Work from anywhere and employee psychological well-being: moderating role of HR leadership support

Ranjan Chaudhuri, Sheshadri Chatterjee, Demetris Vrontis, Ishizaka Alessio

Research output: Contribution to journalArticlepeer-review


Purpose: This study examines the relationship between the flexibility of working from anywhere and employees' psychological well-being (PWB) and safety. This study also investigates the moderating role of human resource (HR) leadership teams on HR policy (HRP), firm infrastructure (FRI) and remote work flexibility. Design/methodology/approach: With the help of the literature review and flexible firm theory (FFT) and dynamic capability view (DCV) theory, a model has been developed conceptually. Later, the conceptual model is validated using partial least squares – structural equation modelling technique considering 471 useable respondents from different Asian and European firms to understand cross-country implications. This research study uses convenience and purposeful sampling techniques. Findings: This study shows that there is a significant and positive moderating role of HR leadership support (HLS) towards developing flexible HRP and appropriate FRI to enable employees to work from anywhere. The results also indicate that there is a significant and positive impact of work from anywhere flexibility (WAF) and employee PWB and psychological safety (PSS), which in turn positively and significantly impact employee satisfaction (EMS) resulting in better firm performance (FP). Research limitations/implications: This study provides valuable input to HR management teams for developing effective HR policies to enable a work from anywhere option. The study also provides food for thought to practitioners, researchers and academicians regarding the need for more research on the relationship between work flexibility, PWB and FP. Finally, this study develops a unique model which could be used by any firm towards framing an effective HRP enabling WAF. Originality/value: This research adds value to the overall body of knowledge of HR management. There is no study which investigated the impact of WAF on employee PWB and PSS. Thus, this study is considered a unique study. Moreover, the proposed model in this research study is also a unique model with explanative power of 71%.

Original languageEnglish
JournalPersonnel Review
Publication statusAccepted/In press - 2022


  • Employee satisfaction
  • HR leadership
  • HR policy
  • Psychological safety
  • Psychological well-being
  • Work from anywhere flexibility


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