For years, companies have used workplace connection as a major reason to bring employees back to the office. The common concern is that remote workers may feel isolated, lose touch with coworkers, or become more likely to leave.
A new study published in Frontiers in Psychology on July 29, 2026, paints a different picture. Researchers found that fully remote employees reported the highest well-being among the three work groups studied.
What the Study Found
Researchers Alyssa M. Lezcano, Stephanie A. Zajac, Stefanie K. Johnson, and Courtney L. Holladay examined survey data from 7,704 employees at a large healthcare organization. The participants included 1,869 fully remote employees, 2,099 hybrid workers, and 3,736 onsite employees.
Freepik | Contrary to corporate concerns, fully remote employees report the highest well-being of all work models.
The well-being scores followed a clear pattern. Remote workers recorded an average score of 4.22, compared with 4.12 for hybrid employees and 3.89 for onsite workers. Statistical tests confirmed meaningful differences between the groups.
The result caught Stefanie Johnson, a professor of organizational leadership and information analytics at the University of Colorado Boulder’s Leeds School of Business, by surprise. She expected hybrid employees to perform best because they could combine flexibility with regular face-to-face contact.
“I actually thought you would be happiest if you were part time out of the office,” Johnson said.
Connection Was Not Weaker
The research also examined whether remote employees felt less connected to their organizations. That assumption received little support from the data.
Researchers measured positive workplace connection by looking at words employees used to describe their organizational culture. Remote employees mentioned positive connection at the highest rate, although the difference was not statistically significant. Their responses included ideas linked to teamwork, inclusion, and support.
That finding matters because workplace culture often sits at the center of return-to-office discussions. Physical proximity does not automatically determine whether employees feel supported or connected.
Johnson summarized the implication directly: “Taking away people's choice of how they work is probably not going to help them in terms of their well-being.”
Turnover Tells Another Part
Freepik | Rather than enforcing in-office rules, employers should focus on meaningful connections and worker well-being.
The researchers also checked employee turnover one year after collecting the survey data. Remote employees had the lowest turnover rate at 7.8%, while onsite employees had the highest at 8.8%. However, the difference was not statistically significant.
Instead, the study found a stronger relationship between well-being and retention. Employees with higher well-being were less likely to leave, suggesting that work location may matter less than the employee experience associated with that arrangement.
The researchers point to autonomy as one possible explanation. Remote work can give employees greater control over where and how they complete their tasks. It can also reduce daily pressures such as commuting and coordinating transportation, child care, or other responsibilities.
What Employers Should Consider
The findings do not suggest that remote work is ideal for every employee or every job. The study examined one large healthcare organization, so the results should not automatically apply to every industry or workplace.
Still, the research raises a useful question: Does requiring office attendance actually solve the problems employers hope to address?
The evidence suggests that organizations may gain more by focusing on employee well-being, communication, autonomy, and meaningful connection rather than treating physical presence as the main measure of engagement.
A 2026 study of 7,704 workers found that fully remote employees reported the highest well-being, while onsite workers reported the lowest. Remote employees also showed strong workplace connection, though the difference was not statistically significant.
The findings suggest that work flexibility may matter more than location alone. For employers, the key is creating work arrangements that support employee well-being and a meaningful connection to the organization.
