Workplace Culture of Health, Remote Work, and Employee Wellbeing: A Mixed Methods Study (October 2025)-Workplace Culture of Health, Remote Work, and Employee Well-being: A Mixed-Methods Study

Workplace Culture of Health, Remote Work, and Employee Well-being: A Mixed-Methods Study

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This mixed-methods study investigated the impact of workplace status—onsite, hybrid, or remote—on employee health and well-being, focusing on physical activity (PA), psychological well-being, workplace culture of health (COH), and productivity. The quantitative phase surveyed 520 U.S. employees, while the qualitative phase involved interviews with 20 remote or hybrid workers.

Quantitative findings revealed onsite employees reported significantly higher total physical activity and walking levels compared to hybrid and remote workers. Hybrid employees demonstrated higher self-acceptance, a psychological well-being subscale, than both onsite and remote colleagues. No statistically significant differences were observed across work settings for overall workplace COH perceptions or work productivity.

Qualitative interviews highlighted three key themes shaping remote work experiences:

1. <strong>Autonomy and Flexibility</strong>: Participants valued flexible schedules and autonomy, facilitating physical activity such as exercising during breaks or using previously spent commute time for exercise. However, some missed incidental activity from commuting or walking between onsite meetings.

2. <strong>Leadership’s Role</strong>: Supportive supervisors and leadership played a pivotal role in fostering a positive remote work culture. Explicit encouragement regarding work-life balance and health initiatives, respectful boundaries around after-hours communications, and leaders modeling healthy behaviors enhanced employee well-being.

3. <strong>Challenges of Remote Work</strong>: Participants experienced feelings of isolation, guilt over distractions, and the need to continuously “prove” productivity. Remote work sometimes impeded spontaneous collaboration and social connection. Additionally, inadequate ergonomic support for home offices posed physical challenges, with some employees reluctant to request additional resources.

Overall, the study concluded that while remote and hybrid work offer benefits such as increased autonomy and potential for healthier lifestyles, onsite work remains associated with higher physical activity levels. Leadership engagement emerges as critical in supporting health and well-being regardless of work setting. No significant productivity differences were found by work location. These insights underscore the importance of tailored health promotion strategies that consider diverse work arrangements, leaders’ roles, and resources supporting employee well-being in evolving workplace models.

Limitations include a predominantly White, highly educated sample and cross-sectional design restricting causal inference. Future research should explore longitudinal effects, diverse populations, and mediating factors like gender and job characteristics to inform inclusive remote work policies.

Keywords

workplace status

physical activity

psychological well-being

workplace culture of health

productivity

remote work

hybrid work

leadership role

employee autonomy

health promotion strategies