NATIONAL LAW UNIVERSITY ODISHA, CUTTACK
ORGANISATIONAL BEHAVIOUR
IMPACT OF HYBRID WORK ON WORKER’S HEALTH
BY –
AKULA SAI SAKETH (23BA012)
ANSHIKA PAL (23BA017)
BA LLB | SEMESTER- II | BATCH 2023-28
UNDER THE GUIDANCE OF
ASSOCIATE PROF. TAMANNA MOHAPATRA
Acknowledgment
I would like to thank my subject teacher, Associate prof. Tamanna
Mahapatra, for giving me an opportunity to work on this topic and for being
a constant guide throughout the completion of this project. I am also
indebted to the library department of NLU Odisha for providing me with
access to valuable sources that made the completion of this project possible.
TABLE OF CONTENT
IMPACT OF HYBRID WORK ON WORKER’S HEALTH...................................................
TABLE OF CONTENT.............................................................................................................
Introduction................................................................................................................................
Hybrid Workplace - independent variable.................................................................................
Worker’s health – Dependent Variable......................................................................................
Measurement scale...................................................................................................................
Impact of hybrid setting in the field of law..............................................................................
Conclusion................................................................................................................................
Reference..................................................................................................................................
Introduction
The current working climate where the hybrid work is gaining some
currency is one such issue. It in a way, combines onsite workplace and the
liberty of remote working where this people can choose their work schedule
and environment. The attainment of this freedom empowers employees to
savour a life characterized by serenity and a work-life balance. Their fears
of a rush-hour commute and their concerns about keeping a rigid schedule
will also be quelled. The possibility to choose the place to work or be in
your office in person or from a home gives a feeling of control that one has
on his job. One can be more satisfied and content when choosing the place
to work due to the fact that he gets to be in charge of making that decision.
Yet amidst these advantages of versatility, there are also drawbacks as it
can be really hard to create some boundaries between the job and your The
built-in closeness of your home office to everyday life fuses those frontiers,
so there’s not a clear separation between when work begins and when it
ends. Similarly, the continuous convenience that is assumed by digital
devices often results in the perpetual-on” outlook, which eventually the
employees suffering from high-levels of stress and burnout. Unfortunately,
the perpetual interconnectiveness of the digital age- examples of which are
constant email checking and virtual meetings- which are significant
contributing factors to stress, also intensifies the situation.
On the other hand, the social dimension of work is also affected by the shift
to remote or hybrid kind of agreements. Although telework provides one
with the convenience of working without the need to commute and go to
the office, it also causes one to be deprived of the accidental social
interactions and office camaraderie. Not having the possibility of water-
cooler talks or spontaneous idea-generation moments can cause depression
and loneliness, negatively affecting mental health. To note is the fact that
extended periods of being seated without favorable workstation conditions
can constitute a threat to health and bring about the development of
musculoskeletal pains and other related conditions. Even though hybrids
pose some problems for companies as regards employees' well-being, they
also open new horizons to solve them. Through its supportive measures and
innovation additions, companies will manage to build a work environment
which will render both professional success and personal fulfillment
possible. It requires an ability to work out the right balance between
flexibility and structure, digital communication and human interaction. It is
imperative for organizations to devise strategies aimed at promoting
physical and mental health among their workforces. This includes investing
in ergonomic furniture and equipment to mitigate the risks of prolonged
sitting and poor posture. Additionally, initiatives such as regular wellness
programs and virtual social events can help foster a sense of community
and alleviate feelings of isolation. Moreover, companies must adopt policies
that encourage work-life balance and discourage overwork. Implementing
clear boundaries regarding communication outside of designated work
hours can help prevent burnout and promote employee well-being.
Furthermore, fostering a culture of trust and autonomy empowers
employees to manage their workload effectively while respecting their
personal time.
Hybrid Workplace - independent variable
Over the past few years, the way we perceive and engage with traditional
office setups has seen substantial changes, largely driven by technological
advancements, shifts in workforce dynamics, and evolving attitudes
regarding work-life balance (Leslie Morrison G, Making hybrid work for
diverse staff in higher education: A behaviour change approach). One of the
most notable developments in this regard is the advent of the hybrid
workplace concept, which seamlessly integrates remote work with in-
person office attendance, thereby providing employees with greater
flexibility and autonomy in managing their work arrangements (Annina R,
Jari J, Workers’ Health, Wellbeing, and Safety in the Digitalizing Platform
Economy). This transition towards hybrid work has gained significant
traction for a variety of reasons. Firstly, the evolution of communication
and collaboration technologies has greatly enhanced the feasibility and
efficiency of remote work (Simon B, Hybrid working: How to manage
remote and workplace employees). Tools such as video conferencing and
cloud storage have facilitated seamless collaboration among teams,
irrespective of their geographical locations. These advancements have
effectively bridged the gap between remote and in-person work
environments, enabling teams to function cohesively regardless of physical
proximity (Swati S, Training and development in the hybrid workplace).
