Work Intensification in hybrid workplace: The potential downstream effects on perceived exploitation and negative work outcomes

Abstract

While hybrid work arrangements (combining remote and office work) have been associated with increased Work Intensification (hereafter referred to as hybrid WI), the potential downstream effects on employee-organization relationships and subsequent employee behavior remain understudied. Drawing on the theoretical framing of Effort-Reward Balance, we propose that hybrid WI can influence the perception of exploitative employee-organization relationships (PEER) and employee anger, potentially leading to negative work outcomes such as employee cheating behaviors (ECBs). Data from a survey administered to 270 software and IT service workers on Prolific was analyzed using structural equation modeling (SEM). Our findings suggest a nuanced relationship between hybrid WI and employee negative behavior. Our analysis suggests that hybrid WI may indirectly influence ECBs through PEER. This study represents one of the initial investigations into the impact of hybrid workplace arrangements on employee-organization relationships, particularly focusing on PEER and its consequences. These findings provide significant contributions to theory advancement and offer practical implications for effectively managing hybrid workforces.