Exploring the impact of manager behaviors on remote workers' affiliation needs

Remote work arrangements are a workforce design choice for organizations due to cost savings and a broader geographic reach for recruitment of employees. Employees choose remote work for cost savings, better work-life balance, and a broader geographic span of potential employers. The affiliation need is a human motivation driver and is described as a person's need to feel connection and belonging with other people as part of a group, team, or organization. The problem explored by this research study is lack of understanding of the impact of manager behaviors on the affiliation needs of remote workers. The study explored the lived experiences of remote workers in a global technology company as they described the impact of manager actions and behaviors on their feelings of connection and belonging. Through use of a qualitative phenomenological research design, the researcher gathered data derived from the descriptions of study participants who had firsthand knowledge of the phenomenon of remote work. Data analysis revealed three primary themes connecting manager behavior to remote workers' affiliation needs: communications-related actions, management style, and manager actions that recognized remote workers' contributions, interests. The data analysis and themes revealed therein support the researcher's conclusion that manager actions and behaviors matter to remote workers as they consider their affiliation with their team. Study participants reported overall satisfaction with their remote work arrangements and attributed this satisfaction in part to the actions and behaviors of their managers. The outcomes of the research study may have implications for managerial and organizational development concerns such as employee engagement, organizational commitment, and employee satisfaction.