REINVENTING TIME AND SPACE IN THE HYBRID WORK AGE

In a post-pandemic context, hybrid work is emerging as one of the most relevant solutions for rethinking work organization. This thesis explores the concept of hybrid work, analysing the implications for companies and employees in terms of space, time and technological resources management. The first part focuses on the evolution of New Ways of Working and their practical applications in contemporary context, focusing on the implications from a company and management point of view. The main objective is to examine how spatial and temporal flexibility are reshaping work organisation and operational efficiency, and how digitisation is enabling new forms of collaboration and productivity. The potential impact on corporate culture is also explored, with particular attention to the need for a balance between employee autonomy and synchronous collaboration, and the fundamental role of trust in remote management. The second part features the view of the employees and analyses how hybrid work is transforming human resource management, from promoting employee well-being to adopting flexible and inclusive management practices. It is analysed to what extent the involvement of workers in decisions concerning hybrid work policies affects their satisfaction and their engagement. Finally, the links between individual factors such as age, gender, and familiarity with digital technologies and hybrid work are examined, as well as barriers to promotion opportunities and wages in this new work environment. The last part proposes empirical research based on a questionnaire addressed to individuals which aims at highlighting the advantages, disadvantages and various individual compromises or choices of employees who are facing or considering these new working models. The questionnaire will seek to identify the decision-making process and what individual elements/characteristics have an influence on employees' choice and preference for this mode of work. The aim is to understand how managers can use this knowledge to offer the best possible solution to their employees by better managing their needs and changing the job offer to attract more and more workers in the “New normal” era.