How Is Employee Motivation Sustained in Flexible Work Settings? Hybrid Working and Work From Home as Key Predictors

Abstract

The shift from conventional office-based work to more flexible arrangements such as hybrid working and work from home (WFH) has raised questions about their effect on employee work motivation. This study aims to examine the influence of hybrid working and WFH, both partially and simultaneously, on employee work motivation. A quantitative causal research design was employed, involving 100 employees selected through random sampling from various companies that have implemented hybrid working and/or WFH systems. Data were collected using an online questionnaire and analyzed through validity and reliability testing, classical assumption testing, and multiple linear regression analysis. The results show that hybrid working has a significant positive effect on work motivation (t = 4.229; sig. = 0.000), and WFH also has a significant positive effect on work motivation (t = 3.034; sig. = 0.003). Simultaneously, hybrid working and WFH significantly influence work motivation (F = 20.314; sig. = 0.000), explaining 29.5% of its variance (Adjusted R² = 0.295). These findings indicate that flexible work arrangements, particularly WFH, play a dominant role in enhancing employee motivation by providing greater autonomy and a better work-life balance. Companies are encouraged to design clear policies that balance flexibility with structured communication and support in order to sustain employee motivation and performance within hybrid and remote working environments.