Remote Work Culture and Its Effects on Employee Stress, Productivity, and Organizational Commitment

Abstract

The rising use of remote working practices has changed the conventional workplace models and had a huge impact on workforce 
experiences and company operations. The rapid adoption of remote and hybrid work has been driven by the advancement in digital 
communication technologies, evolving workforce expectations, and organizational practices to increase flexibility in different 
industries. Despite the benefits of remote work, including better work-life balance, flexibility, and higher autonomy, it is also 
associated with issues of stress among the employees, productivity, and organizational commitment. Therefore, the implications 
of remote work culture have become one of the most vital topics of knowledge in the eyes of the organizations that aim to 
maintain the well-being of their employees and organizational performance in modern workplaces. This research will involve 
analyzing the impacts of remote working culture on worker stress levels, productivity and commitment to the organization. One 
used a quantitative research method with structured questionnaire that was conducted among workers in remote and hybrid 
environment. The respondents in different industries were sampled and the study data were analyzed by descriptive statistics, 
reliability and validity tests, correlation analysis and hypothesis tests to determine the relationships between the study variables. 
The results indicate that the culture of remote work has a great impact on employee performance. Flexible work schedules and 
good virtual communication are known to positively influence employee productivity and organization commitment, and poor 
support structures and low social interaction are related to a high level of stress. The findings also suggest that the organizations 
that create favorable conditions of remote working can improve employee engagement and overall performance. The work offers 
useful information to managers and policymakers in crafting prioritized remote work policies that enhance employee well-being, 
performance, and commitment to an organization in the long-term.