EXAMINING THE MODERATING ROLE OF WORK MODALITY ON EMPLOYEES’ ENGAGEMENT AND PERCEPTIONS OF INCLUSION

In the evolving landscape of work, organizations increasingly adopt diverse modalities, including on-site, remote, and hybrid arrangements. This quantitative correlational study examines the relationship between work modalities, employee engagement, and perceived inclusion, with a focus on the moderating role of work modalities. Recognizing employee engagement as a key driver of organizational performance and perceived inclusion as essential for well-being and innovation, survey data were collected from 402 employees across multiple industries. Results revealed a strong, positive correlation between perceived inclusion and employee engagement (r = 0.789, p < .001). Work modality significantly moderated this relationship, with hybrid workers experiencing a weaker inclusion-engagement link, while remote workers showed no significant moderation effect. Additionally, on-site workers demonstrated a robust inclusion-engagement relationship. Hybrid workers reported higher perceived inclusion scores, though engagement levels remained consistent across modalities. These findings underscore the need for tailored inclusion strategies to optimize employee experiences and enhance organizational effectiveness. This study provides actionable insights for fostering inclusive workplace cultures and improving employee well-being in modality-diverse environments.