| Abstract [eng] |
SUMMARY Employees’ perceived inclusion: antecedents and relationships with intention to remain in the organisation Rūta Daly, Vilnius, Vilnius University, 2026, 50 p. In recent years, remote and flexible work have become widely adopted forms of work organization; however, it remains unclear how different work organization factors are related to employees’ perceived inclusion and intention to remain in an organization. Previous research has mainly focused on the associations between remote work and employee well-being, job satisfaction, or organizational commitment, while perceived inclusion in the context of these work arrangements has received less attention. Furthermore, little research has examined whether perceived inclusion may act as a psychological mechanism explaining the relationship between work organization factors and employees’ intention to remain in an organization. The aim of this study was to examine how the frequency of remote work and perceived flexible work opportunities are associated with employees’ perceived inclusion and intention to remain in an organization. The study involved 175 employees from various organizations. Perceived inclusion was conceptualized as a multidimensional construct encompassing feelings of belonging and uniqueness, inclusion within the work environment, inclusion in decision-making, and access to information and resources. Data were analyzed using correlation, linear regression, mediation, and moderation analyses. The results revealed that perceived flexible work opportunities were positively and significantly associated with all dimensions of perceived inclusion. A higher frequency of remote work was associated with lower feelings of organizational belonging, lower inclusion within the work environment, and lower inclusion in decision-making. Importantly, neither flexible work opportunities nor remote work intensity directly predicted intention to remain in the organization. However, feelings of organizational belonging acted as a mediating factor explaining the relationship between perceived flexible work opportunities and intention to remain in the organization. The findings contribute to a better understanding of how work organization factors are associated with employees’ perceived inclusion and intention to remain in an organization, and suggest that feelings of organizational belonging play an important role in employees’ intention to remain. Keywords: remote work, flexible work opportunities, perceived inclusion, intention to remain in the organization. |
