Date of Conferral
10-26-2025
Degree
Doctor of Business Administration (D.B.A.)
School
Management
Advisor
Jill Murray
Abstract
The inability to sustain employee retention amid expanded remote work practices highlights the urgent responsibility of leaders to confront the growing disparity between high job demands and insufficient resources that jeopardize employee engagement and organizational stability. Human resource (HR) leaders have a critical responsibility to address the effects of ineffective remote work strategies, which can lower morale, reduce performance, and increase turnover, weakening workforce cohesion and stability. Grounded in the job demands-resources (JD-R) model, the purpose of this qualitative pragmatic inquiry study was to explore and identify effective HR strategies and processes for supporting remote workers. Data sources included semistructured interviews with six HR professionals from diverse industries in a southern, southwestern state, and public documents and scholarly literature. Thematic analysis revealed five key themes: (a) communication and accessibility, (b) trust and autonomy, (c) performance management, (d) inclusive HR practices, and (e) evaluation of remote work effectiveness. A key recommendation is for HR leaders to integrate JD-R-informed strategies into existing remote work models to enhance employee well-being and organizational outcomes. The implications for positive social change include the potential for HR leaders and organizational decision makers to implement evidence-based practices that enhance employee well-being, reduce turnover, and support local economic stability by making remote work a more sustainable and inclusive employment option.
Recommended Citation
Chevis, LaChanta' Rene, "Effective Human Resource Strategies and Processes for Improving Remote Workers’ Engagement, Productivity, and Retention" (2025). Walden Dissertations and Doctoral Studies. 18558.
https://scholarworks.waldenu.edu/dissertations/18558
