ORIGINAL RESEARCH article
Front. Psychol.
Sec. Organizational Psychology
Volume 16 - 2025 | doi: 10.3389/fpsyg.2025.1672785
This article is part of the Research TopicResignation and Strategic Retention: Shaping the Future WorkforceView all 8 articles
The Synergy Between Leadership, Work Regime, and Quality-of-life
Provisionally accepted
- 1European University of Lisbon, Lisbon, Portugal
- 2Universidade Europeia, Lisbon, Portugal
- 3Universidade de Aveiro, Aveiro, Portugal
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Introduction: The primary objective of this research was to investigate the relationship between leadership and quality of life and whether this association is moderated by the work regime (remote, hybrid, or in-person). Additionally, we aimed to investigate the relationship between work regime and quality of life, as well as the mediating effect of leadership on this relationship. Methods: A total of 231 individuals working under different work regimes (in-person, hybrid and remote) participated in this study. This study followed a quantitative methodology. SPSS Statistics 30, AMOS Graphics 30, and Macro Process 4.2 software were used to perform all statistical processing for this study. Results: Leadership has a positive and significant association with the perception of quality-of-life. The work regime has a significant effect on the perception of quality-of-life and moderates the relationship between transformational leadership and the perception of quality-of-life. The work regime has a significant impact on the perception of leadership, because there are statistically significant differences in the perception of leadership depending on the participant's work regime. Leadership has a mediating effect on the relationship between the work regime and the perception of quality of life. Discussion: This study demonstrates that technology can be an ally in increasing individual well-being, provided it is accompanied by effective leadership practices tailored to the adopted regime. Employees' perception of quality of life emerges not only because of the conditions adopted, but also from a synergy involving the context (work regime) and management capable of leading in a manner appropriate to the remote or hybrid context.
Keywords: Leadership, Work regime, Quality of Life, Remote work, Flexible work
Received: 24 Jul 2025; Accepted: 18 Sep 2025.
Copyright: © 2025 Palma-Moreira, José and Au-Yong-Oliveira. This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). The use, distribution or reproduction in other forums is permitted, provided the original author(s) or licensor are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms.
* Correspondence: Ana Palma-Moreira, anasetemoreira@gmail.com
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