Abstract

This study investigated the mechanisms through which daily work modalities (i.e., work-from- home (WFH) and office-based work) influence daily fulfillment of employees’ basic psychological needs. Grounded in Self-Determination Theory (SDT), I hypothesized that daily fulfillment of the needs for autonomy and competence is higher on days when an employee is in the WFH modality than on days when they are in the office modality, and that daily fulfillment of the need for relatedness is higher for days in the office modality than for days in the WFH modality. I further hypothesized that perceived monitoring, perceived locational autonomy, workplace interruptions, and social interactions are mechanisms through which these effects occur. I also proposed that shared modality prevalence (the extent to which colleagues share the same daily work modality) moderates the effects of daily work modality on these mechanisms. A longitudinal daily diary methodology was employed to capture within-person variability and to examine how differences in work modalities affect need satisfaction at the within-individual level. Survey data were collected from 142 participants over five workdays (N = 655 observations). A multilevel modeling approach was used to test hypotheses, accounting for both within-person and between-person variability. In line with my hypotheses, I found that the WFH modality was associated with enhanced fulfillment of the need for autonomy, mediated by reduced perceived monitoring and increased perceived locational autonomy. I also found that the office modality was associated with enhanced fulfillment of the need for relatedness, mediated by positive social interactions. In contrast to my hypotheses, no significant effects of work modality on fulfillment of the need for competence were found. This research advances the application of SDT to hybrid work environments, contributing to the literature on the impact of daily work modalities on psychological need satisfaction. It also establishes a foundation for future studies to investigate the nuanced effects of hybrid work arrangements on employee motivation. The practical implications of these findings are noteworthy. Organizations can enhance employee motivation by offering flexibility in work location and minimizing surveillance practices, thereby fostering a sense of autonomy. A balanced hybrid work model that combines flexible WFH options with coordinated, mandatory in-office days is recommended. This approach ensures that employees can enjoy the autonomy benefits of working from home while still reaping the social and relational advantages of in-person interactions, thereby optimizing both individual well-being and organizational cohesion.