Strengths use, deficit correction, and workload in onsite, hybrid, and remote work

Purpose: We applied the Strengths Use and Deficit Correction (SUDCO) model to compare employee developmental efforts and developmental opportunities in onsite, hybrid, and remote work models. The aim of this study was to investigate whether the SUDCO elements – such as strengths use, deficit correction, perceived organizational support (POS) for strengths use, perceived organizational support (POS) for deficit correction – and quantitative workload vary among onsite, hybrid, and remote employees. Moreover, the relationships between workload and the elements of the SUDCO model were tested in the total sample. Design/methodology/approach: We examined 129 Polish employees working in distinct work models within an online cross-sectional study. The participants provided sociodemographic data, reported their current work model, and completed two self-report measures – the Quantitative Workload Inventory (QWI) and the Strengths Use and Deficit COrrection (SUDCO) questionnaire. Findings: Remote employees reported lower workload and higher deficit correction and POS for deficit correction than onsite employees. We found no significant correlations between workload and the four components of the SUDCO model. Research limitations/implications: Our findings suggest better-perceived working conditions in terms of the lower amount of one's work, higher developmental opportunities, and more proactive behaviors aimed at reducing own incompetencies in remote work than onsite work. Workload emerged as not a crucial job demand that contributed to the employees` developmental efforts and perceived organizational support for them. As our study is based on a relatively small sample collected through the snowball sampling method during the COVID-19 pandemic, the results should be replicated in the future in post-pandemic conditions on a larger sample. Practical implications: Our findings could support managers and HR practitioners in providing more effective employee development strategies and accurate assessment of employee potential. Moreover, the understanding that onsite, hybrid, and remote work arrangements offer distinct development opportunities might help the employees make more conscious vocational choices. Originality/value: This study adds to our knowledge of differences in using individual's potential, developmental efforts, developmental opportunities, and workload among onsite, hybrid, and remote employees. The use of the integrative SUDCO model broadens the perspective of analyzing distinct work models thanks to involving both strengths- and deficit- based approaches. Keywords: strengths use, deficit correction, workload, hybrid work, remote work. Category of the paper: research papier.