The Impact Of Remote Work On Organizational Culture
Tanskala, Anssi (2025)
2025
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2025051010473
https://urn.fi/URN:NBN:fi:amk-2025051010473
Tiivistelmä
This thesis explored how remote and hybrid work affect organizational culture within LähiTapiola Capital Area Corporate Customer Service unit. The aim was to understand how organizational culture is experienced and sustained in a remote setting and to provide concrete development proposals that support cultural continuity and cohesion.
A qualitative case study approach was used, focusing on one corporate customer service team. Data were collected through semi-structured interviews with employees. Inductive content analysis was employed to identify recurring themes and interpret employee experiences in relation to organizational culture and remote work practices.
Key findings highlighted the central role of communication, leadership, trust, and onboarding in shaping organizational culture in remote and hybrid environments. Challenges included information overload, difficulty accessing colleagues, and reduced informal interactions. Opportunities included increased flexibility, greater autonomy, and broader participation in organizational activities.
The study proposed several strategies to maintain and strengthen organizational culture, including structured communication, regular informal interaction opportunities, improved onboarding processes, and support for self-leadership. These insights are particularly relevant for organizations navigating long-term hybrid work arrangements
A qualitative case study approach was used, focusing on one corporate customer service team. Data were collected through semi-structured interviews with employees. Inductive content analysis was employed to identify recurring themes and interpret employee experiences in relation to organizational culture and remote work practices.
Key findings highlighted the central role of communication, leadership, trust, and onboarding in shaping organizational culture in remote and hybrid environments. Challenges included information overload, difficulty accessing colleagues, and reduced informal interactions. Opportunities included increased flexibility, greater autonomy, and broader participation in organizational activities.
The study proposed several strategies to maintain and strengthen organizational culture, including structured communication, regular informal interaction opportunities, improved onboarding processes, and support for self-leadership. These insights are particularly relevant for organizations navigating long-term hybrid work arrangements