Thesis (MBA) - Cyprus International University. Institute of Graduate Studies and Research Business Administration

The notion of work has experienced substantial changes due to the process of globalization, which has enabled the employment of individuals across different continents. The current transition has resulted in a notable prioritization of diversity, underscoring the significance of accessing a broad spectrum of abilities and leveraging the inventive and imaginative capabilities of individuals who may be geographically scattered and in limited supply. The objective of this study was to examine the moderating effect of social support on the relationship between remote work, Work-life imbalance, and employee perceived productivity post-pandemic. 120 participants took part in the study, they were sampled conveniently. Primary data via questionnaire was used to obtain data. Regression analysis via SPSS was used to analyze data obtained. There was a negative statistically significant impact of remote work on work life imbalance (r= -.659, p < .05). There was a statistically significant impact of remote work on employees perceived productivity (r= .496, p < .05). there was a statistically negative impact of Work-life imbalance on employees perceived productivity (r= -.248, p < .05). Social support moderates the relationship between remote work and work life imbalance. Social support does not moderate the relationship between remote work and employees perceived productivity. The outcome of the study draws the conclusion that remote work has a significant impact on work life imbalance and employees perceived productivity. This implies that while carrying out remote work, employees have the capacity to balance between their work life and personal life. However, the productivity employees derive from remote work are not influenced in any way by social support.