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VV Sushmita RP / IJSSAH/10(3),2023; 42-49
Full Length Research Paper
Full Length Research Article
Demographic Factors Impact on the Employee
Engagement of Employees Working from Home or on
Hybrid model in IT companies, Bangalore, India.
V V Sushmita R P
Research Scholar, CMR University, Bangalore, India
ARTICLE INFORMATION ABSTRACT
Introduction
Work from home and the hybrid model of organization work had been needed for many years. This need became a requirement
during the Covid times. Work from home model is defined as complete remote working which happens when the employer or
founder is in one country and the office is established in another. Work from home is also applied to employees with medical
issues. Hybrid model is the type of work where employee works at office two or three days a week and rests of the days the
employee reports in the office. These two models have been gaining a lot of importance from the time of Covid. Initially
employees were a little uncomfortable and found it difficult to adjust to the new style of working but as they understood the whole
model employees found it more convenient and have shown great interest in the new style of working. From the recent 2023
Industrial survey (PHILLIPS, 2021)conducted there have been few findings on the work from home and hybrid model impact on
the organization employees, few are stated as below:
The number of salaried workers working from home is expected to rise from 10% (pre-pandemic levels) to 30%.
Remote work is more productive. When workers work remotely, their productivity increases by 13%. Employees also
feel happier and tend to stay longer at their current workplaces.
63% of high-growth companies have implemented productivity anywhere workforce models.
Hybrid workplaces can have a big impact on the economy. Work-from-home could increase productivity in the US by 5%.
It seems that employers are taking note. 68% of executives are planning on implementing some kind of hybrid workplace
model.
83% of employers say that remote work has been productive for them.
At the same time, 83% of workers prefer a hybrid model.
55% want to work remotely at least 3 days a week.
International Journal of Social Sciences Arts & Humanities
42
Vol. 10. No.3. 2023.
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Interna$onal Journal of Social Sciences Arts & Humani$es (ISSN: 2321-4147) (SJIF: 6.003)
Peer Reviewed Quarterly Journal
Corresponding
Author:
VV Sushmita RP
Article history:
Received: 11-09-
2023
Revised: 19-09-
2023
Accepted: 09-10-
2023
Published: 11-10-
2023
Key words:
Employee
engagement,
Employee, Hybrid
model, employer,
manager, work
from home,
Employee is an asset to an organization. Employee performance directly or
indirectly a-ects the growth of the organization. Employee retention is
dependent on the employee motivation is on the whole dependent on the
employee engagement in an organization. The hybrid and work from home
has been explored to its maximum during the covid – 19 times. These were
the times employees got accustomed to the advantages they explored while
working with 5exible times. There have been many factors the employees
were not able to balance while working from home and during these times
they were able to balance and perform better than ever. There are many
factors that have helped the employees to improve their performance. The
demographic factors that help the employee in their growth are Age,
Experience, Quali7cation, Family, Family Income, Mother tongue. The
employee’s family support a-ects the performance of an employee. Family
support works on the emotional part of the employee which a-ects the stress
levels and the daily mind set of the employee. This helps the employee to
adapt and learn in his work and perform the work allotted successfully. HR
operations and training help to motivate the employees and improve
employee performance. Many policies and strategies must be developed and
implemented in the organization for improvement of employee engagement.
Employee engagement in any organization depends on the involvement and
performance of the employee. Employees’ performance has also a-ected the
retention percentage of the employees in the organization. Few of the factors
VV Sushmita RP / IJSSAH/10(3),2023; 42-49
Only 20.3% of workers never want to work from home.
Highlight of the study shows that after the covid -19 era employees mostly prefer to work in flexible timing. The preference of the
work from home/ hybrid model is preferred for the employees to maintain the work balance. It is observed that employee
engagement has drastically increased during this era. It has also been observed that there has been an increase in demand for work
from home or the hybrid option by the employees. During a recent study by Deloitte, it’s been observed that men respondents
were as likely as women to prefer flexible or hybrid arrangements. They were twice as likely to prefer one to two days in office
per week (27%) than three to four days (13%). Generationally, millennials and Gen X, who made up 91% of the survey
population, were closely aligned in their workplace preferences. More than 30% chose flexible arrangements, followed by almost
25 % choosing one to two days and about 10% choosing fully in office. Survey shown that the respondents who said they could
leave in the next 12 months said they would do so for a job with more flexibility (35%), better payor benefits (34%) and alignment
with life goals (32%). Therefore, FSI’s mandating strict return – to -office arrangement could face dual talent challenges. They
could run the risk of losing their pipeline of leaders and have difficulty recruiting fresh talent. (Hazuria, 2023)
Another survey reaffirms the widespread suspicion that the pandemic has had an indelible global impact on working locations and
hours. The average worker has experiences a sharp increase in location and time flexibility during the pandemic, which they
expect to moderate only slightly once we enter the “post pandemic” era Consider that over 70% of respondents worked fully in
person before the pandemic. Of those who did, a large majority (72%) have now shifted to remote work at least one day a week.
