Paper Type
Short
Paper Number
PACIS2025-1795
Description
Digital nomadism increasingly expands to the corporate sector. However, corporate nomads, that is, permanent employees who engage in nomadic work, are subject to novel challenges of developing psychological bonds with their organization and co-workers. Therefore, this study explores organizational commitment in corporate teams with nomadic employees. Findings from qualitative interviews within five teams suggest that team configurations that include nomadic work can affect turnover intentions, on-the-job behavior, and employee well-being. Based on the identified antecedents and consequences of organizational commitment in this context, we discuss strategic interventions to accommodate different spatio-temporal configurations in corporate teams with digital nomads. These include building teams based on shared values, introducing mobility budgets and policies, and designing benefits packages addressing both preferences and fairness concerns. Consequently, this study offers practical implications for managing nomadic work in corporate teams and informs theory development in the relatively unexplored field of corporate nomadism.
Recommended Citation
Hensellek, Simon and Marx, Julian, "Organizational Commitment and Belonging in Corporate Teams with Digital Nomads" (2025). PACIS 2025 Proceedings. 15.
https://aisel.aisnet.org/pacis2025/sm_digcollab/sm_digcollab/15
Organizational Commitment and Belonging in Corporate Teams with Digital Nomads
Digital nomadism increasingly expands to the corporate sector. However, corporate nomads, that is, permanent employees who engage in nomadic work, are subject to novel challenges of developing psychological bonds with their organization and co-workers. Therefore, this study explores organizational commitment in corporate teams with nomadic employees. Findings from qualitative interviews within five teams suggest that team configurations that include nomadic work can affect turnover intentions, on-the-job behavior, and employee well-being. Based on the identified antecedents and consequences of organizational commitment in this context, we discuss strategic interventions to accommodate different spatio-temporal configurations in corporate teams with digital nomads. These include building teams based on shared values, introducing mobility budgets and policies, and designing benefits packages addressing both preferences and fairness concerns. Consequently, this study offers practical implications for managing nomadic work in corporate teams and informs theory development in the relatively unexplored field of corporate nomadism.
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