Chapter 3: PROCEDURES AND METHODOLOGY

3.1Introduction
Remote work's impact on employees at CARMA, PUBLICS and HOVI DIGITAL Lebanese
media companies, is complex, especially considering Lebanon's unique socio-economic
challenges. This research aims to investigate how remote work influences work-life balance, job
satisfaction, inclusion, and team dynamics. Amidst Lebanon's economic turmoil and political
instability, it's crucial to understand these dynamics to offer actionable insights for improving
remote work practices in Lebanese media organizations.
The research investigates various aspects of remote work in Lebanese media organizations,
particularly focusing on how it impacts job satisfaction, communication, leadership practices,
team dynamics, organizational performance, and employee performance during the COVID-19
pandemic. It delves into the nuances of job satisfaction in remote settings, considering factors
such as work-life balance, stress from commuting, and potential issues like isolation and lack of
clear work-home boundaries. The study also examines remote work's influence on manager-
employee communication, highlighting the role of digital tools and their impact on feelings of
inclusion and community. Leadership challenges in a remote environment are explored, with
emphasis on how leaders can maintain productivity, engagement, and cohesiveness within
distributed teams. The research extends to understanding team dynamics, focusing on conflicts,
collaboration, and the effects of shared identity and context in remote teams. Additionally, it
evaluates strategies employed by CARMA, PUBLICS and HOVI DIGITAL to manage remote
teams and enhance organizational performance and productivity, while considering the unique
challenges posed by the Lebanese sociopolitical context. Finally, the study compares remote
working strategies during the COVID-19 pandemic with those used in past epidemics, aiming to
understand their impact on employee performance. This comprehensive investigation aims to
provide insights for optimizing remote work practices in the media industry, considering the
specific socio-economic context of Lebanon in a post-COVID era. The methodology includes
formulating hypotheses, identifying variables, selecting research methods, and conceptualizing a
framework for data analysis, serving as a roadmap for systematically exploring the impact of
remote work arrangements on internal stakeholders’ performance in the three mentioned
companies.
3.2 Hypotheses:
In the pursuit of academic rigor and precise investigation, hypotheses serve as clear, testable
statements about the relationship between variables. Rooted in the extensive literature review
and grounded theories explored in prior chapters, this section delineates the anticipated
relationships and associations within the realm of remote work and its multifaceted impact on
internal stakeholders. By formulating these hypotheses, we aim to provide a structured lens
through which the forthcoming empirical analysis can be conducted, ensuring a focused and
systematic exploration of the research topic at hand. Let's delve into the specific hypotheses that
will guide this study.
1. Research Question : What is the overall impact of remote working arrangements on
internal stakeholder performance in CARMA, PUBLICIS, AND HOVI DIGITAL, post-
COVID-19?
 H01: Remote working arrangements have no significant impact on internal
stakeholder performance in CARMA, PUBLICIS, AND HOVI DIGITAL, post-
COVID-19.
 HA1: Remote working arrangements have a significant impact on internal
stakeholder performance in CARMA, PUBLICIS, AND HOVI DIGITAL, post-
COVID-19.
2. Sub-Research Question: How do remote working arrangements influence job satisfaction
and employee engagement within CARMA, PUBLICIS, AND HOVI DIGITAL?
 H02: Remote working arrangements have no significant impact on job satisfaction
and employee engagement within CARMA,PUBLICIS, AND HOVI DIGITAL.
 HA2: Remote working arrangements have a significant impact on job satisfaction
and employee engagement within CARMA, PUBLICIS, AND HOVI DIGITAL.
3. Sub-Research Question: How do remote working arrangements affect communication
patterns within CARMA, PUBLICIS, AND HOVI DIGITAL?
 H03: Remote working arrangements have no significant impact on
communication patterns within CARMA, PUBLICIS, AND HOVI DIGITAL.
 HA3: Remote working arrangements have a significant impact on communication
patterns within CARMA, PUBLICIS, AND HOVI DIGITAL.
4. Sub-Research Question: How does remote work influence leadership practices within the
context of CARMA, PUBLICIS, AND HOVI DIGITAL?
  H04: Remote work has no significant influence on leadership practices within
CARMA, PUBLICIS, AND HOVI DIGITAL.
 HA4: Remote work has a significant influence on leadership practices within
CARMA, PUBLICIS, AND HOVI DIGITAL.
5. Sub-Research Question: How do remote work arrangements affect team dynamics within
CARMA, PUBLICIS, AND HOVI DIGITAL?
 H05: Remote work arrangements have no significant impact on team dynamics
within CARMA, PUBLICIS, AND HOVI DIGITAL.
 HA5: Remote work arrangements have a significant impact on team dynamics
within CARMA, PUBLICIS, AND HOVI DIGITAL.
6. Sub-Research Question: How are remote work arrangements influencing organizational
performance and productivity within CARMA, PUBLICIS, AND HOVI DIGITAL?
 H06: Remote work arrangements have no significant impact on organizational
performance and productivity within CARMA, PUBLICIS, AND HOVI
DIGITAL.
 HA6: Remote work arrangements have a significant impact on organizational
performance and productivity within CARMA, PUBLICIS, AND HOVI
DIGITAL.
These hypotheses will guide the empirical research, with each one corresponding to a specific
research question. They will be tested using suitable statistical methods to determine whether the
null hypothesis can be rejected, providing a foundation for the research conclusions.