Moreover, the onset of the COVID-19 pandemic served as a catalyst for the
widespread adoption of remote work practices. Faced with unprecedented
challenges, companies were compelled to adapt swiftly, leading to a
newfound appreciation for the benefits of remote work, such as reduced
overhead costs and increased productivity (Rense N, Workers’ well-being
in the context of the first year of the COVID-19 pandemic). However,
amidst the embrace of remote work, organizations also recognized the value
of face-to-face interactions in nurturing creativity and upholding company
culture (Yasir Mansoor K, Employee psychological well-being and job
performance: exploring mediating and moderating mechanisms). As a
result, the hybrid workplace model emerged as a compromise, offering
employees the flexibility to choose between remote and onsite work based
on their preferences and job requirements. While some individuals may opt
for full-time remote work to accommodate personal commitments, others
may prefer a blend of remote and in-person work to strike a balance
between work and life responsibilities (Efpraxia D. Zamani, Information
Systems Journal: Special Issue The new wave of “hybrid work”: An
opportunity to revise assumptions and build theory).
In truth, a hybrid job site requires an unprecedented set of challenges as
well. Employers must develop strategies to foster cohesion and teamwork
among dispersed teams, which may entail investing in communication
tools, scheduling regular team meetings, and establishing transparent
communication (Verma A, Venkatesan M, The future of work post Covid-
19: key perceived HR implications of hybrid workplaces in India). In
addition, management would need to address style of leadership to
appropriately manage remote and hybrid teams, entailing building a trusting
relationship, setting clear expectations, and provision of the necessary
support to empower employees’ success.
Additionally, organizations must implement policies and guidelines to
address various aspects of hybrid work, including work hours, availability,
and performance evaluation. Ensuring consistency and fairness in these
areas is essential for maintaining employee morale and productivity in a
hybrid work environment (Charlotte P, Hybrid working in 2022: An
ultimate guide for HR leaders). From an infrastructure perspective,
companies need to invest in technology and resources to support remote
work securely. This involves providing employees with the necessary
hardware and software, as well as implementing robust data privacy and
protection measures to safeguard sensitive information.
The hybrid workplace represents a significant departure from traditional
work paradigms, offering a blend of flexibility and collaboration that caters
to the diverse needs of the modern workforce. Embracing this model
enables organizations to attract and retain talent, enhance employee
satisfaction, and adapt to evolving workplace dynamics. However,
successful implementation requires careful planning, ongoing adaptation,
and a commitment to prioritizing the well-being and success of both remote
and onsite employees.
Worker’s health – Dependent Variable
In today's fast-paced and competitive world, organizations are increasingly
recognizing the critical importance of employee wellbeing. It is not merely
a matter of employee satisfaction but encompasses a broader spectrum of
physical, mental, and emotional health that directly influences productivity,
engagement, and overall organizational success (Martha H and Herbert K,
Hybrid and virtual work settings; the interaction between technostress,
perceived organisational support, work-family conflict and the impact on
work engagement). The concept of workplace wellbeing has transcended
beyond traditional notions of employee benefits and has become a central
focus area within the realm of organizational behaviour. Organizational
behaviour, as a field of study, delves into understanding human behaviour
within organizational settings and applying this knowledge to enhance
organizational effectiveness (Tarafdar, M. and Stich, J.F., Virtual work,
technology and wellbeing). In recent years, scholars and practitioners alike
have emphasized the integral role of organizational behaviour in promoting
workplace wellbeing. This involves a multifaceted approach that considers
various factors influencing employee welfare, ranging from leadership
styles and organizational culture to work-life balance and job design.
One of the fundamental pillars of enhancing workplace wellbeing through
organizational behaviour is effective leadership (Gurveen R, Mental Health
in the Workplace – Tips for Employers). Leaders play a pivotal role in
shaping the organizational climate and fostering a supportive work
environment conducive to employee flourishing. Transformational
leadership, characterized by inspirational motivation, individualized
consideration, intellectual stimulation, and idealized influence, has been
associated with higher levels of employee engagement and wellbeing.
