| Fig. 1. | Overall Aggregate Averages (Weeks 2–10) | 9 |
| Fig. 2A. | Participants with Virtual Work Experience (Weeks 3–10) | 13 |
| Fig. 2B. | Participants without Virtual Work Experience (Weeks 2–10) | 13 |
| Fig. 3A. | Participant Managers (Weeks 2–10) | 14 |
| Fig. 3B. | Participant Non-managers (Weeks 2–10) | 14 |
| Fig. 4. | Conceptual Model | 27 |
| Fig. 5. | Digitalisation and EVB: Findings Categorised Into an Adapted AST Model | 45 |
| Fig. 6. | The Life Integration Framework | 66 |
| Fig. 7. | Results of SEM | 86 |
| Fig. 8. | Conceptual Model on Maximising Work Engagement via Autonomy to Choose Work Environment | 142 |
| Fig. 9. | Remote Work’s Impact on Organisational Culture, Outcomes, and Moderating Conditions | 151 |
| Fig. 10. | The Three-way Tug of War Over Organisational Culture | 175 |
| Fig. 1. | Overall Aggregate Averages (Weeks 2–10) | 9 |
| Fig. 2A. | Participants with Virtual Work Experience (Weeks 3–10) | 13 |
| Fig. 2B. | Participants without Virtual Work Experience (Weeks 2–10) | 13 |
| Fig. 3A. | Participant Managers (Weeks 2–10) | 14 |
| Fig. 3B. | Participant Non-managers (Weeks 2–10) | 14 |
| Fig. 4. | Conceptual Model | 27 |
| Fig. 5. | Digitalisation and EVB: Findings Categorised Into an Adapted AST Model | 45 |
| Fig. 6. | The Life Integration Framework | 66 |
| Fig. 7. | Results of SEM | 86 |
| Fig. 8. | Conceptual Model on Maximising Work Engagement via Autonomy to Choose Work Environment | 142 |
| Fig. 9. | Remote Work’s Impact on Organisational Culture, Outcomes, and Moderating Conditions | 151 |
| Fig. 10. | The Three-way Tug of War Over Organisational Culture | 175 |
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