Purpose The contemporary work landscape necessitates flexibility and the ability to navigate obstacles autonomously, which resonates with the ethos of self-leadership. This research investigates the factors leading to self-leadership and its effects within the boundaries of remote and hybrid work in two distinct cultural contexts. Design/methodology/approach The data were collected from India and the Middle East, representing full-time remote work and hybrid work settings. Responses were collected using a Google Forms-based questionnaire, resulting in 241(India) and 152 (Middle East) usable responses. Findings The findings reveal that the structural model explained 37.7 and 50.1% variance in self-leadership and meaningfulness at work for the Indian sample for full-time remote work and hybrid, respectively. The comparable figures for the Middle East were 23% and 29%. The study also examines gender differences in these traits and finds that females demonstrate higher levels of proactive personality than males in both India and the Middle East. Originality/value The study contributes to the growing literature on self-leadership by examining how core self-evaluation and proactive personality relate to self-leadership through the moderating role of psychological safety.
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