Challenges of remote work to employee loyalty and its management strategies
Tianrui Xiao
University of Electronic Science and Technology of China (UESTC)
DOI: https://doi.org/10.59429/bam.v7i1.9559
Keywords: Remote work; Employee loyalty; Herzberg’s two-factor theory; Maslow’s hierarchy of needs theory; Work time optimization
Abstract
Remote work’s rise in the mobile Internet era challenges employee loyalty due to reduced face-toface communication, weaker organizational culture, and work-life imbalance. Using Herzberg’s two-factor and Maslow’s hierarchy of needs theories, this study quantifies how satisfaction and need fulfillment affect loyalty, proposing virtual interaction and work-time optimization strategies. Moderate increases in virtual interaction boost motivation and social needs, enhancing loyalty, while capping work at 8 hours reduces burnout by lowering stress and improving hygiene factors. Charts and tables confirm these strategies’ impact, highlighting interaction frequency and time adjustments as key. This offers firms theoretical and practical tools to sustain loyalty, balancing efficiency and well-being.
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