Employee Engagement Among Intersectional Identifying Employees: Considering Flexible Work Arrangements in the Era of Increased Remote and Hybrid Work

Abstract

This study investigated the impact of remote and hybrid flexible work arrangements on employee engagement among intersectional-identifying employees. A mixed-methods approach was used, combining the 17-question Utrecht Work Engagement Scale (UWES) through quantitative surveys and the nine-question UWES through qualitative interviews. Results were mixed, with the quantitative results failing to establish a significant relationship between flexible work arrangements and improved employee engagement. The qualitative interviews suggest a positive change in engagement but do not demonstrate improvement in engagement. Influential factors on these results, such as inconsistent organizational policies and role ambiguity, often exclude considerations of intersectional employees’ identities. Due to these conflicting organizational policies regarding flexible work arrangements and widespread role uncertainty, the study suggests that intersectional employees may experience active disengagement. The results supported the notion that overall employee engagement is experiencing a downward trend, and many intersectional employees are actively disengaged.