REMOTE WORK AND EMPLOYEE ENGAGEMENT: INSIGHTS FROM TASHKENT IT FIRMS
DOI:
https://doi.org/10.5281/zenodo.21619216Keywords:
remote work, employee engagement, perceived fairness, supervisor support, role clarity, IT firms, Tashkent.Abstract
This study examines the relationship between remote work intensity and employee engagement among
employees of IT firms1 in Tashkent, including Leader Team Ltd., LeverX, Unical, Mimsoft, Celion LLC, Tezcode, and
Exadel. Drawing on Kahn’s engagement theory and the Job Demands–Resources model, the study investigates whether
perceived fairness of remote work policies, supervisor support, and role clarity are associated with employee engagement.
It also assesses whether supervisor support and role clarity strengthen the relationship between remote work intensity
and engagement. The study applies a quantitative cross-sectional design and uses a simulated dataset comprising
320 employee-level observations to demonstrate the analytical procedure. The hierarchical regression results indicate
that remote work intensity is positively associated with engagement, while perceived policy fairness makes a stronger
explanatory contribution. Supervisor support also significantly strengthens the positive association between remote work
intensity and engagement.
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