Only a third of all respondents expect to be working fully in person once the pandemic is over. This increase in location flexibility
is broad- based, although not as prevalent for junior employees and workers in the education and health care sectors. (Yuxin Lin,
2021)
There are many reasons due to which the employees are more interested in opting for the work from home option and hybrid
working model. Employees find working from home and the hybrid model helps in completing their job effectively along with
having a good work – life balance. Employees believe that their wellbeing is positively affected when they work from home or are
on hybrid model. Employees, when working from home feel more confident in a few areas and in technology which helps them
being more focused and oriented. This builds their confidence in the technology and work, and this also improves their leadership
skills. As per the study there is an observation of productivity and innovation in an organization (Grant, 2013). During and post
Covid there a study revealed that the number of working days and the time a person spent teleworking also has an impact on
work- family conflict. In addition to individual factors, family factors also have influence in WFH. For example, Household
Characteristics such as size of the living area, number of family members sharing the same accommodation and the number and
age of children in the household are considered as family factors influencing WFH. More WFH can also be influenced by the
individual working space available in the house and the number of people present when working at home. The study highlighted
the health benefits of WFH, with over 80% of workers feeling mentally relaxed while working at home. This study also
highlighted workers favoring and supporting WFH measures (73%), Flextime (83%), and compressed working hours (77%)
(Butakhieo, 2020)
Many factors affecting the employee engagement of the employee working from home and on hybrid model has been researched
and studied from past two years post covid times. Work from home and the hybrid model has opened doors to many facilities for
example flexibility timing and flexible location. This came into existence due to the appointment of efficient employees from
distant places by the company during the covid times. During these times employees worked from their respective homes and
International Journal of Social Sciences Arts & Humanities
43
VV Sushmita RP / IJSSAH/10(3),2023; 42-49
communicated through Zoom or other platforms for better connectivity. Companies started integrating policies and practices that
incorporated physical, mental, emotional, spiritual, and financial wellbeing of the employees. H R leaders observed that people
were dissatisfied by the managers more than the jobs in an organization. Many employees opting for the hybrid options, many
companies like Facebook, Google, and Apple wanted employees to report to the office at least sometime each week. Other
organizations have gone remote or are at least giving employees the choice to work exclusively from their homes. Engaging
employees across geographies, time zones and computer screens added another layer of challenges for the HR leaders. This also
opened great platforms of communication within the organization. Surveys, focus groups and one – on -one meeting between the
managers and the employee’s helped opportunities for active listening. It’s been observed that there has been a great improvement
in employee engagement when managers communicate every day and give the right feedback rather than feedback given once in a
month or year. (Team, 2021)
Methodology
The methodology used is survey method. Questionnaires was shared to the employees in the form of Google form and the inputs
were collected in the form of excel sheet and the data has been analyzed to understand the impact and the influence of the factors.
Results and Discussion
To understand the employee engagement and the impact of the demographic factors on the employees, A survey has been
conducted for 20 employees through questionnaire. They employees are working on hybrid and work from model for IT
companies located in Bangalore. The questionnaire given to the employees were dependent on three “P” categories i.e.,
Professional, Psychological, Personal. Where Professional factors are the general factors affecting the employee engagement of
the employee. Psychological factors are the factors affecting the employees’ mental condition or stability. Personal factors are the
factors relating to the family factors affecting the employees. From the three P’s of the data collection, Few of the data which
gives the insight of impact of the demographic factors affecting the work engagement of the employee is been explored and
analyzed. The questionnaire used is as follows:
1. Do you think your performance has improved by working from home?
2. Do you think you feel more engaged when you are home than when you are at the office?
3. Do you feel the location of work affects your performance?
4. Do you feel family responsibilities affect your performance when working at home than working at the office?
5. Do you feel that your health improves when working at the office than working at home?
6. Do you want to go back to the office soon?
7. Do you feel your work environment helps in improving your performance?
8. Do you feel your work engagement will increase if you go back to the office?
The data has been collected from three companies from 20 employees which is as follows.