3.3 Selected variables:

The independent and dependent variables in a study refer to the factors being manipulated, and
the outcomes being measured respectively. In this study, the variables will be as follows:

3.3.1 Independent Variable

The independent variable is still the acceptance and execution of remote working arrangements
inside Lebanese media organizations. This component isn't directly assessed, but it is classified
based on the amount of remote work implementation: no remote work, partial remote work, and
complete remote work.

3.3.2 Dependent Variables

The dependent variables in this study, which will be examined using data gathered through
surveys and focus groups, are as follows:

1. Performance of internal stakeholders: Quantitatively measured utilizing measures such as

productivity rates, task completion durations, and quality indicators self-reported in the
survey. Focus groups with workers will be conducted qualitatively to investigate
perceived implications on their performance. This variable encapsulates the productivity,
efficiency, and output quality of remote personnel and teams. Because of the mixed
approach of this study, both quantitative and qualitative measurements will be employed
to examine this variable comprehensively. The key data for the quantitative analysis will
be gathered through a structured survey of internal stakeholders in Lebanese media
organizations, especially workers and teams. This survey will include questions aimed to
collect data on different productivity measures, such as the number of activities done in a
particular timeframe, the average time spent on each activity, and the rate of achieving
project deadlines. Data on resource use and time management might be included in
efficiency indicators. Indicators like as mistake rates, customer satisfaction scores, or
supervisor assessments of job quality might be used to assess output quality. Respondents
will be asked to report on these elements both before and after remote work deployment,
allowing for a comparative investigation of performance changes connected with remote
working. In addition to quantitative data, qualitative insights will be acquired through
focus group conversations with randomly selected employees from various departments
and levels of hierarchy. The purpose is to explore further into these stakeholders' lived
experiences and views of their performance in remote work situations. Questions will
investigate their attitude to tasks, perceived productivity and efficiency, and satisfaction
with the quality of their own production. The talks will also cover the benefits and
drawbacks of remote work, as well as their recommendations for improving remote work
rules and practices for increased performance. The qualitative data will be thematically
evaluated to extract important themes and patterns of internal stakeholder performance
experiences and views. The combination of quantitative and qualitative data will provide
a thorough, multi-faceted knowledge of the influence of remote working arrangements on
internal stakeholder performance, providing useful insights for media firms in Lebanon
and perhaps elsewhere. This complete methodology, which includes both types of data,
 will allow the study to produce nuanced, in-depth, and rigorous conclusions concerning
the impact of remote work on performance.

2. Job satisfaction and staff engagement: Quantitatively measured by survey responses on

job satisfaction and engagement measures. The qualitative focus group talks will
investigate employee attitudes, feelings, and experiences linked to job satisfaction and
engagement in the context of remote work. Job satisfaction and staff engagement will be
quantified using specially constructed survey sections. Questions will be designed to
elicit responses on a Likert scale (from 'Strongly Disagree' to 'Strongly Agree') about
various factors influencing job satisfaction and engagement, including task diversity,
workload, work-life balance, supervisor support, peer relationships, remuneration,
recognition, opportunities for growth and learning, and organizational culture.
Furthermore, modifications in these characteristics of remote work will be evaluated.
Respondents, for example, will score their level of agreement with statements such as
"Remote work has improved my work-life balance" or "I feel more engaged with my
work since starting to work remotely." This systematic method will produce data that is
similar among respondents and will allow statistical analysis to identify trends and
noteworthy conclusions.

