Flexible Work Arrangements and the Hybrid Work Model: Attitudes of Employees in the Scientific Research Sector in Serbia
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Abstract
The paper analyses the advantages, disadvantages, and possibilities of implementing flexible work models in modern organisations, focusing particularly on the hybrid work model. The aim of the research is to identify the key benefits of the hybrid work model and examine the attitude of employees in the scientific research sector in Serbia regarding this relatively new and innovative concept. By using the desk research method and the empirical approach, the main advantages of flexible work models have been analysed, as well as the key challenges managers face during the implementation. The research findings indicate a growing popularity of the hybrid work model across various sectors, including scientific research in Serbia. Due to its numerous benefits, the model has been actively adopted by employees in the field of social sciences and humanities.
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References
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Buffer (2023). State Of Remote Work 2023. https://buffer.com/state-of-remote-work/2023
Cook, J., Mor, Y., & Santos, P. (2020). Three cases of hybridity in learning spaces: Towards a design for a Zone of Possibility. British Journal of Educational Technology, 51(4), 1155-1167.
Cui, R., Ding, H., & Zhu, F. (2022). Gender inequality in research productivity during the COVID-19 pandemic. Manufacturing & Service Operations Management, 24(2), 707-726.
Da Silva, A. B., Castelló-Sirvent, F., & Canós-Darós, L. (2022). Sensible leaders and hybrid working: Challenges for talent management. Sustainability, 14(24), 16883.
Diani, R. D., Suparno, S., Eryanto, H., & Nurjanah, S. (2024). The Effect Of Flexibility Work Arrangement Through Work Life Balance On Life Satisfaction. Journal of Social Research, 3(2), 552-562.
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Gilmartin, H. M., Connelly, B., Hebbe, A., Battaglia, C., & Kwan, B. M. (2021). Assessing the impact of remote work during COVID-19 on clinical and translational scientists and staff in Colorado. Journal of clinical and translational science, 5(1), e71.
Grzegorczyk, M., Mariniello, M., Nurski, L., & Schraepen, T. (2021). Blending the physical and virtual: a hybrid model for the future of work (No. 14/2021). Bruegel Policy Contribution.
Griva, A., Chandra Kruse, L., Hattinger, M., Högberg, K., Pappas, I. O., & Conboy, K. (2025). Making space for time: Strategies for the design of time‐aware hybrid work. Information Systems Journal, 35(2), 611-645.
Groen, B. A., Van Triest, S. P., Coers, M., & Wtenweerde, N. (2018). Managing flexible work arrangements: Teleworking and output controls. European Management Journal, 36(6), 727-735.
Heo, S., Chan, A. Y., Diaz Peralta, P., Jin, L., Pereira Nunes, C. R., & Bell, M. L. (2022). Impacts of the COVID-19 pandemic on scientists’ productivity in science, technology, engineering, mathematics (STEM), and medicine fields. Humanities and Social Sciences Communications, 9(1), 1-11.
Hermann, I., Paris, C.M. (2020). Digital nomadism: the nexus of remote working and travel mobility. Technol Tourism, 22, 329–334.
Hopkins, J., Bardoel, A. (2023). The future is hybrid: how organisations are designing and supporting sustainable hybrid work models in post-pandemic Australia. Sustainability, 15(4), 3086
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Ipsos (2022). Hybrid Working: The never-ending search for the right approach. https://www.ipsoskarianandbox.com/userfiles/ckeditor/Ipsos-Karian-and-Box-Hybrid-Report-Oct-2022.pdf
Janböcke, S., Ogawa, T., Kobayashi, K., Browne, R., Taki, Y., Wieching, R., & Langendorf, J. (2022). Remote International Collaboration in Scientific Research Teams for Technology Development. International Journal of Advanced Computer Science and Applications, 13(9).19-29.
Jung, H. S., Yoon, H. H. (2021). Generational effects of workplace flexibility on work engagement, satisfaction, and commitment in South Korean deluxe hotels. Sustainability, 13(16), 9143.
