Future of Work and Digital Management Journal 2 Serial Number 4 2024 04 01 Remote Work Experience and Perceived Career Development as Predictors of Organizational Loyalty Remote Work Experience and Perceived Career Development as Predictors of Organizational Loyalty 33 42 EN Journal Article 2024 02 18 <table> <tbody> <tr> <td> <p>This study aimed to investigate the predictive roles of remote work experience and perceived career development on organizational loyalty among employees in Greece. The study adopted a correlational descriptive design involving 360 full-time employees from public and private organizations across Greece, selected using Krejcie and Morgan’s sample size determination table. Standardized tools were used to measure the dependent variable (Organizational Loyalty) and the independent variables (Remote Work Experience and Perceived Career Development). Data were analyzed using SPSS-27, including Pearson correlation to assess the relationships between variables and multiple linear regression to evaluate the predictive power of the independent variables on organizational loyalty. Assumptions of normality, linearity, multicollinearity, and homoscedasticity were tested and confirmed before regression analysis. Pearson correlation analysis showed that organizational loyalty was significantly correlated with both remote work experience (r = .42, p &lt; .001) and perceived career development (r = .53, p &lt; .001). Multiple linear regression analysis revealed that the model was statistically significant, F(2, 357) = 90.36, p &lt; .001, with an R² of .34, indicating that 34% of the variance in organizational loyalty was explained by the two predictors. Both remote work experience (β = .27, t = 5.71, p &lt; .001) and perceived career development (β = .42, t = 7.32, p &lt; .001) significantly contributed to the prediction of organizational loyalty. The results underscore the critical importance of fostering high-quality remote work experiences and providing visible career development opportunities to enhance organizational loyalty. Organizations aiming to retain talent in hybrid or remote environments should prioritize both flexible work structures and long-term growth pathways for employees.</p> </td> </tr> </tbody> </table> https://www.journalfwdmj.com/index.php/fwdmj/article/download/29/31