TEAM MANAGEMENT IN THE CONTEXT OF REMOTE WORK: PSYCHOLOGICAL, COMMUNICATION, AND TIME-RELATED ASPECTS
Abstract
Digital transformation, globalization, and recent crisis phenomena have led to the rapid transition of organizations to remote and hybrid work formats, significantly changing approaches to team management. Under these conditions, the role of managerial psychological competence, structured digital communication, and systematic time management is increasing. Remote work creates a number of managerial challenges, including reduced interpersonal interaction, coordination difficulties, blurred work–life boundaries, risks of professional burnout, and weakened team cohesion. The article examines remote team management in the context of digital environment transformation and substantiates that the effectiveness of distributed teams is determined not only by technological infrastructure but by the integrated combination of psychological, communication, and time management mechanisms. Contemporary scientific approaches to leadership in virtual teams, organization of digital interaction, and time management in distributed work settings are analyzed. It is established that key determinants of performance include trust, emotional leadership, clear communication regulations, structured digital channels, and systematic task planning. A conceptual model of integrated remote team management is developed, incorporating psychological, communication, and time-related dimensions and emphasizing their synergistic impact on productivity and employee engagement. An empirical study based on a survey of remote employees and multiple regression analysis confirms the statistically significant influence of these factors on overall team effectiveness. The findings demonstrate that systematic time management has the strongest direct effect on productivity; however, maximum performance is achieved through the comprehensive implementation of all three managerial components. Practical recommendations are proposed regarding trust-building practices, regulation of digital communication, workload balancing, and result-oriented management in remote teams. The results may be applied to improve corporate remote work policies and leadership development programs in digitally transformed organizations.
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