Kelliher, C., Anderson, D. (2010). Doing more with less? Flexible working practices and the intensification of work. Human relations, 63(1), 83-106.
Kłopotek, M. (2017). The advantages and disadvantages of remote working from the perspective of young employees. Organizacja i Zarządzanie: kwartalnik naukowy, 4, 39-49.
Komatina, D., Miletić, M., & Mosurović Ružičić, M. (2024). Embracing Artificial Intelligence (AI) in Architectural Education: A Step towards Sustainable Practice?. Buildings, 14(8).
Kossek, E. E., Michel, J. S. (2011). Flexible work schedules. In S. Zedeck (Ed.), APA handbook of industrial and organizational psychology, Vol. 1. Building and developing the organization (pp. 535–572). American Psychological Association. https://doi.org/10.1037/12169-017
Krajčík, M., Schmidt, D. A., & Baráth, M. (2023). Hybrid work model: An approach to work–life flexibility in a changing environment. Administrative Sciences, 13(6), 150.
Lazarević-Moravčević, M. (2024). Izazovi savremenog menadžmenta: fleksibilnost, rodna ravnopravnost i inovativna komunikacija. Beograd: Institut ekonomskih nauka
Lazarević, M., & Ružičić, M. M. (2023). Organizational Structure and Organizational Culture. Economic Analysis, 56(2), 39-53.
McKinsey & Company (2023). How hybrid work has changed the way people work, live, and shop. https://www.mckinsey.com/mgi/our-research/empty-spaces-and-hybrid-places-chapter-1#/
Novikova I. V., Hamse, L. (2021). Modern organizational structures: transformation from vertical to flexible. Труды БГТУ. Экономика и управление. 1 (244).103–116.
Pokojski, Z., Kister, A., & Lipowski, M. (2022). Remote work efficiency from the employers’ perspective—What’s next?. Sustainability, 14(7), 4220.
Putri, T., Syafitri, U. D., & Sukmawati, A. (2023). The Role of Human Resource Risk on Employee Performance in The Hybrid Workforce Era. Jurnal Aplikasi Bisnis dan Manajemen (JABM), 9(2), 386-386.
Radonić, M., Vukmirović, V., & Milosavljević, M. (2021). The impact of hybrid workplace models on intangible assets: The case of an emerging country. Amfiteatru economic, 23(58), 770-786.
Ramachandaran, S. D. (2024). Human Resource Management Strategies for Engagement and Talent Attraction in Hybrid Work Models. Journal of Ecohumanism, 3(5), 1286-1296.
Russell, H., O'Connell, P. J., & McGinnity, F. (2009). The impact of flexible working arrangements on work–life conflict and work pressure in Ireland. Gender, Work & Organization, 16(1), 73-97.
Sakal, M. (2024). Remote Work and Hybrid Work Models. Yönetim Bilişim Sistemlerinde Güncel Uygulamalar, 33.
Sharma, T. K. (2023). Hybrid Working: The Future of Organizations. In Reshaping the Business World Post-COVID-19 (pp. 41-68). Apple Academic Press.
Sholesi, O. Y., Matthew, A. O., & Olorunisola, K. I. (2023). Telecommuting and Normative Commitment of Employees in a Technology Firm: After Effects of Covid-19 Pandemic. Journal of Economics and Behavioral Studies, 15(3 (J)), 70-76.
Smoder, A. (2021). Remote Work in Pandemic Conditions–Selected Issues. Polityka Społeczna, 566(5-6), 26-35.
