REMOTE WORK AS AN INSTRUMENT FOR BUILDING AN EFFECTIVE STAFF MOTIVATION SYSTEM

Abstract

The role of remote work as an important instrument for building an effective employee motivation system under conditions of labour market transformation, digitalisation, and changing values of modern generations is examined in the article. It is established that, despite the growing interest in remote and hybrid work models, a research gap exists due to the insufficient explanation of the mechanisms through which remote work influences the motivation of employees from different generations, particularly Generations Y and Z, as well as the role of work format as a moderating factor in this relationship.

The aim of the study is defined as the substantiation of the theoretical and conceptual foundations of the impact of remote work on employee motivation and the development of recommendations for the application of appropriate motivational instruments. The methodological basis of the research is formed by a qualitative analytical approach, including the analysis and synthesis of scientific literature, comparative and content analysis, as well as conceptual modelling. The theoretical foundation is based on the provisions of Self-Determination Theory (SDT) and the Job Demands–Resources (JD-R) model, which allow the impact of remote work to be explained through the interaction of job resources (flexibility, autonomy) and job demands (isolation, technostress).

The results of the study indicate that remote work increases the level of autonomy and flexibility, which positively affects motivation, particularly among representatives of Generation Y, whereas for Generation Z, social interaction, mentorship, and regular feedback remain essential. It is determined that hybrid work models serve as an effective instrument for balancing these factors by combining the advantages of remote work with opportunities for social interaction.

The scientific novelty lies in the development of a conceptual approach to explaining the mechanisms of the impact of remote work on motivation, taking into account generational differences and the interaction between job resources and job demands. The practical significance of the obtained results lies in their potential application in the development of modern employee motivation systems focused on flexibility, support, and professional development.

Prospects for further research are associated with the empirical validation of the proposed model using quantitative methods of analysis.