Remote Work as a Determinant of Quitting the Job

Abstract

The issue of the article concerns the impact of remote (and hybrid) work on employees’ intentions to voluntarily leave their employer. The aim of the article is to present the impact of remote work on employees’ intentions to voluntarily leave their job. The empirical part presents the results of own quantitative research conducted on a sample of 1,000 employees. The survey was carried out using the CAWI technique in 2022 among people who had worked remotely in the 2 years preceding the survey period. The publication presents the research results using descriptive statistics. The research shows that for almost 44% of the respondents, remote work saved them from being fired. According to ¼ of the respondents, working remotely makes it easier to give notice and leave work. Over 30% of the respondents believe that remote work makes employees more likely to quit their jobs and makes the employee identify less with the employer. In turn, over 40% of the respondents declare that if they are not able to work remotely, they will leave the company. This prompted the author to reflect that it would be justified to examine the characteristics of employees for whom remote work is a good (but also desirable) solution and for whom it is not, which means that the considerations presented in the article may constitute the basis for further exploration in the field of the discussed topic. The analysis of the distribution of the answers given by the respondents according to the selected personal characteristics, such as gender, seniority or position held, indicates slight differences in employees’ approach to remote work as a determinant of employees’ voluntary departures. However, there is a statistically significant relationship between respondents’ lower loyalty to the organisation due to remote work and their intention to leave.