A mixed-method study developed the DRISA framework from 42 interviews and surveyed 372 knowledge workers in China, the United States and Europe. DRISA covers Digital Integration, Remote Collaboration, Individual Autonomy, Spatial Freedom and Agile Management. It was associated with empowerment, work–life balance, engagement and perceived performance, but cross-sectional self-report data do not establish objective productivity or causality.
Key findings
- DRISA was associated with empowerment (β=0.408) and work–life balance (β=0.371), both p
Why this matters globally
DRISA offers a dimensional checklist for multinational remote-work policy, but should remain a discussion and hypothesis tool rather than a certification score until linked to retention, absence, output and longitudinal data.
Thai researcher contribution
Tao Pu of Shinawatra University's Faculty of Management contributed to a global-mobile-workforce framework. No distinct Thai sample was reported, so validation under Thai labour and legal conditions is required.
Limitations to consider
Purposive knowledge-worker sampling and simultaneous self-report create common-method and reverse-causation risks. Perceived performance is not operational output, and the distinction between the 372 main respondents and pooled N=452 needs careful interpretation.
Verify the original sources
Sustainable Social DevelopmentRead the original article↗DOI: 10.23812/ssd8610