The findings demonstrate that employees exhibit higher self-leadership strategies, such as self-goal setting and self-reward, when working from home compared to the office.
While self-cueing showed no impact on work engagement and self-punishment was counterproductive, other self-leadership strategies proved beneficial, enhancing daily engagement metrics.
The research illustrates a clearer understanding of how self-leadership strategies can facilitate work engagement, regardless of whether an employee is at home or in the office.
Results indicate that while home-office arrangements suggest benefits linked to self-leadership, the effectiveness of these strategies does not significantly alter based on the work environment.
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