Sokolić, D. (2022). Remote work and hybrid work organizations. Economic and social development: Book of proceedings, 202-213. https://www.esd-conference.com/upload/book_of_proceedings/Book_of_Proceedings_esdAveiro2022_Online.pdf#page=208
Statista Research Department (2024). U.S. workers working hybrid or remote vs on-site 2019-Q1 2024. https://www.statista.com/statistics/879251/employees-teleworking-in-the-eu/
Tabor-Błażewicz, J. (2022). The challenges of HR departments in hybrid work conditions. Zeszyty Naukowe. Organizacja i Zarządzanie/Politechnika Śląska. https://yadda.icm.edu.pl/baztech/element/bwmeta1.element.baztech-29a40cb5-b760-411e-a5c6-07b18cf09f91
Tippmann, E. Sharkey Scott, P., & Gantly, M. (2021). Which Hybrid Work Model Is Best for Your Business?. Harvard Business Review https://hbr.org/2021/08/which-hybrid-work-model-is-best-for-your-business.
Uru, F. O., Gozukara, E., & Tezcan, L. (2022). The moderating roles of remote, hybrid, and onsite working on the relationship between work engagement and organizational identification during the COVID-19 pandemic. Sustainability, 14(24), 16828.
Weideman, M., Hofmeyr, K. B. (2020). The influence of flexible work arrangements on employee engagement: An exploratory study. SA Journal of Human Resource Management, 18(1), 1-18.
Yang, E., Kim, Y., & Hong, S. (2023). Does working from home work? Experience of working from home and the value of hybrid workplace post-COVID-19. Journal of corporate real estate, 25(1), 50-76.
Yang, E., Kim, Y., & Hong, S. (2023). Does working from home work? Experience of working from home and the value of hybrid workplace post-COVID-19. Journal of corporate real estate, 25(1), 50-76.
Zafari, S., Hartner-Tiefenthaler, M., & Koeszegi, S. T. (2019). Flexible Work and Work-related Outcomes. Management Revue, 30(1), 63-92.
Andrade, D. L., & Andrade, S. W. (2023). Developing the Global Career Network: The Benefits of Promoting Effective Remote and Hybrid Work Models. International Journal for Digital Society, 14(1), 1816-1824.
Austin-Egole, I. S., Iheriohanma, E. B., & Nwokorie, C. (2020). Flexible working arrangements and organizational performance: An overview. IOSR Journal of Humanities and Social Science (IOSR-JHSS), 25(5), 50-59.
Bloom, N. (2021). Hybrid is the future of work. Stanford Institute for Economic Policy Research (SIEPR). Stanford, CA, USA.
Bloom, N., Han, R., & Liang, J. (2022). How hybrid working from home works out (No. w30292). National Bureau of economic research.
Buffer (2023). State Of Remote Work 2023. https://buffer.com/state-of-remote-work/2023
Cook, J., Mor, Y., & Santos, P. (2020). Three cases of hybridity in learning spaces: Towards a design for a Zone of Possibility. British Journal of Educational Technology, 51(4), 1155-1167.
Cui, R., Ding, H., & Zhu, F. (2022). Gender inequality in research productivity during the COVID-19 pandemic. Manufacturing & Service Operations Management, 24(2), 707-726.
Da Silva, A. B., Castelló-Sirvent, F., & Canós-Darós, L. (2022). Sensible leaders and hybrid working: Challenges for talent management. Sustainability, 14(24), 16883.
Diani, R. D., Suparno, S., Eryanto, H., & Nurjanah, S. (2024). The Effect Of Flexibility Work Arrangement Through Work Life Balance On Life Satisfaction. Journal of Social Research, 3(2), 552-562.
Eurofound (2022). The rise in telework: Impact on working conditions and regulations, Publications Office of the European Union, Luxembourg. https://www.eurofound.europa.eu/en/publications/2022/rise-telework-impact-working-conditions-and-regulations
Eurofound (2023). Hybrid work in Europe: Concept and practice, Publications Office of the European Union, Luxembourg. https://www.eurofound.europa.eu/en/publications/2023/hybrid-work-europe-concept-and-practice
Franken, E., Bentley, T., Shafaei, A., Farr-Wharton, B., Onnis, L. A., & Omari, M. (2021). Forced flexibility and remote working: Opportunities and challenges in the new normal. Journal of management & organization, 27(6), 1131-1149.
