at flexibility), at work engagement, gayundin ang moderating na papel ng work arrangements (on-site, remote, at hybrid). Ipinagpalagay na ang job demands ay may negatibong ugnayan sa work engagement, samantalang ang autonomy at flexibility ay may positibong ugnayan dito, at na ang work arrangement ay magmo-moderate ng mga nasabing ugnayan. Gumamit ang pag-aaral ng cross-sectional survey design at nakalap ang datos mula sa 148 Pilipinong empleyado na nasa back-office o support roles sa iba’t ibang work arrangements. Isinagawa ang hierarchical multiple regression analysis upang masuri ang mga hypothesis. Ipinakita ng mga resulta na ang autonomy at flexibility ay may makabuluhan at positibong ugnayan sa work engagement, samantalang ang job demands ay walang makabuluhang ugnayan dito. Hindi rin nagpakita ng makabuluhang moderating effect ang work arrangement sa ugnayan ng job demands at autonomy sa work engagement. Gayunpaman, natukoy ang isang makabuluhang interaction sa pagitan ng flexibility at work arrangement, kung saan ang flexibility ay may positibong ugnayan sa work engagement ng mga on-site na empleyado kumpara sa mga nasa hybrid. Pinapalawak ng pag-aaral na ito ang JD-R literature at nagbibigay ng implikasyon para sa mga polisiya ng mga organisasyon at disenyo ng trabaho sa kontemporaryong workplace.

Abstract Format

html

Language

English

Format

Electronic

Keywords

Work environment; Job satisfaction; Flexible work arrangements

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Embargo Period

4-18-2026

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