Gender_Remote employees_OI dataset

This research seeks to elucidate the relationship between employee job control and organizational identity by applying the job-demands resource theory and gender role theory in the remote work literature. The concept of remote wokforce, and therefore, the full understanding of this practice and its consequences is still being determined. In order to tackle this problem, this study put out the hypothesis that gender may alter the connection and exert an impact on organizational identity (OI). Data was gathered using standardized questionnaires administered to professionals from several multinational companies in India. Hierarchical regression analyses were conducted, producing nearly identical outcomes. These studies revealed that having trust in supervisors serves as an additional factor in explaining the connection between job control and organizational identity. Furthermore, it was shown that women exhibited a notably greater correlation between job control and organizational identity. Nevertheless, the results need to be scrutinized from the perspective of the employees. There is little doubt that work flexibility rules are being adopted quickly. Work-life flexibility is anticipated to become the prevailing standard, as predicted by experts. The authors aim to elucidate the gender disparities within the remote work setting by taking into account factors such as employee identity, job control, and supervisory trust. The results given illustrate the significance of comprehending the interaction between organizational identity and job control, as well as the impact of gender. The study offers suggestions for future research and valuable insights for managers and practitione