Gilmartin, H. M., Connelly, B., Hebbe, A., Battaglia, C., & Kwan, B. M. (2021). Assessing the impact of remote work during COVID-19 on clinical and translational scientists and staff in Colorado. Journal of clinical and translational science, 5(1), e71.
Grzegorczyk, M., Mariniello, M., Nurski, L., & Schraepen, T. (2021). Blending the physical and virtual: a hybrid model for the future of work (No. 14/2021). Bruegel Policy Contribution.
Griva, A., Chandra Kruse, L., Hattinger, M., Högberg, K., Pappas, I. O., & Conboy, K. (2025). Making space for time: Strategies for the design of time‐aware hybrid work. Information Systems Journal, 35(2), 611-645.
Groen, B. A., Van Triest, S. P., Coers, M., & Wtenweerde, N. (2018). Managing flexible work arrangements: Teleworking and output controls. European Management Journal, 36(6), 727-735.
Heo, S., Chan, A. Y., Diaz Peralta, P., Jin, L., Pereira Nunes, C. R., & Bell, M. L. (2022). Impacts of the COVID-19 pandemic on scientists’ productivity in science, technology, engineering, mathematics (STEM), and medicine fields. Humanities and Social Sciences Communications, 9(1), 1-11.
Hermann, I., Paris, C.M. (2020). Digital nomadism: the nexus of remote working and travel mobility. Technol Tourism, 22, 329–334.
Hopkins, J., Bardoel, A. (2023). The future is hybrid: how organisations are designing and supporting sustainable hybrid work models in post-pandemic Australia. Sustainability, 15(4), 3086
Hunter, P. (2019). Remote working in research: An increasing usage of flexible work arrangements can improve productivity and creativity. EMBO reports, 20(1), e47435.
Ipsos (2022). Hybrid Working: The never-ending search for the right approach. https://www.ipsoskarianandbox.com/userfiles/ckeditor/Ipsos-Karian-and-Box-Hybrid-Report-Oct-2022.pdf
Janböcke, S., Ogawa, T., Kobayashi, K., Browne, R., Taki, Y., Wieching, R., & Langendorf, J. (2022). Remote International Collaboration in Scientific Research Teams for Technology Development. International Journal of Advanced Computer Science and Applications, 13(9).19-29.
Jung, H. S., Yoon, H. H. (2021). Generational effects of workplace flexibility on work engagement, satisfaction, and commitment in South Korean deluxe hotels. Sustainability, 13(16), 9143.
Kelliher, C., Anderson, D. (2010). Doing more with less? Flexible working practices and the intensification of work. Human relations, 63(1), 83-106.
Kłopotek, M. (2017). The advantages and disadvantages of remote working from the perspective of young employees. Organizacja i Zarządzanie: kwartalnik naukowy, 4, 39-49.
Komatina, D., Miletić, M., & Mosurović Ružičić, M. (2024). Embracing Artificial Intelligence (AI) in Architectural Education: A Step towards Sustainable Practice?. Buildings, 14(8).
Kossek, E. E., Michel, J. S. (2011). Flexible work schedules. In S. Zedeck (Ed.), APA handbook of industrial and organizational psychology, Vol. 1. Building and developing the organization (pp. 535–572). American Psychological Association. https://doi.org/10.1037/12169-017
Krajčík, M., Schmidt, D. A., & Baráth, M. (2023). Hybrid work model: An approach to work–life flexibility in a changing environment. Administrative Sciences, 13(6), 150.
Lazarević-Moravčević, M. (2024). Izazovi savremenog menadžmenta: fleksibilnost, rodna ravnopravnost i inovativna komunikacija. Beograd: Institut ekonomskih nauka
Lazarević, M., & Ružičić, M. M. (2023). Organizational Structure and Organizational Culture. Economic Analysis, 56(2), 39-53.
McKinsey & Company (2023). How hybrid work has changed the way people work, live, and shop. https://www.mckinsey.com/mgi/our-research/empty-spaces-and-hybrid-places-chapter-1#/
Novikova I. V., Hamse, L. (2021). Modern organizational structures: transformation from vertical to flexible. Труды БГТУ. Экономика и управление. 1 (244).103–116.
