This study examines the relationship between remote work intensity and employee engagement amongemployees of IT firms1 in Tashkent, including Leader Team Ltd., LeverX, Unical, Mimsoft, Celion LLC, Tezcode, andExadel. Drawing on Kahn’s engagement theory and the Job Demands–Resources model, the study investigates whetherperceived fairness of remote work policies, supervisor support, and role clarity are associated with employee engagement.It also assesses whether supervisor support and role clarity strengthen the relationship between remote work intensityand engagement. The study applies a quantitative cross-sectional design and uses a simulated dataset comprising320 employee-level observations to demonstrate the analytical procedure. The hierarchical regression results indicatethat remote work intensity is positively associated with engagement, while perceived policy fairness makes a strongerexplanatory contribution. Supervisor support also significantly strengthens the positive association between remote workintensity and engagement.
| Mualliflar | Narmuradova , Sitora |
|---|---|
| Jurnal | Муҳандислик ва Иқтисодиёт |
| Nashr sanasi | 2026-07-01 |
| Jild | 4 |
| Son | 7 |
| Betlar | 171-175 |
| Til | O‘zbek |
remote work, employee engagement, perceived fairness, supervisor support, role clarity, IT firms, Tashkent.
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