Replication Data for: The Hierarchy of Factors Important for Work Engagement in Different Types of Remote Working

Respondents were asked to assess how important the fol-lowing are for work engagement in the case of remote working: • (AF) – adequate feedback; • (AP) – autonomy in the way duties are performed (no excessive control); • (AT) – freedom (autonomy) to choose where to perform tasks; • (CWS) – comfortable, customized workspace; • (DCT) – providing staff working remotely with digital competence training; • (HD) – ‘Hot Desk ’; • (KS) – knowledge sharing by other employees; • (OK) – open access to the organization's knowledge; • (RO) – high level of optimization of requirements (streamlining or simplifying work processes to perform work efficiently); • (SC) – support from other colleagues; • (SL) – salary; • (SLB) – supportive leadership behavior; • (TS) – technical support available for remote work; • (WLB) – ability to maintain a work-life balance.

In the context of the considerations, in addition to standard sociodemographic data such as age, gender, education, company size, respondents were asked to indicate the following: • forms of employment: Employee vs. Contractor; • the share of remote work in the total working time (by specifying the percentage share: 20-39%, 40-59%, 60-79%, 80-90%, 100%); • method of participation in their team's work: Full Hybrid Team (FHT: all hybrid), Mixed Hybrid Team “A” (MHT-A: Respondent hybrid, others sometimes remote), Mixed Hybrid Team “B” (MHT-B: Respondent remotely, others sometimes sta-tionary), Full Virtual Team (FV: all remotely); • compatibility of time zones in which team members work (time zones: same vs. different).