Influence of Remote Work Autonomy on Employee Engagement and Turnover Intention in Knowledge-Based Organizations: An Empirical Investigation

Abstract

The rapid adoption of remote work models has transformed organizational structure, particularly within knowledge-based organizations where intellectual capital serves as a primary competitive asset. The aim of this study is to better identify how remote work affects employee engagement. Adoption of remote working has appeared as a transformative practice that have reshaped the dynamics of employee engagement and turnover intention in Knowledge-Based Organizations. Facilitated by the advancement of digital technologies and communication platforms, remote working is offering extraordinary flexibility to employees in management of their work schedules and locations. Such flexibility in improving their work-life balance, empowering them to match with professional responsibilities with personal commitments in an effective manner. As an outcome, employees working remote environment ate often showing higher level of job satisfaction and reduced levels of stress, making positive contribution in their engagement with organizational goals. Sample of 213 employees were considered for survey to know the Influence of Remote Work Autonomy on Employee Engagement and Turnover Intention in Knowledge-Based Organizations and concludes that that remote work autonomy has significant positive impact on employee engagement and a significant impact on turnover intention.