Analysis
From the data collected the variables impact that have been identified for this paper are the demographic factors. The demographic
factor studied and analyzed for the employee engagement of the work from home and hybrid model employees for this paper are.
Age
International Journal of Social Sciences Arts & Humanities
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VV Sushmita RP / IJSSAH/10(3),2023; 42-49
Designation
Experience
Marital status
Family income
Education
From the data collected we have
Demographic factors impact on the engagement of the employees of the work from home and hybrid model working
employees:
Age Impact:
25-30 30-35 35-40 40-45 45-50
0
10
20
Sum of Do you think you feel more engaged when you are
home than when you are at the office? by Age
Experience:
>12 years 0-2 years 10-12
years
3-5 Years 5-7 years 7-9 years
0
5
10
15
20
Sum of Do you think you feel more engaged when you are
home than when you are at the office? by Experience
Designation:
Team Lead
Fresher
Team Lead
Team Lead
Fresher
0123456
Do you think you feel more engaged when you are home than
when you are at the office?
Education:
Graduation Masters PhD Post graduation
0
10
20
30
Sum of Do you think you feel more engaged when you are home
than when you are at the office? by Education
International Journal of Social Sciences Arts & Humanities
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VV Sushmita RP / IJSSAH/10(3),2023; 42-49
Gender:
Female Male
0
10
20
30
40
50
Sum of Do you think you feel more engaged when you are
home than when you are at the office? by Gender
Family income:
10LPA 12LPA 13LPA 15LPA 20 LPA 50LPA 7LPA (blank)
0
5
10
15
20
Sum of Do you think you feel more engaged when you are home
than when you are at the office? by Family Income
Marital Status:
Married Unmarried
0
10
20
30
40
50
60
Sum of Do you think you feel more engaged when you are home
than when you are at the office? by Marital Status
Demographic factors affecting the performance of the working from home and hybrid model working employees:
Age:
25-30 30-35 35-40 40-45 45-50
0
5
10
15
20
25
Sum of Do you think your performance has improved by working
from home? by Age
International Journal of Social Sciences Arts & Humanities
46
VV Sushmita RP / IJSSAH/10(3),2023; 42-49
Marital Status:
Married Unmarried
0
20
40
60
80
Sum of Do you think your performance has improved by
working from home? by Marital Status
Experience:
>12 years 0-2 years 10-12 years 3-5 Years 5-7 years 7-9 years
0
5
10
15
20
25
Sum of Do you think your performance has improved by
working from home? by Experience
Designation:
> Project manager
Fresher
Project lead
Project manager
Team Lead
0 5 10 15 20 25 30 35 40 45 50
Sum of Do you think your performance has improved by
working from home? by Designation
Education:
Graduation Masters PhD Post graduation
0
10
20
30
40
50
Sum of Do you think your performance has improved by
working from home? by Education
Gender:
International Journal of Social Sciences Arts & Humanities
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VV Sushmita RP / IJSSAH/10(3),2023; 42-49
Female Male
0
10
20
30
40
50
60
Sum of Do you think your performance has improved by working
from home? by Gender
Family Income:
10LPA 12LPA 13LPA 15LPA 20 LPA 50LPA 7LPA (blank)
0
5
10
15
20
25
Sum of Do you think your performance has improved by
working from home? by Family Income
Few forecasts
Impact of Family responsibilities on employee engagement:
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19
0
1
2
3
4
5
6
Do you think you feel more engaged when you are home than when you are at the
office?
Impact of health on employee engagement:
International Journal of Social Sciences Arts & Humanities
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VV Sushmita RP / IJSSAH/10(3),2023; 42-49
1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19
0
1
2
3
4
5
6
Do you think you feel more engaged when you are home than when you are at
the office?
Do you feel that your health improves when working at the office than working at
home?
Results and Conclusions
The data collected reflects that increase in engagement through demographic factors when employee works from home or on
hybrid model. There are many outcomes due to this work model which are.
1. Improved performance
2. Increased Family time and connectivity
3. Increased work Life balance
4. Increased work engagement
During the data collection, when the employee was asked if they intended to go back to the office, maximum of the employee
replied that they were not intended to go back to the office and they are happy with the work from home and hybrid model
employee’s option.
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