3. Communication patterns: The survey will include items assessing frequency, modes, and
perceived effectiveness of communication in the remote work context. Focus groups will
further explore experiences and perceptions around communication shifts due to remote
work. Focus group talks will add qualitative insights into employee experiences and
attitudes to this quantitative data. Questions will probe further into the reasons behind
their reported levels of happiness and engagement in the survey, examining how remote
work has influenced their satisfaction and engagement. Focus groups, for example, might
explore if remote work has affected their motivation, passion for their job, dedication to
their team and company, or feeling of alignment with their job and organizational goals.
The focus groups can also look at any unanticipated or subtle effects of remote work on
these elements. The study will provide a multidimensional knowledge of how remote
work arrangements have affected job satisfaction and employee engagement in the
context of Lebanese media firms by integrating quantitative and qualitative data. This
 comprehensive knowledge can help these enterprises and other comparable organizations
manage and improve employee happiness and engagement in a remote work setting,
enabling improved performance and productivity.

4. Leadership practices: Survey items will assess perceived changes in leadership styles,
decision-making, and management practices. Focus groups with team leaders will offer
deeper insights into how leadership practices have adapted to remote work. The move to
remote work can be easy or difficult depending on the availability and dependability of
the technical tools available to employees. This variable relates to the organization's
technology-based tools (hardware and software), as well as the IT assistance accessible to
employees to aid their remote work. Questions will be included in the survey to assess the
scope and sufficiency of the organization's technology resources and support for remote
work. On a Likert scale, respondents will score the quality and dependability of their
hardware (laptops, internet connections, etc.) and software (collaboration tools, project
management tools, etc.). They'll also be questioned on the timeliness and efficacy of IT
help in resolving any problems they encounter. Comparative questions, such as how
satisfied respondents are with technical resources in remote work versus typical office
employment, might also be included. The focus group talks will allow for a more in-
depth examination of employees' experiences with technical resources and remote work
assistance. Open-ended questions will enable employees to disclose any difficulties they
encountered as a result of inadequate technology or assistance, as well as how these
difficulties impacted their work performance and job satisfaction. Discussions can also
delve into employees' perspectives on the relevance of dependable technology for remote
work, as well as their proposals for enhancing their organization's provision of
technological resources and assistance. This in-depth examination of technology tools
and assistance will give useful insights into one of the key facilitators of effective remote
work. This, in turn, will assist Lebanese media firms, as well as maybe others, in
improving their remote work rules and support systems, therefore improving employee
performance and happiness. Furthermore, qualitative data will highlight any unexpected
or subtle effects of technology resources and assistance on remote work results, giving to
a fuller understanding of this critical component of remote work.
5. Team dynamics: Team cohesion, conflict, and collaboration will be quantitatively
measured through survey responses. Focus groups will provide qualitative insights into
how team dynamics have been influenced by remote work. This refers to a manager's
capacity to successfully oversee and coordinate their teams, meet organizational goals,
and maintain strong and clear communication despite physical distance in a remote work
arrangement. A component of the survey will be dedicated to learning about employees'
perceptions of their supervisors' performance in the remote work environment.
Respondents will be asked to score their agreement with statements about their manager's
efficacy on a Likert scale, such as communication clarity, accessibility, job allocation,
performance monitoring, and overall support in the remote work situation. This will give
data that can be statistically examined to detect patterns and correlations, allowing for
more insight into the impact of management effectiveness on distant work results.
Participants will have the opportunity to expound on their survey replies and share further
insights into how managerial practices and effectiveness have affected their remote work
experience during the focus group sessions. Participants will be invited to express their
experiences, views, and opinions through open-ended questions. Discussions might, for
example, investigate how managers' behaviors or practices have affected team morale,
productivity, or engagement. Participants might also offer their ideas for boosting
management performance in distant work environments. This in-depth examination of
management success in remote work settings will give actionable ideas for enhancing
managerial practices in remote work environments. Organizations may establish focused
initiatives to improve their remote work policies, training, and support structures by
studying the impact of management effectiveness on distant work results. This will
eventually improve remote work outcomes and employee satisfaction. Furthermore, the
rich qualitative data gathered during focus group discussions will help to a more in-depth
and nuanced understanding of the complex dynamics at work in distant managing
interactions.

