Exploring the Formation Process of Professional Identity in Hybrid Organizations (Remote and On-Site Work): A Qualitative Study on the Role of Flexibility and Psychological Challenges in the New Work Environment
Keywords:
Professional identity, hybrid organizations, flexibility, psychological challenges, qualitative research, work-life boundariesAbstract
This study aimed to explore how employees in hybrid organizations form and reconstruct their professional identity, with a particular focus on the dual roles of flexibility and psychological challenges in shaping this process. Adopting a qualitative research design, the study involved semi-structured interviews with 22 participants working in hybrid organizational settings in Tehran, Iran. Participants were selected through purposive sampling, and data collection continued until theoretical saturation was achieved. All interviews were transcribed and analyzed using thematic analysis within the NVivo 14 software. The analysis proceeded through open coding, axial coding, and selective coding to uncover patterns and core categories related to professional identity development in the hybrid work context. The findings revealed six main themes: (1) hybrid work-induced identity transformation, (2) psychological and emotional regulation, (3) structural ambiguity and organizational gaps, (4) relational disconnection in the digital era, (5) flexibility as a double-edged sword, and (6) technology-mediated work dependency. Participants reported identity fragmentation, emotional fatigue, inconsistent organizational messaging, and social isolation, but also described strategies of self-directed growth and adaptive role reconstruction. While flexibility offered autonomy, it also contributed to blurred boundaries and reduced recognition. The presence or absence of social and technological support structures significantly influenced how participants negotiated their evolving professional identities. Professional identity formation in hybrid organizations is a dynamic, multi-layered process shaped by personal agency, organizational structure, emotional adaptation, and technological mediation. While hybrid work offers opportunities for autonomy and growth, it also presents risks of identity disruption and emotional strain. Effective organizational strategies are needed to support identity development in increasingly flexible and decentralized workplaces.
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