Digital nomads (DNs) operate remotely in organizations that are undergoing digital transformation, contributing to the growing phenomenon of digital nomadism. Despite the growing trend, there is a scarcity of research on the phenomenon and how DNs perform their jobs. The purpose of this study is to identify the skills that DNs possess that enable them to successfully carry out distant work. As such types of employees are steadily growing, the purpose is also to bring the discussion on digital nomadic work into the mainstream. The study offers significant practical implications for hiring practices in organizations, such as job description, onboarding protocols and training initiatives to further develop the necessary abilities in the light of evolving organizational and employment models.
With “Person Job Fit” theory as the theoretical foundation, the study adopted a qualitative approach to analyze Netnography data extracted from various online sources, using natural language processing (NLP) technique to reveal the skills possessed by DNs to perform their work in this new form of organization. The online data consisted of more than 1000 google pages, 44 Meta groups, 53 online interviews of DNs on YouTube and 62 Podcasts of DN communities. Applying two stage analysis, the findings revealed various personal, interpersonal and organizational skills required of DNs to perform their work.
Using various online sources as data points, the research reveals that DNs possessed various personal, interpersonal and organizational skills that helped them perform their remote jobs effectively. In addition, the analysis also revealed evidence-based characteristics, qualities and lifestyle of a DN and the dichotomy in nomads.
DNs prefer anonymity and so the author had to rely on various online data sources like Facebook (now called Meta), google pages, documented online interviews on YouTube and podcasts. Owing to the mobile lifestyle of DNs, the author could not address other economic or cultural influences on the phenomenon. As the data was gathered from all different parts of the world to increase representativeness and validity of research, a contextual understanding could not be explored. The research has implications on opening future research avenues by theoretically advancing the Person–Job Fit theory adding environment dimension to the framework.
This research has implications for organizations to create onboarding procedures for employees, training programs and recruitment policies that stress upon having specific personal, interpersonal and organizational skills to meet the changing needs of DNs.
The study has implications for society as mobility has enabled people to take advantage of opportunities and create better lives for themselves, taking up different jobs which were earlier out of reach. The study also has social implications on the personal lives and lifestyle of DNs and their relationship with their family, friends and social circle.
The study contributes to advancing evidence-based understanding of skills possessed by DNs. The study also makes theoretical contribution and advances knowledge on “Person-Job-Fit” theory in digitally evolving workplaces as new form of organizational employment.
