Employee resources and workplace well-being in the new world of work
Disentangling who benefits from remote, hybrid or office-based work
Publication date
2025-04-24
Document type
PhD thesis (dissertation)
Cumulative Thesis
✅
Author
Advisor
Referee
Peters, Susan
Granting institution
Helmut-Schmidt-Universität/Universität der Bundeswehr Hamburg
Exam date
2025-04-15
Organisational unit
Project
Publisher
Universitätsbibliothek der HSU/UniBw H
Part of the university bibliography
✅
Language
English
DDC Class
150 Psychologie
Keyword
Remote work
Hybrid work
Character strength application
Core-self evaluations
Thriving
dtec.bw
Abstract
The Job Demands-Resources (JDR) model provides a well-established framework for examining workplace antecedents and outcomes. This dissertation extends the JDR model by investigating how personal resources interact with work location in hybrid and remote settings. Four empirical studies explore whether remote work serves as a resource or a demand and how personal resources, both stable traits and daily states, moderate this relationship.
Part A focuses on core self-evaluations (CSE) and remote work intensity among hybrid leaders (N = 370), showing that remote work can enhance health outcomes over time, particularly for those with lower personal resources. However, no effect on work-life balance was found. Part B comprises two diary studies (N = 63 and N = 98) on daily character strength application, demonstrating its benefits for performance and self-efficacy. These effects were stronger on office days, indicating a potential enhancement role of the office environment for state-like personal resources.
Part C validates the German version of the “Thriving from Work” (TfW) questionnaire using item response theory (N = 567), establishing a reliable short form for future diary research. Part D uses this measure in a five-day diary study (N = 408), revealing that daily remote work is associated with higher daily thriving.
Findings underscore the complex role of remote work within the JDR model: it can act as both a resource and a demand, depending on the individual’s personal resources and context. This dissertation advances the theoretical understanding of hybrid work and offers practical implications for supporting employee well-being and performance in flexible work environments.
Part A focuses on core self-evaluations (CSE) and remote work intensity among hybrid leaders (N = 370), showing that remote work can enhance health outcomes over time, particularly for those with lower personal resources. However, no effect on work-life balance was found. Part B comprises two diary studies (N = 63 and N = 98) on daily character strength application, demonstrating its benefits for performance and self-efficacy. These effects were stronger on office days, indicating a potential enhancement role of the office environment for state-like personal resources.
Part C validates the German version of the “Thriving from Work” (TfW) questionnaire using item response theory (N = 567), establishing a reliable short form for future diary research. Part D uses this measure in a five-day diary study (N = 408), revealing that daily remote work is associated with higher daily thriving.
Findings underscore the complex role of remote work within the JDR model: it can act as both a resource and a demand, depending on the individual’s personal resources and context. This dissertation advances the theoretical understanding of hybrid work and offers practical implications for supporting employee well-being and performance in flexible work environments.
Description
Parts A, B and C have been published as open access articles under the terms of the creative commons attribution license (http://creativecommons.org/licenses/by/4.0/).
Version
Published version
Access right on openHSU
Open access