6. Organizational performance and productivity: This will be assessed at an aggregate level

using survey data, with items focused on perceived changes in organizational
productivity, work quality, and financial performance. Focus groups with company
leaders will add qualitative depth to understanding these changes. In a remote work
 context, organizational culture refers to the common values, beliefs, and practices inside
a company that impact how employees interact with their work and each other in a virtual
environment. It also includes how the business promotes and rewards remote labor,
stressing trust, autonomy, and outcomes above physical presence. Questions in the survey
will measure the perceived strength and alignment of the company culture with remote
work. Respondents might, for example, be asked to score their level of agreement with
statements such as trust in workers' capacity to work autonomously, the company's
communication and cooperation processes, and the extent to which the business
emphasizes outcomes above hours spent. Participants will be given open-ended questions
on the organization's culture during the focus group talks. This might include how the
shift to remote work has influenced culture, and how culture has influenced remote work
results. Participants, for example, might discuss the amount of trust, autonomy, and
mutual support among remote team members, as well as their experiences with
organizational support for remote work. Participants might also share their perspectives
and ideas for creating a strong and positive company culture that promotes productive
remote work. This research will give essential insights into how culture influences remote
work results through a detailed investigation of company culture. This may therefore be
used to influence the creation of organizational policies and interventions targeted at
establishing a conducive culture for remote work, so improving not just employee
performance but also job satisfaction and engagement. Furthermore, the qualitative
findings from the focus group discussions will contribute to a better and more nuanced
understanding of the complicated interplay between corporate culture and remote work.

These dependent variables align with the mixed methods research design and primary data
collection through surveys and focus groups. Each variable can be analyzed quantitatively
through survey data and qualitatively through focus group discussions to offer a comprehensive
understanding of the impact of remote work arrangements.
3.4 Deciding about the Data:

Given the aims and nature of the research, a mixed-methods strategy incorporating both primary
and secondary data is recommended for your study. This technique is more complete, allowing
for a more in-depth investigation of the issue as well as the ability to quantify events while also
understanding the context in which they occur.

Surveys and focus group discussions will be used to acquire primary data for the project.

Surveys: Surveys will be sent at random to workers of Lebanese media businesses. The survey
will include both closed-ended and open-ended questions targeted at obtaining information on
the factors listed above, including remote work arrangements, job satisfaction, job performance,
work-life balance, and corporate culture. Closed-ended questions allow us to quantify certain
phenomena, but open-ended questions add a qualitative component to our data by eliciting
extensive comments that contextualize the quantitative findings.

Focus Group Discussions: Focus groups will be held with leaders from well-known media
businesses. These sessions will go deeper into the leaders' experiences with remote work
arrangements, how it has influenced their leadership style, their impressions of corporate culture,
and their perspectives on management success in a remote work configuration.

Secondary Data: Secondary data will provide a larger context for the primary data. This
information might include papers, articles, or studies about remote work, employee performance,
job satisfaction, work-life balance, and managerial effectiveness. Data from past research studies
on remote work, demographic data on the Lebanese workforce, industry reports on the media
sector, and governmental and non-governmental papers on labor laws and remote work
regulations in Lebanon might all be used. You will obtain a full grasp of your study issue if you
use both primary and secondary material in your investigation. Secondary data will give a larger
background and historical perspective, whilst primary data will provide, current insights from
your target demographic. These data sources, when combined, will allow you to provide
thorough and reliable answers to your research inquiries.

Study Design

This research adopts a mixed-methods approach, integrating both quantitative and qualitative
data collection techniques. The quantitative data will be gathered through structured surveys,
designed to capture a broad perspective of employees' experiences with remote work in Lebanese
media organizations. These surveys will consist of a series of closed-ended questions that allow
for statistical analysis of key variables such as job satisfaction, communication effectiveness, and
perceived productivity.

