Hybrid work arrangements present both benefits and challenges to employees’ well-being, performance, and relationships at work. However, a clear and consistent conceptualization and measurement of hybrid work is missing in the psychological and management literature. Therefore, definitive conclusions on how hybrid work affects employee outcomes based on current literature are difficult to draw. In this paper, we offer a unified framework of hybrid work for researchers and practitioners by defining hybrid work and providing specific measurement recommendations for capturing hybrid work arrangements. To this end, we conducted a comprehensive review of the hybrid work literature. Our findings show that current research uses a variety of terms and definitions to describe hybrid work. Additionally, the measurement of hybrid work has predominantly focused on the frequency with which employees choose to work away from a company-based workplace. Therefore, current research overemphasizes a specific feature of hybrid work, but neglects other hybrid work features, such as hybrid work control, that could provide insights on which hybrid work features benefit and which challenge employee outcomes. Based on our findings, we propose a definition of hybrid work and provide recommendations on the measurement of various hybrid work features that will offer new research avenues to gain a clearer understanding of the opportunities, challenges, and dynamics of hybrid work arrangements. Such insights are not only essential in advancing research on hybrid work, but also in developing evidence-based human resource policies for hybrid work arrangements that maximize the benefits of hybrid work for both employees and organizations.
