| Abstract [eng] |
Over the past few years, work organization models have undergone significant changes. The global pandemic has encouraged the labor market to adopt remote and hybrid work models, which have become an integral part of the modern work environment. Although flexible work models provided many benefits, they also introduced new work demands. The aim of this study is to examine the associations between proactive vitality management, cognitive demands of flexible work, employee engagement and burnout. A total of 134 respondents participated in the study, including 88 women (65,7%), with an average age of 34,4 years. Participants were recruited using a convenience non-probability sampling method through social networks. Instruments used in the study include: the Proactive Vitality Management Scale, The Utrecht Work Engagement Scale (UWES-9), the Burnout Assessment Tool (BAT-LT), and the Cognitive Demands of Flexible Work Scale (CODE). The results of the study reveal that proactive vitality management does not moderate the relationship between cognitive demands of flexible work and work engagement, but it is important in its own right — it directly predicts higher work engagement. |