In addition to the surveys, qualitative data will be collected through focus group discussions.
These discussions aim to provide deeper insights into the experiences and perceptions of
employees regarding remote work. The focus groups will consist of a diverse range of
participants, including employees from various departments and levels within the organization.
This qualitative approach will facilitate a more nuanced understanding of the complexities and
dynamics of remote work in the media industry, particularly in the context of Lebanon's unique
socio-economic challenges.

Study Population

The study population for this research will primarily consist of employees working in Lebanese
media organizations, specifically within CARMA, PUBLICIS, AND HOVI DIGITAL. The
participants will be selected to represent a range of positions, departments, and experience levels
to ensure a comprehensive understanding of the impact of remote work across different segments
of the organization.

The selection of participants for the surveys will be based on a random sampling method, aiming
to include a representative cross-section of all companies’ workforce. For the focus group
discussions, participants will be chosen based on their willingness to participate and their
potential to provide diverse perspectives on remote work. This may include employees who have
transitioned to remote work recently, those with extensive experience in remote settings, and
leaders who manage remote teams.

Both the study design and population are carefully chosen to align with the research objectives,
ensuring a robust and comprehensive exploration of the impact of remote work in Lebanese
media organizations.

3.4.1 Instrumentation:

To conduct this research effectively, the following instruments will be utilized:

 Surveys: We will construct a structured questionnaire to obtain quantitative data as the

primary way of data collection. This survey will include questions about remote working,
job satisfaction, performance, work-life balance, and corporate culture. To measure
employees' experiences and impressions, we will utilize a Likert scale, combined with
some open-ended questions to elicit more thorough comments. Using an online survey
 platform like Google Forms or SurveyMonkey, this will be disseminated to a random
sample of workers working in Lebanese media firms.
 Focus Group conversations: To obtain qualitative data, we will do focus group
conversations. Participants in the focus groups will be chosen leaders from well-known
media firms. To ensure that all relevant subjects are covered during these sessions, we
will create a discussion guide. This handbook will feature open-ended questions and
suggestions concerning remote work, leadership, and company culture.
 Data Analysis tools: We will utilize statistical and qualitative analysis tools to examine
the obtained data. Software such as SPSS will be used to perform statistical tests and
create descriptive and inferential statistics for quantitative analysis. We will utilize tools
such as NVivo or Atlas.ti to assist us transcribe, code, and analyze qualitative data from
focus group talks.
 Secondary Data Sources: To enhance the original data, we will also employ secondary
data sources. Previous research, papers, and publications about remote work and its
effects might be included. We will go over these sources and extract pertinent data to
offer context and support for the original data.

Each of these tools will be critical in answering the research questions and attaining the study's
objectives. The use of both quantitative (survey) and qualitative (focus group talks)
methodologies will offer a more comprehensive picture of the effects of remote work on the
performance of internal stakeholders in Lebanese media organizations.

3.5 Conclusion:

Finally, the methodology given above aims to provide a complete approach to assessing the
influence of remote working arrangements on the performance of internal stakeholders in
Lebanese media firms. We hope to get a comprehensive knowledge of this phenomena by using
a mixed-methods approach that incorporates both quantitative (surveys) and qualitative (focus
group talks) research methodologies.

We can get data that is directly relevant and tailored to our study objectives by collecting
primary data through structured questionnaires given to employees and focus group talks with
chosen leaders. The use of dependable and appropriate tools will make data collection and
analysis easier, guaranteeing that the results are both valid and reliable.

Data analysis utilizing statistics packages such as SPSS and qualitative data analysis tools such
as NVivo or Atlas.ti will allow us to generate significant insights and develop a solid grasp of
our study topic. Furthermore, the incorporation of secondary data will give additional context
and background, allowing for a more thorough analysis of our findings.

Our independent and dependent variables were carefully chosen to reflect the scope of our study
issue and to comprehend the complicated linkages involved in remote working.

In essence, the technique established for this study intends to completely investigate the
phenomena of remote work and give accurate, relevant, and meaningful findings that might
considerably contribute to the current literature and inspire improved professional decision-
making. This complete research design is critical to fulfilling the research objectives and
effectively addressing the study's core research question.