Anais
Resumo do trabalho
Estudos Organizacionais · Comportamento Organizacional
Título
REMOTE ENGAGEMENT: UNVEILING THE RELATIONSHIP BETWEEN TELEWORK AND WORK ENGAGEMENT
Palavras-chave
Employee engagement
Flexible work arrangements
Systematic literature review
Autores
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Matheus Henrique Bastos LeiteUNIVERSIDADE DE BRASÍLIA (UNB)
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Tatiane PaschoalUNIVERSIDADE DE BRASÍLIA (UNB)
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Alan Micael Nobre FrotaUNIVERSIDADE DE BRASÍLIA (UNB)
Resumo
Introdução
Although telework is not a new organizational arrangement, discussions regarding its effectiveness and long-term sustainability have intensified in recent years, particularly concerning its impact on teleworkers’ engagement. Recent literature reviews have addressed telework and work engagement as distinct domains, lacking an integrative view of their relationship. This gap has implications for understanding how digital transformation, remote work infrastructures, and workforce adaptability affect organizational effectiveness and employee well-being.
Problema de Pesquisa e Objetivo
Given the relevance of this gap to current discussions on technological change and the social implications of work innovation, the present study posed the following question: How does telework influence work engagement? To address this question, we conducted a systematic literature review (SLR), following the PRISMA protocol, on empirical studies exploring the relationship between telework and work engagement to identify key intersections between the two topics and highlight the main variables that shape engagement in remote settings.
Fundamentação Teórica
The theoretical framework was grounded in organizational behavior and human resource management. Work engagement has been defined as a persistent, positive, and fulfilling work-related state of mind, characterized by vigor, dedication, and absorption. The theoretical framework considers engagement research within flexible work arrangements, highlighting telework as a key factor reshaping core organizational behavior variables. Work engagement, influenced by organizational and personal resources, may manifest differently under remote work conditions.
Discussão
The findings reveal that organizational and job-related variables, such as modality and intensity of telework, flexibility schedules, leadership support, work–family interface, and organizational and social support, have been commonly addressed as factors explaining remote workers’ engagement. Regarding individual variables, aside from dimensions related to stress, few studies have systematically incorporated personal characteristics into their explanatory models. Findings also point to the opportunity to develop more integrative models sensitive to the specificities of remote work.
Conclusão
This review offers a timely synthesis of the evolving research on telework engagement, providing insights into current organizational practices and the broader socio-technological shifts reshaping work in the digital era. The findings indicate that engagement in the context of telework is a multifaceted phenomenon shaped by a complex and dynamic interaction among individual, organizational, and job-related variables. This review's comprehensive scope and depth provide valuable contributions to advancing knowledge and practice in this field.
Contribuição / Impacto
This study advances theoretical understanding of how telework influences employee engagement and the conditions under which these effects occur, enriching the broader discussion on flexible work arrangements in human resource management and organizational behavior. It also identifies promising research avenues, including developing theoretical models that reflect the evolving nature of work. The findings offer practical insights for leaders and policymakers interested in designing strategies to manage and support distributed teams.
Referências Bibliográficas
Gohoungodji, P., et al. (2022). What makes telework work? Evidence of success factors across two decades of empirical research: A systematic and critical review. The Int. Journ. of Human Res. Manag., 1–45.
Bakker, A. B., et al. (2023). Job demands–resources theory: Ten years later. Annual Rev. of Organiz. Psychol. and Organiz. Beh., 10, 25–53.
Chadegani, A. A., et al.. (2013). A comparison between two main academic literature collections: Web of Science and Scopus databases. Asian Social Science, 9(5).
Bakker, A. B., et al. (2023). Job demands–resources theory: Ten years later. Annual Rev. of Organiz. Psychol. and Organiz. Beh., 10, 25–53.
Chadegani, A. A., et al.. (2013). A comparison between two main academic literature collections: Web of Science and Scopus databases. Asian Social Science, 9(5).