Leaders who exhibit empathy, authenticity, and a genuine concern for their
employees' welfare are better equipped to nurture a positive organizational
culture that prioritizes wellbeing. Furthermore, organizational culture
significantly impacts employee wellbeing. A culture that values openness,
collaboration, and mutual respect fosters a sense of belonging and
psychological safety among employees. Conversely, toxic work
environments characterized by excessive competition, micromanagement,
and lack of transparency can have detrimental effects on employee mental
health and job satisfaction. Therefore, organizations must cultivate a culture
that promotes psychological wellbeing and embraces diversity, equity, and
inclusion.
In addition to leadership and culture, job design plays a crucial role in
shaping employee experiences and wellbeing (Surgeon General, The Value
of Worker Well-Being). Jobs that provide autonomy, opportunities for skill
development, and meaningfulness are associated with higher levels of job
satisfaction and engagement (William J, Employee well-being outcomes
from individual-level mental health interventions: Cross-sectional evidence
from the United Kingdom). Moreover, promoting work-life balance through
flexible work arrangements and supportive policies not only enhances
employee wellbeing but also contributes to organizational performance by
reducing absenteeism and turnover. The integration of technology into the
workplace presents both opportunities and challenges for employee
wellbeing (Kathrin K, Christine I, Establishing trust in hybrid work – the
role of people and technology). While technology enables greater
connectivity and efficiency, it also blurs the boundaries between work and
personal life, leading to potential stress and burnout. Therefore,
organizations must adopt responsible technology usage policies and provide
resources for digital detoxification and stress management to safeguard
employee wellbeing in the digital age (Klaudijo K, The future of hybrid
work in Italy: A survey-based Socio-Technical-System analysis).
Another main role of the improvement of a work environment is to
advocate about mental health issues and de-stigmatizing mental illness.
Employees should feel comfortable seeking support and accessing mental
health resources without fear of discrimination or reprisal (Astrid R,
Christina F, The New Meaning of Office: How Hybrid Work Changes
Formal Organizational Structure from a Place-Making Perspective) The
developing of a psychologically safe culture and embedding proactive
initiatives such as the employee assistance programs and manager mental
health training to the organization would help its employees to better their
mental wellness. Office health has changed fundamentally from being a
luxury to a strategic advantage for the organizations striving to get
sustainable progress in today's unpredictable business world. Organizations
can use the findings of the organizational behaviour study to design
interventions, which will enhance employees' welfare in all aspects of their
lives ranging from physical to mental and emotional (Tarryn G, how to
create wellbeing for employee holistically). Effective leadership, supportive
culture, thoughtful job design, technological mindfulness, and mental health
advocacy are integral components of a comprehensive approach to
enhancing workplace wellbeing (Sascha K, The future of work: How
innovation and digitalization re-shape the workplace). Through concerted
efforts in this direction, organizations can create environments where
employees thrive, driving innovation, productivity, and organizational
resilience ((Fabio James P, Technology and the hybrid workplace: the
affective living of IT-enabled space).
Measurement scale
The study published (Wen Chan X, Work, life and COVID-19: a rapid
review and practical recommendations for the post-pandemic workplace) on
the internet's online library, hybrid work models comes with both positive
and negative implications on work-life balance and employee well- being.
The study applies a quantitative method and applies a quick survey
questionnaire to collect their data from 400 workers employed in any
conflict. The questionnaire consists of scales that are validated to measure
life happiness, work-life balance, job dedication, and organizational
dedication.
Subjects were requested to state to what extent they agree with the
sentences describing these constructs on the 5-point scale where 1 means
“strongly disagree”, and 5 means “strongly agree”. Besides, demographic
data like age, gender, education level, and the tenure of jobs was collected
to nullify possible confounding variables.
The outcomes of the research project show that employees who have the
liberty for work in a hybrid fashion—the combination of remote and in-
office work mode—have a higher rate of well-being and improved work
life balance compared to those who are on-site only or remote workers.
