Abstract:
The upheaval in today’s business
environment has forced organisations
to rethink their strategies.
Adaptability becomes essential as market
dynamics shift unpredictably with rapid
technology integration and global economic
fluctuations (Tan et al., 2024). The
Covid-19 pandemic disrupted work practises,
prompting gig economy models and
hybrid structures with the rapid adoption
of digital tools like videoconferencing and
cloud computing, yet brought about additional
challenges (Ajzen & Taskin, 2021;
Aroles et al., 2021). The gig economy,
which consists of platforms or smartphone
apps that connect service providers
to consumers for individual jobs, such
as Uber linking passengers with drivers,
offers opportunities to earn income when
full-time, year-round employment is not
feasible. However, concerns have arisen
regarding the lack of labour protections
for gig workers and the unstable nature
of gig work.Additionally, certain benefits typically
linked to traditional employment, such as
paid sick leave, health insurance, and retirement
benefits, may not be available in
the same manner to gig economy workers
(Donovan et al., 2016). Hybrid work,
a combination of office and remote work
(Kaiser et al., 2022), offers key benefits
by integrating advantages from both environments.
Remote work provides greater
flexibility, higher employee satisfaction, reduced commuting, and a smaller carbon
footprint (Teng-Calleja et al., 2024).
In contrast, office settings enhance collaboration,
coordination, and innovation
while fostering a strong organisational
culture (Mortensen & Haas, 2021).
However, organisations face challenges
in adapting their systems to support hybrid
work. They must establish or revise
policies to ensure legal compliance regarding
compensation, working hours,
and discrimination (Zapata et al., 2024).
The required digitalisation necessitates
leadership commitment and effective
technology while considering its impact
on organisational culture (Dogra & Priyashantha,
2023; Gulliksen et al., 2023).
