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The purpose of this study is to investigate the complexity of how demands and stress are mitigated to enhance employee performance in remote working arrangements.

A time-lagged snowball sample of 223 full-time remote working adults in the United States participated in an online survey. Data were analyzed using R 4.0.2 and structural equation modeling.

Results suggest remote job resources involving organizational trust and work flexibility increase performance via serial mediation when considering information communication technology (ICT) demands and work–life interference (WLI). The findings provide insights into counterbalancing the negative aspects of specific demands and stress in remote work arrangements.

This study provides insights for managers to understand how basic job resources may shape perspectives on demands and WLI to impact performance. Specific to remote working arrangements, establishing trust with the employees and promoting accountability with their work flexibility can play an important part in people and their performance.

This study contributes theoretically to the literature by evidencing how components of the E-Work Life (EWL) scale can be used with greater versatility beyond the original composite measurement because of the job-demand resource (JD-R) framework and conservation of resources theory (COR). This study answers several calls by research to investigate how ICT demands and WLI play a complex role in work performance.

The present study enriches the person-situation debate by developing and testing a theoretical model on the nexus between empowering leadership (EL) and intrapreneurial behaviour (IB) in the presence of a strong organisational situation of perceived organisational support (POS).

Cross-sectional survey data collected from 237 engineers working for Pakistani automakers were used to evaluate the suggested theoretical framework. The survey results were analysed using the partial least square structural equation modelling (PLS-SEM) method.

The results from the analysed data revealed a significant and positive relationship between EL and IB. POS significantly moderate the relationship between EL and IB as per the conceptualisation of situation strength theory (SST) and is established as a strong organisational situation that generates situational cues for IB outcomes from employees.

The present study provides new insights into determining employees' workplace behaviour as viewed from the organisational situations. Hence, top management in organisations can create a conducive environment by improving employees' POS for valued work behaviours like IB.