DOI: 10.52340/ekonomisti.2026.01.19

Expanded Summary

The paper discusses remote and hybrid work environments in modern organizations, as the transformation of work models has emerged as a significant area of research. Naturally, the rapid development of digital technologies, the widespread availability of the internet, and the processes of globalization have fundamentally altered the work environment and organizational structures. Today, the workday is no longer tied solely to a physical office; it is increasingly connected to online platforms, remote communication, and flexible work schedules. The article examines the new opportunities for organizations arising from these changes, which have, in turn, inevitably created new challenges regarding the work environment.

The transformation of work models has become one of the central research topics in modern organizations. Rapid technological development, the widespread use of the internet and globalization have significantly reshaped working environments and organizational structures. Work is no longer tied exclusively to a physical office; instead, it is increasingly connected to digital platforms, remote communication and flexible scheduling. This transformation has created new opportunities for organizations, but it has also produced important managerial and social challenges.

The COVID-19 pandemic accelerated these changes dramatically. During the crisis, many organizations were forced to adopt remote work practices in order to maintain business continuity and protect employee safety (Eurofound, 2021). As a result, remote work became not only a temporary response to an emergency, but also a strategic component of modern business. Even after the pandemic, many organizations retained flexible work arrangements because they proved to be practical, cost-effective and attractive for employees.

Research demonstrates that remote work has a substantial influence on employee motivation, productivity and quality of working life. Bloom et al. (2015) argue that working from home can increase productivity and reduce absenteeism under certain conditions. Employees can manage their time more efficiently, avoid long commuting hours and create comfortable work settings that support concentration. These advantages often contribute to higher job satisfaction and a stronger sense of autonomy in professional life.

At the same time, remote work also presents important challenges. Continuous online communication, blurred boundaries between professional and personal life, reduced informal interaction with colleagues and social isolation may lead to psychological fatigue and stress (Allen, Golden & Shockley, 2021). For this reason, organizations increasingly rely on hybrid work models that combine office-based and remote work. Hybrid work offers flexibility while preserving teamwork, social connection and the cultural benefits associated with physical interaction in the workplace.

Effective communication systems and trust-based leadership are essential for the success of hybrid teams. Digital collaboration platforms, video conferencing tools and project-management systems allow employees to work efficiently even when they are not physically present in the same location. According to Cascio (2020), digital leadership helps organizations maintain productivity, engagement and collaboration in such environments. When hybrid work is planned carefully and supported by appropriate management strategies, it improves employee well-being, strengthens organizational culture and enhances long-term performance. In this sense, hybrid work should be understood not as a temporary compromise, but as an important strategic direction for the future of modern organizations.

Key words: remote work, hybrid work, environment,  well being