FLEXIBLE WORK MODELS AND FEMALE EMPLOYEE PREFERENCES

Abstract

New arrangement models have quickly become the most common work organisation for many companies, offering employees a better work-life balance and higher job satisfaction. The COVID-19 pandemic has accelerated the adoption of these models without a clear understanding of emerging hybrid forms and the support needed to ensure a sustainable and efficient transition. The lack of clear regulatory frameworks and adequate infrastructure has created challenges for both employers and employees, highlighting the need for strategic policies and investments to support the sustainable development of the new forms of work.

This study explores the impact of new working models on employee satisfaction and productivity in post-pandemic Moldova. Using a questionnaire survey and an Ordinary Least Squares (OLS) regression model, the research evaluates employees’ preferences for traditional, hybrid, and remote work arrangements. The findings indicate a growing inclination toward hybrid work models, which offer flexibility and work-life balance. However, full adaptation remains hindered by limited digital infrastructure, employer concerns over productivity, and insufficient policy support. While remote work is valued for its flexibility, employers in Moldova express reservations about its impact on oversight and collaboration. The study also highlights the role of vocational education and training institutions in addressing skill gaps and fostering innovation to support evolving labor market needs. The novelty of this research lies in its contextualized analysis of work model transformations in Moldova, offering insights and recommendations for enhancing workforce resilience and economic competitiveness.