Remote Work and Organizational Productivity: A Multi Level Analytical Review with Evidence from Developing Contexts

The rapid transition to remote work has created uncertainty regarding its long-term effects on organizational behavior and employee productivity. This study examines how organizational and individual factors—including firm size, personality traits, digital leadership, and home working conditions—influence the effectiveness of work-from-home (WFH) arrangements. Drawing on global datasets and peer-reviewed literature, the findings indicate that remote work productivity is highly context-dependent rather than universally consistent. Multinational enterprises (MNEs) are generally better equipped to maintain or improve productivity due to stronger digital infrastructure, whereas small and medium-sized enterprises (SMEs) often face limitations related to resources and innovation capacity [۳,۴]. At the individual level, conscientiousness and openness are positively associated with remote work success, while social isolation and work–family conflict reduce effectiveness [۵]. In addition, digital leadership and organizational support help decrease technostress and strengthen employee engagement [۶,۷]. Evidence from developing contexts such as Iran further suggests that inadequate IT infrastructure and internet instability remain major barriers to sustainable remote work adoption [۸].

کلیدواژه ها:

Remote Work ، Employee Productivity ، Digital Leadership ، Organizational Behavior ، SMEs ، MNEs ، Technostress ، Iran