Specifically, participants with hybrid work arrangements reported
significantly lower levels of stress and exhaustion, as well as higher levels
of job satisfaction and organizational commitment (M. Muzamil N, The
future of work: work engagement and job performance in the hybrid
workplace)
Additionally, the survey revealed the fact that people with mixed
arrangement of work experienced greater amount of autonomy and control
over their work schedules, and, in turn, led them to achieve better a balance
of work and life. Thanks to this improved adaptivity they were able to
successfully balance out their work-related obligations and responsibilities
and to do so without experiencing work-related stress. This led to a vice
versa situation: their life quality had definitely improved. Besides, the
research suggests that the positive outcomes of the hybrid work style, such
as well-being and work-life balance, the diversity between age, gender,
education level, and job tenure is also consistent. This signifies that there
are not only some specific popularity of hybrid work but it is rather
versatile across the environmental levels.
Overall, the findings of the study support the notion that hybrid work
arrangements can have positive implications for employee well-being and
work-life balance (Wen F, Ongoing remote work, returning to working at
work, or in between during covid 19: what promotes subjective well-
being?). By offering employees the flexibility to choose where and when
they work, organizations can foster a healthier and more satisfying work
environment, ultimately contributing to increased productivity and
employee retention.
Impact of hybrid setting in the field of law
The one notable domain that has outperformed in compared to other sectors
with its resounding success is law firms. Contrary to the apprehensions
prevalent in some quarters, law firms have not only embraced the hybrid
model but have also reaped substantial benefits from its implementation.
Hybrid work arrangements are ushering in a new era of flexibility and
modernization within law firm offices. Beyond merely adapting to remote
work trends, law firms are leveraging hybrid models to reap a plethora of
benefits. One of the primary advantages is the enhanced flexibility afforded
to both attorneys and support staff (Stephanie L, Law Firms and the Case
for Hybrid Work). By allowing employees to split their time between
remote work and in-office collaboration, hybrid arrangements
accommodate diverse work styles and preferences while ensuring
continuity in client service delivery (Williams lea, Hybrid working: Have
law firms found the secret sauce?).
Having hybrid work becomes a key to law firms to redesign their office
layouts more effectively in order to respond the needs of their changing
workforce. In the end, the article reveals how cutting-edge office design
which focuses on enhanced congregation zones and technology utilization
could result in an environment which is fast-paced and fruitful. This
orientation of offices creating a positive work atmosphere and promotes
open communication and teamwork work that by improving the practice of
law. Hybrid work setups give rise to legal offices spanning the world and
the potential of having limited workspaces to only branch out offices. A
company may cover the geographically scattered areas by the means of
telecommuting on the one hand and recruit the top legal professionals no
matter where they are based on the other hand. In this context, such
geographic flexibility won’t only expand the capacity to recruit but also
could be well suited for setting up branches or openings in other cities or
areas in a more cost-efficient way.
Hybrid work options are a way to keep not only legal firms but also their
real estate space flexible and up to date after all (Van Wyk K, Hybrid work
is making law firm offices more flexible and modern). As a result,
companies can minimize the size of their offices to maximize the space and
potentially downsizing their office buildings which will drive financial
benefits. The hybrid work that is replacing the traditional offices’ dynamics,
makes things more flexible and modern, along with the increased efficiency
and improved performance are the main factors that help the law firms to
grow. This way of thinking and operating will not only allow law firms to
survive and prosper in the current legal environment but will also enable
them to reinvent themselves and adapt to the futuristic and technologically
advanced legal world.
The hybrid working was investigated the blog post recently shared on
LinkedIn by City Omnia Connexions blog through which law firms impact
was described in a very convincing (Bill T, Navigating the Emerging
Hybrid Law Firm Landscape and What Lies Beyond). This blog article
publishes a shocking stat of the 25% increase in productivity among the
lawyers who choose hybrid model. The impressive jump forward in
productivity isn't confined to the ledger or to the ink; it is verified and
hence, the hybrid work arrangement is proven to an extent as being
organized to attain the optimal workflow efficiency. What is more, the blog
explores the benefits of hybrid working for employees’ morale and loyalty
to organizations, including law firms as well. Via giving the room for legal
practitioners to self-manage their schedules and locations, the blend model
has generated a growing perception of autonomy along with achieving a
good work-life balance. These demand-side factors have been responsible
for a significant decline in turnover rate, this figure dropping to 7% only,
thus coming short of face-to-face classes.
Along with improving the working efficiency and the employee
satisfaction, the site focuses on showing the price saving the hybrid work
brings to the law firms. Legal practices have seen a drastic reduction in
rental expenses to host physical offices and the related overhead costs.
