Abstract

Technological evolution has forced a profound rethinking of traditional work organization logics. In recent years, many organizations have implemented work organization models based on remote working and artificial intelligence (AI). At the same time, a new generation of workers prefers to work in dynamic, digitally advanced and above all flexible contexts, using remote working. These new contextual elements impose new paradigms in the field of human resources management (HRM). In fact, HR managers, to attract new generations and new talents, must use advanced technological systems (for example, remote working or AI), as a strategic lever. On this premise, this study aims to understand the relationship between remote working (RW), organizational well-being and talent management. This study is based on an empirical analysis, lasting five months, on a cross-sector of companies. A sample of companies belonging to the network of the Italian Association of Human Resources Managers (AIDP Calabria) and the Italian Association of Managers and Senior Professionals (FEDERManager Calabria) was identified. To have a broad view of the phenomenon, companies from different sectors and of various sizes (large companies and SMEs) were identified. The results show that the adoption and implementation of remote working within organizations is an effective an essential strategic lever. This exploratory study contributes to a broader understanding of the use of remote working, to improve the design of work organization.

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