Remote working intensity in knowledge work: Associations with informal workplace learning, basic psychological needs satisfaction, job satisfaction, and turnover intention

The increase in remote working has changed the way both employees and organizations view work in an already tumultuous landscape of the IT sector. In this study, we surveyed Finnish employees ( n  = 266) from an international IT sector company in 2022 after the remote working mandates were lifted. We firstly examined how remote working intensity (RWI) was associated with informal workplace learning, basic psychological needs satisfaction (BPNS, including autonomy, competence, and relatedness), work engagement, job satisfaction, and turnover intention (RQ1). Second, we investigated using structural equation modeling (SEM) how informal workplace learning, BPNS, and RWI were associated with work engagement and well-being outcomes (job satisfaction, and turnover intention) (RQ2). Finally, we wanted to know whether work engagement mediated the previous relationships (RQ3). Results for RQ1 were generally against our expectations as RWI was associated only with relatedness satisfaction (negatively). SEM results (RQ2) generally matched our expectations as autonomy and relatedness satisfaction, and work engagement were positively related to job satisfaction and negatively to turnover intention. Furthermore, work engagement was a positive mediator for the relationships of informal workplace learning and outcomes, and autonomy and outcomes (RQ3). Informal learning was thus interestingly related to job satisfaction and turnover intention but only via work engagement. The results imply that RWI is not distinctly beneficial or detrimental for learning and well-being at work, however, having some office days per week supports relatedness satisfaction, which in turn relates to positive work outcomes. Furthermore, high work engagement can allow informal learning activities to positively influence work well-being.