Influence of work regimes on motivation, engagement and individual performance: a multigroup analysis in project teams

The aim of the study is to analyze the effect of amotivation and intrinsic motivation regulation on engagement and how engagement influences the performance of individuals in project teams under on-site, hybrid, and remote work regimes (work from home). The research stands out for analyzing the relationship between motivation, engagement, and individual performance in different work regimes, contributing to the understanding of the impact of remote work on project teams and informing the choice of the regime that best fosters the motivation and performance of individuals in project teams. The methodology used was multigroup analysis, using structural equation modeling of partial least squares (PLS-SEM). The proposed conceptual model was validated. The intrinsic regulation of motivation positively influences engagement, while amotivation has a negative relationship with engagement in all work regimes. The relationship between engagement and individual performance was moderate in the on-site and hybrid regimes but weak in the remote regime. The research demonstrates that intrinsic motivation drives engagement across all work arrangements. However, the impact of engagement on performance, significant in the on-site and hybrid models, was considerably reduced in the remote regime, requiring future investigations.