Therefore, law firms enjoy financial savings that contribute higher revenue
which in turn increases the operational efficiency. The data that is used to
support the blog post also paints a very clear picture of the mixed
dimensions of benefits of hybrid working for tax law firms. The hybrid
work structure also requires the legal professionals to re-engineer the
approach behind their work functions, moving towards one that is geared
towards flexibility, innovation and resilience. The reality that law firms
vividly illustrate how hybrid working can bring developments (MacMurray-
Abdullah R, Navigating Hybrid Work for New Attorneys). The hybrid
model for legal services has proven to be an efficient way to stimulate the
growth, especially in terms of productivity, employee satisfaction and cost-
cutting. With high-tech firms continuing to adapt to the transitioning labor
market conditions, liquidity notion will prove to be a massive opportunity
for development and efficiency in achieving legal perfection. (Lila S,
Missing voices: Office space discontent as a driving force in employee
hybrid work preferences).
The shift to a hybrid workplace model has been a definite advantage for the
law firms as demonstrated in the case reported by Harvard Business Review
(Robert S, Lessons from One Law Firm’s Pre-Pandemic Shift to Hybrid
Work). By combining remote and office-based work, law firms have opened
up a myriad of benefits. Second, this solution has resulted in a remarkable
surge in the firm's productivity with an astonishing 25% jump in revenue
per lawyer. Furthermore, hybrid work model has enabled lowering of office
space utilization by 15%, it represents a massive saving. Moreover, the
hybrid work system has an evident role in luring and retaining the best legal
experts. Lawyers get a chance to find a better work-life balance which still
guarantees a high level of production. The flexibility upsurge has also
contributed to a substantial drop in turnover rates thus demonstrating the
popularity of the hybrid model among lawyers. In addition, the hybrid work
model has brought about enhanced customer satisfaction since lawyers are
easier to reach and they respond more promptly. These easier reach out to
the client, makes sure that their needs are quickly addressed, strengthening
the firm’ reputation and the success.
The findings from the Bloomberg Law Attorney Workload & Hours Survey
(Linda O, The Future of the Legal Industry) emphasize the widespread
inclination towards hybrid work arrangements within the legal profession,
underscoring its potential advantages for law firms. Presently, more than
40% of attorneys benefit from complete flexibility in choosing their work
setting. However, satisfaction with work policies experiences a notable
decline as the requirement for in-office attendance increases, with only 37%
expressing contentment among those obligated to be physically present full-
time. Conversely, an overwhelming 90% of respondents with complete
flexibility report satisfaction with their organization's policies. Additionally,
the data indicates that merely 11% of lawyers favor full-time office
attendance, while the majority lean towards remote work for at least three
days per week. These statistics highlight a clear preference for flexibility
and a balanced work-life arrangement. Given that nearly 40% of
respondents favor remote work for 3-4 days per week, the adoption of
hybrid models becomes imperative. Aligning with these preferences can
lead to heightened job satisfaction, productivity, and employee retention
among legal professionals, while also accommodating evolving work norms
and individual needs. Consequently, it is essential for law firms to monitor
and adapt to these trends effectively to navigate the future of legal work
environments successfully.
Conclusion
Investigations into hybrid work options and their impacts upon workers’
health unravel a highly intricate equation of factors. On the basis of
research, some experts believe that this type of environment can have a
huge impact on employees' physical, psychological, and emotional
conditions.
This being said, people tend to benefit from a flexible working, which
provides possibilities such as remote models of work and telecommuting.
These may well be in the form of lifts in productivity and fulfilment of
workers. Besides, the staff’s efficiency in managing their working time
appears to provide a greater balance between work and private life for a lot
of employees. Research suggests that the more freedom and flexibility
workers have in determining their work hours and tasks, the higher their job
satisfaction is. Parallelly, it is seen that most of the employees face a lack of
satisfaction when the companies set strict in-office schedules for them.
This, therefore, represent the need to be accommodating to people's need
and choices in order to build a healthier workplace.
In general, the data attests to the fact that the hybrid work arrangements are
the right formula that can help to take care of a healthy and also a resilient
workforce. Organizations can establish a working platform where staff can
do attendance either remotely or in the office, at the same time this can be
promoting physical health, mental wellness, and equality among family
assignments. What is needed next is a set of flexible and responsive
practices that will adapt to employees' continuous demands with the
changing context. Businesses that, first of all, pay attention to employees’
health and welfare, can accordingly make the culture of concern and
openness that is needed for a long-run career in this era of globalization.
Reference
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“hybrid work”: An opportunity to revise assumptions and build theory
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behaviour change approach
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