Date of Award

2025

Degree Name

Business Administration

College

College of Business

Type of Degree

D.B.A.

Document Type

Dissertation

First Advisor

Dr. Jennifer Y. Mak

Second Advisor

Dr. Elisabeth C. Alexander

Third Advisor

Dr. Alan Letton

Abstract

The aim of this study was to integrate the agility literature within the theoretical framework of the Job Demand-Resource (JD-R) Theory to examine and validate whether employee agility (job resources) and work overload (job demands) influence the relationship between subjective wellbeing, work engagement, and job performance among remote, hybrid, and onsite workers. Data was collected through a Qualtrics Online panel, utilizing five standardized and validated scales, from a sample of 504 full-time employed respondents across the United States. The data was analyzed using Structural Equation Modeling (SEM) and Analysis of Variance (ANOVA). The results indicated a significant relationship between employee agility, work engagement, and subjective well-being, highlighting the importance for organizations to cultivate a more adaptive, engaged, and well-balanced workforce to enhance overall productivity. Furthermore, the study found that job performance was comparable between onsite and remote workers with onsite workers performing better than hybrid workers. These findings carry important theoretical and practical implications. By incorporating employee agility as a job resource into the JD-R framework, this study contributes to the expansion of existing literature. It is anticipated that these results will serve as a catalyst for further empirical research in this emerging area. Additionally, the insights gained from this study offer valuable guidance for organizations aiming to enhance employee performance and well-being across diverse work environments.

Subject(s)

Work environment.

Telecommuting.

Labor supply.

Performance -- Evaluation.

Employee motivation.

Personnel management.

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