The impact of remote and hybrid work and psychological well-being on organisational citizenship behaviour: the moderating effect of psychological capital

Abstract

Remote and hybrid work have become prevalent modes of employment, accelerated by technological advancements and global events, notably the Covid-19 pandemic. This shift in the work landscape has raised questions about its impact on employees’ psychological well-being and their organisational citizenship behaviour, which refers to discretionary actions that employees undertake to benefit their organisations. In addition, the role of psychological capital – a psychological resource characterised by resilience, optimism, hope, and self-efficacy – has garnered attention as a potential moderator in this relationship. This study examined the effects of remote and hybrid work on employees' psychological health. The remote and hybrid work environment presents unique challenges such as isolation, blurred work-life boundaries, and communication difficulties. These challenges can impact an individual’s psychological well-being, affecting their emotional, psychological, and social health. The study further delved into the relationship between psychological well-being and organisational citizenship behaviour. Employees with higher levels of psychological well-being are more likely to engage in organisational citizenship behaviour as they have the emotional and psychological resources to do so. However, it remains essential to investigate this association in the context of remote and hybrid work, which may introduce unique stressors. The study was guided by objectivism and adhered to the positivist paradigm. A structured questionnaire was administered through QuestionPro, and 402 employed individuals completed the questionnaire. The respondents were targeted as part of the Central University of Technology, Free State’s (CUT) Maccauvlei project. Informed consent was obtained from the respondents before the commencement of the study. The questionnaire was divided into five sections: (1) the respondents’ demographics, (2) remote and hybrid work benefits and disadvantages, (3) intrapersonal and transpersonal well-being, (4) organisational citizenship behaviour, and (5) psychological capital. Partial least squares structural equation modelling (PLS-SEM) was used to analyse the relationship between the variables. The findings of the study show that psychological well-being and psychological capital have a high predictive power towards organisational citizenship behaviour. Also, remote and hybrid work benefits and psychological capital have a high predictive power towards psychological well-being. Findings further indicate that psychological capital only has a positive moderating effect on the relationship between remote and hybrid work benefits and psychological well-being. However, the psychological capital moderating effect indicated no effect on other tested relationships. In addition, findings show that the lower the level of psychological capital, the stronger the positive relationship between remote and hybrid work benefits and psychological well-being. In contrast, the higher the level of psychological capital, the weaker the positive relationship between remote and hybrid work benefits and psychological well-being. This research has significant practical implications for organisations aiming to enhance employee well-being and foster organisational citizenship behaviour within remote and hybrid work settings. These implications include managers establishing trusting relationships with employees to facilitate open channels of communication, and employers leading by example, thereby setting a precedent and fostering an environment where going above and beyond is valued. Therefore, this study proposes targeted interventions such as fostering emotional awareness and social presence among employees. The study also contributes to the broader literature on remote and hybrid work, psychological well-being, and organisational citizenship behaviour by integrating the moderating role of psychological capital.