<abstract xmlns="http://www.w3.org/1999/xhtml">

<sec>
<h3>Purpose</h3>
<p>The main aim of the article was to find out the level and structure of work engagement, employee health ratings, their relationship to each other, and whether the form of work performed (remote vs. hybrid work) differentiates health ratings among surveyed employees in a post-pandemic reality.</p>
</sec>
<sec>
<h3>Methodology</h3>
<p>The study used mixed methods. The survey was empirical in nature. The survey was conducted in 2023 among 402 employees doing remote and hybrid work using the -UWES-17 tool and questions diagnosing the assessment of their own health. The research method was a diagnostic survey using an online questionnaire. In addition, 20 in-depth interviews were conducted.</p>
</sec>
<sec>
<h3>Findings</h3>
<p>The results indicate that the form of work performed does not differentiate health evaluation among the surveyed employees. Differences are seen only between the dimensions of engagement (vigor, dedication to work, absorption) and the components of health evaluation (health status, physical condition). A relationship was confirmed only between vigor and health status and physical condition and between the dimension of dedication and physical condition.</p>
</sec>
<sec>
<h3>Originality</h3>
<p>This article makes an important contribution to the field of research on the importance of employee engagement and health in flexible work arrangements (remote work and hybrid work).</p>
</sec>
</abstract>

Purpose
The main aim of the article was to find out the level and structure of work engagement, employee health ratings, their relationship to each other, and whether the form of work performed (remote vs. hybrid work) differentiates health ratings among surveyed employees in a post-pandemic reality.


Methodology
The study used mixed methods. The survey was empirical in nature. The survey was conducted in 2023 among 402 employees doing remote and hybrid work using the -UWES-17 tool and questions diagnosing the assessment of their own health. The research method was a diagnostic survey using an online questionnaire. In addition, 20 in-depth interviews were conducted.


Findings
The results indicate that the form of work performed does not differentiate health evaluation among the surveyed employees. Differences are seen only between the dimensions of engagement (vigor, dedication to work, absorption) and the components of health evaluation (health status, physical condition). A relationship was confirmed only between vigor and health status and physical condition and between the dimension of dedication and physical condition.


Originality
This article makes an important contribution to the field of research on the importance of employee engagement and health in flexible work arrangements (remote work and hybrid work).

Work Engagement and Employee Health in the Post-Pandemic Reality

International Journal of Contemporary Management

This work is licensed under the Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.

{"article-title":"Work Engagement and Employee Health in the Post-Pandemic Reality"}

Purpose
The main aim of the article was to find out the level and structure of work engagement, employee health ratings, their relationship to each other, and...

Work Engagement and Employee Health in the Post-Pandemic Reality

Article Category: Research Article

Publié en ligne: 29 juil. 2024

Pages: 154 - 161

DOI: https://doi.org/10.2478/ijcm-2024-0008

Mots clés
work engagement, employee health, remote work, hybrid work

© 2024 Izabela Bednarska-Wnuk, published by Sciendo

This work is licensed under the Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.

Work Engagement and Employee Health in the Post-Pandemic Reality

Article Category: Research Article

Publié en ligne: 29 juil. 2024

Pages: 154 - 161

DOI: https://doi.org/10.2478/ijcm-2024-0008

Mots cléswork engagement, employee health, remote work, hybrid work

© 2024 Izabela Bednarska-Wnuk, published by Sciendo

This work is licensed under the Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International License.

Mots clés
work engagement, employee health, remote work, hybrid work