This study aims to synthesize how cultural and national determinants influence the adoption, effectiveness and equity of hybrid and remote work arrangements. Guided by Hofstede’s cultural dimensions and institutional theory, it examines macro-level (national culture and policies), meso-level (organizational culture) and contextual factors (regional, industry and demographic) to provide a comprehensive understanding of flexible work dynamics in the post-COVID era.
A systematic review following PRISMA guidelines was conducted on 64 peer-reviewed studies published between 2014 and 2024, sourced from Web of Science and EBSCOhost EJS databases. Thematic analysis was used to synthesize the antecedents and outcomes of hybrid and remote work, with particular attention to cultural fit, institutional moderators and multi-level interactions. Data extraction used a structured review matrix, and study quality was appraised using the Mixed Methods Appraisal Tool (MMAT).
The authors’ analysis suggests that individualistic and low power-distance cultures are generally more compatible with remote work autonomy and are associated with higher satisfaction, engagement and innovation. In contrast, collectivist, high power-distance and high uncertainty-avoidance cultures experience greater challenges related to social isolation, ambiguity and technostress, particularly in fully remote settings. Hybrid arrangements may help mitigate these tensions by reintroducing structured interaction and relational coordination. Institutional supports, including labor protections and digital infrastructure, significantly shape adoption and equity, while trust-based organizational cultures enhance flexible work outcomes more effectively than presenteeism-oriented environments.
This study advances the remote and hybrid work literature by integrating Hofstede’s cultural dimensions, institutional theory and human resource development (HRD) perspectives within a multi-level framework. It introduces an integrated cultural–institutional HRD model that explains how macro-cultural, contextual and meso-level organizational factors jointly shape flexible work outcomes across diverse global contexts.
