On-Site and Hybrid Workplace Culture of Positivity and Effectiveness: Case Study from Austria

Abstract

Workplace culture includes beliefs, attitudes, practices, rules, norms and customs. Ideal workplace culture focuses on activities that generate and demonstrate trust. A strong form of essential values that all employees respect and practice helps to build the positivity and effectiveness of a workplace environment. This paper examines the positivity and effectiveness of an on-site and hybrid working model from Austria. A research question is raised that concerns the difference between negative and positive approaches towards different working environments when following the aspects of respect and dignity, support, caring, rewards, forgiveness and inspiration, and asks whether these differ fundamentally and represent different theoretical mechanisms. Mixed research methods (quantitative and qualitative) using the medium of WhatsApp were applied. Relying on Chi-squared tests, we detected significant differences in 25 out of 29 statements where hybrid workers are more often supporting, caring, rewarding, forgiving and inspiring than cubicle workers. In four cases, the test did not detect any significant difference of respect and dignity dimensions: treating each other with respect, demonstrating integrity, fostering dignity in one another and showing appreciation for one another. Evidently, as shown by the data obtained, organisations that offer a hybrid working model have a very high score of positivity and effectiveness in providing the best place to work. The hybrid model might be an inevitable arrangement for some organisations. The interview data present a clearer picture of some pros and cons. The current data seem to reveal that these benefits persist as companies shift to hybrid working at scale and at pace. Received: 7 July 2021 / Accepted: 19 August 2021 / Published: 5 September 2021

The mental health impact of work from home: a literature review

“…4,15,19 Such reasoning would conclude that remote working is not suited to all individuals, and the positive and negative impacts of WFH is largely dictated by unique traits as personal characteristics and preferences. Nevertheless, supporting literature suggests hybrid WFH models have the potential to positively impact mental health 21,22 as well as provide societal benefits. 23 Therefore, it is recommended to consider utilizing flexible work schedules that allow employees to work in their preferred environment.…”

“…21 When comparing the effects of working in either a hybrid model or a traditional cubicle office space, one Austrian study found those working within a hybrid model noted higher positive values, such as support, care, and forgiveness compared to participants working exclusively on-site. 22 The study suggested a balanced work environment can exert a protective effect on one's mental health. 22 Implementing more flexible work schedules through a hybrid model may also encourage older employees to extend their retirement dates and expand employment options for people with physical impairments.…”

“…22 The study suggested a balanced work environment can exert a protective effect on one's mental health. 22 Implementing more flexible work schedules through a hybrid model may also encourage older employees to extend their retirement dates and expand employment options for people with physical impairments. 23 It may also facilitate career advancements of women who, whether due to cultural expectations or personal desires, want to maintain both home and work roles through hybrid schedules.…”

Drivers of intention to adopt hybrid working model: Evidence from executives and above level employees in the selected apparel manufacturing enterprises in Sri Lanka

“…Inevitably the people are now supposed to live and work in a volatile, uncertain, complex, and ambiguous (VUCA) world (Hänti et al, 2021) and this was well confirmed with the outbreak of COVID 19 pandemic (Murugan et al, 2020). COVID-19 has been a turning point; especially in businesses since e-working which was practicing even before the pandemic but at a smaller scale, came to practice along with many other changes impacting traditional practices (Beno, 2021;Mariniello et al, 2021). Hybrid work model (HWM) is found as a mixture of working remotely (From anywhere except the office) and in-person (Beno & Hvorecky, 2021).…”

“…Though many studies conducted to explain the hybrid working model adoption behavior (Iqbal, Khalid, & Barykin, 2021;Lenka, 2021;Skountridaki, Marks, & Mallett, 2021;Williamson, & Colley, 2022), still determinant's of intention to adopt HWM by executive level employees seems to be a grey area that is open for further studies. Especially when it comes to developing countries like Sri Lanka very little research is carried out and it is rather challenging to generalize the findings of the studies conducted in other contexts due to the economic, social, cultural and technological differences between the developed and Sri Lankan context (Beno, 2021;Gensler Research Institute, 2020).…”