EXAMINING THE INFLUENCE OF REMOTE WORK ADOPTION ON EMPLOYEE PERFORMANCE IN PAKISTAN: THE MEDIATING ROLE OF WORK ENGAGEMENT AND THE MODERATING ROLE OF ORGANIZATIONAL SUPPORT

Abstract

The rapid digital transformation and the expansion of flexible work arrangements have significantly changed traditional workplace structures. Remote work has emerged as an important organizational strategy that enables employees to perform their duties outside conventional office environments. This study examines the impact of remote work adoption on employee performance, with work engagement as a mediating variable and organizational support as a moderating factor in the Pakistani organizational context. A quantitative research design was adopted, and primary data were collected through a structured questionnaire from 250 employees working in various sectors including information technology, banking, and telecommunications. The data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings indicate that remote work adoption has a significant positive effect on employee performance. Additionally, the results reveal that work engagement plays a significant mediating role in the relationship between remote work and employee performance, suggesting that employees who experience higher engagement tend to perform better in remote work environments. Furthermore, organizational support significantly moderates the relationship between remote work and employee outcomes, indicating that adequate technological infrastructure, managerial assistance, and organizational resources strengthen the positive impact of remote work on both engagement and performance. The study contributes to the existing literature by extending the Job Demands–Resources (JD-R) theoretical framework in the context of remote work practices in developing economies. The findings provide important managerial implications for organizations seeking to implement effective remote work policies that enhance employee productivity and engagement.