Assessing the Impact of Hybrid-Work-Model on Employee Performance and Job Satisfaction in the Workplace: A Case of Department of Science and Innovation in Gauteng – South Africa

Abstract

The aim of the study was to investigate the impact of hybrid-work-model on employee performance and job satisfaction, using the Department of Science and Innovation in Gauteng, South Africa as case study. Previous studies have examined the impact of remote working on the public sector, but there is a lack of focus on the hybrid work model. Recently, new studies have emerged that demonstrate a growing interest in the hybrid work model. However, there is a lack of information on the impact of hybrid work on public sector employees in the post-pandemic era. Additionally, existing research on employee performance and job satisfaction during remote working is inconsistent and lacks sufficient explanations. Therefore, it is unclear what the effects of hybrid work are and how they can impact public sector employees. In the postpandemic era, there is a continuous suggestion for more research regarding hybrid work. The researcher conducted a qualitative study using a phenomenological research strategy, an exploratory research design, and purposive sampling. The researcher selected 12 participants from different programmes at the Department of Science and Innovation and collected qualitative data from them through semistructured interviews. The research findings were analysed using a thematic analysis approach. The primary finding of the study is that participants have varying opinions and experiences with hybrid work arrangements. Some participants find it beneficial, citing increased performance and job satisfaction, while others prefer working in the office. Challenges with hybrid work include difficulty in switching off from work, poor time management and technical issues. Communication and collaboration within teams have both positive and negative impacts, with online tools facilitating effective communication. The quality of work and the absence of physical communication with colleagues also vary among participants. To address the challenges of switching off from work and poor time management, it is recommended to establish clear boundaries between work and personal life and set designated working hours. This can help employees maintain a healthy work-life balance and prevent burnout. To address challenges such as technical issues, distractions at home, and lack of access to office equipment, it is recommended for employers to provide support and resources for remote work. This can include providing inverters and office equipment for home workspaces, raising awareness and providing training on remote working expectations, and utilizing improved technology like video conferencing. By providing the necessary support and resources, employers can help employees overcome the challenges of remote work and improve their performance and job satisfaction.