Pokojski, Z., Kister, A., & Lipowski, M. (2022). Remote work efficiency from the employers’ perspective—What’s next?. Sustainability, 14(7), 4220.
Putri, T., Syafitri, U. D., & Sukmawati, A. (2023). The Role of Human Resource Risk on Employee Performance in The Hybrid Workforce Era. Jurnal Aplikasi Bisnis dan Manajemen (JABM), 9(2), 386-386.
Radonić, M., Vukmirović, V., & Milosavljević, M. (2021). The impact of hybrid workplace models on intangible assets: The case of an emerging country. Amfiteatru economic, 23(58), 770-786.
Ramachandaran, S. D. (2024). Human Resource Management Strategies for Engagement and Talent Attraction in Hybrid Work Models. Journal of Ecohumanism, 3(5), 1286-1296.
Russell, H., O'Connell, P. J., & McGinnity, F. (2009). The impact of flexible working arrangements on work–life conflict and work pressure in Ireland. Gender, Work & Organization, 16(1), 73-97.
Sakal, M. (2024). Remote Work and Hybrid Work Models. Yönetim Bilişim Sistemlerinde Güncel Uygulamalar, 33.
Sharma, T. K. (2023). Hybrid Working: The Future of Organizations. In Reshaping the Business World Post-COVID-19 (pp. 41-68). Apple Academic Press.
Sholesi, O. Y., Matthew, A. O., & Olorunisola, K. I. (2023). Telecommuting and Normative Commitment of Employees in a Technology Firm: After Effects of Covid-19 Pandemic. Journal of Economics and Behavioral Studies, 15(3 (J)), 70-76.
Smoder, A. (2021). Remote Work in Pandemic Conditions–Selected Issues. Polityka Społeczna, 566(5-6), 26-35.
Sokolić, D. (2022). Remote work and hybrid work organizations. Economic and social development: Book of proceedings, 202-213. https://www.esd-conference.com/upload/book_of_proceedings/Book_of_Proceedings_esdAveiro2022_Online.pdf#page=208
Statista Research Department (2024). U.S. workers working hybrid or remote vs on-site 2019-Q1 2024. https://www.statista.com/statistics/879251/employees-teleworking-in-the-eu/
Tabor-Błażewicz, J. (2022). The challenges of HR departments in hybrid work conditions. Zeszyty Naukowe. Organizacja i Zarządzanie/Politechnika Śląska. https://yadda.icm.edu.pl/baztech/element/bwmeta1.element.baztech-29a40cb5-b760-411e-a5c6-07b18cf09f91
Tippmann, E. Sharkey Scott, P., & Gantly, M. (2021). Which Hybrid Work Model Is Best for Your Business?. Harvard Business Review https://hbr.org/2021/08/which-hybrid-work-model-is-best-for-your-business.
Uru, F. O., Gozukara, E., & Tezcan, L. (2022). The moderating roles of remote, hybrid, and onsite working on the relationship between work engagement and organizational identification during the COVID-19 pandemic. Sustainability, 14(24), 16828.
Weideman, M., Hofmeyr, K. B. (2020). The influence of flexible work arrangements on employee engagement: An exploratory study. SA Journal of Human Resource Management, 18(1), 1-18.
Yang, E., Kim, Y., & Hong, S. (2023). Does working from home work? Experience of working from home and the value of hybrid workplace post-COVID-19. Journal of corporate real estate, 25(1), 50-76.
Yang, E., Kim, Y., & Hong, S. (2023). Does working from home work? Experience of working from home and the value of hybrid workplace post-COVID-19. Journal of corporate real estate, 25(1), 50-76.
Zafari, S., Hartner-Tiefenthaler, M., & Koeszegi, S. T. (2019). Flexible Work and Work-related Outcomes. Management Revue, 30(1), 63-92.