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INTRODUCTION
The landscape and the number of remote workers have shifted since the COVID-19 pandemic and require more research to understand the reality of the new remote workplace. The widespread adoption of remote work has significantly altered workplace dynamics, necessitating new leadership approaches to foster trust and engagement, also known as psychological safety (Edmondson, 1999). Emerging research suggests that gender may influence how leaders foster psychological safety, with women leaders often demonstrating higher emotional intelligence and empathetic behaviors that strengthen team cohesion (Downey et al., 2006; Nabih et al., 2023). These gender-based differences in leadership style are particularly relevant in virtual settings, where trust and emotional connection are essential (Mysirlaki & Paraskeva, 2020).
Nevertheless, organizations mandating a return to the office may find that strengthening leadership strategies could mitigate many of the challenges associated with remote work, making full-time office presence less necessary. Organizations that offer remote work benefit from work schedule flexibility, minimal real estate expenses, and a broader talent pool (McDonnell et al., 2023), yet challenges persist in maintaining effective communication and workplace cohesion (Baker et al., 2024). Remote team members benefit from flexible work arrangements, reduced commuting times, and access to global job markets, yet challenges persist in communication, leadership effectiveness, and maintaining workplace cohesion (Baker et al., 2024). Leaders play a crucial role in creating psychologically safe environments where employees feel valued and free to express concerns without fear of repercussions. Emotional intelligence enables leaders to navigate these challenges effectively, ensuring engagement and well-being in remote work settings (Chouhan & Shukla, 2025; Mysirlaki & Paraskeva, 2020).
Emotional Intelligence
Three El models were considered for this...