Factors determining the employee’s attitude to remote work

Abstract

When creating new or modifying existing work places to remote workplaces, employers do not always understand the general factors behind the establishment of such workplaces or employees’ expectations. Well-structured routines and fulfilment of employee’s needs is a good basis for continuous work satisfaction and improved work results, as well as continuous loyalty to employer. Based on this problem, the purpose of this study is to find out the most important factors when organizing tele-working. To reveal this goal, the following methods are applied: analysis of the scientific literature, expert assessment, assessment of the compatibility of opinions. The article reviews the factors necessary for the organization of remote work, identifies the possibilities and disadvantages of expert assessment, and also conducts an expert assessment, highlighting the most important factors in organizing remote work. After analysing the scientific literature, a model for classifying the responsibilities of the employer and the employee is proposed to ensure smooth and successful remote work. A survey of seven experts from the academic and business world during the course of the study found that the most important factors for respondents are: high-quality data exchange, independent work, physical relocation of the workplace, and clarity of the task performed. This study is not exhaustive and can be developed by studying a specific company that has chosen to work remotely, and also does not go into other factors, such as the attitude of people working in the physical workplace to colleagues working remotely and the impact of this on the overall microclimate of the company. An interesting direction of research would be hybrid work organizing.