Impact of Remote Work on Employee Productivity and Job Satisfaction in Corporate Settings

Thesis Abstract

The transformation of work arrangements towards remote employment has accelerated significantly in recent years, driven by technological advancements and unprecedented global events such as the COVID-19 pandemic, prompting a critical examination of its effects on employee productivity and job satisfaction within corporate settings. This study aims to investigate the impact of remote work on these two key employee outcomes, with specific objectives of assessing the relationship between remote work practices and productivity levels, exploring how remote work influences job satisfaction, and identifying moderating factors such as organizational support and technological proficiency. Employing a quantitative research design rooted in a positivist paradigm, the study targeted a population of 1,200 employees working in technology, finance, and consulting sectors across a metropolitan region. A stratified random sampling technique was used to select a sample of 350 participants to ensure representativeness across industries and organizational levels. Data were collected through structured questionnaires comprising validated Likert-scale items measuring perceptions of productivity, satisfaction, organizational support, and technological adequacy. The questionnaire also incorporated demographic variables to facilitate subgroup analyses. To ensure the validity and reliability of instruments, pre-testing was conducted, and Cronbach’s alpha coefficients exceeding 0.80 were obtained for key scales. The collected data were analyzed using descriptive statistics to profile respondents, followed by inferential analysis involving multiple regression to determine the extent to which remote work predicts productivity and job satisfaction, and analysis of variance (ANOVA) to compare differences across demographic groups. The study further applies the Unified Theory of Acceptance and Use of Technology (UTAUT) and the Job Demands-Resources (JD-R) model to frame the hypotheses and interpret findings, emphasizing the role of technological support and organizational resources as mediators. It is anticipated that the findings will reveal a statistically significant positive correlation between remote work and both employee productivity and job satisfaction, moderated by effective organizational support and technological tools. These results are expected to contribute to the growing body of empirical evidence, providing a nuanced understanding of the mechanisms through which remote work influences employee attitudes and performance. The research offers practical insights for corporate managers on designing remote work policies that enhance productivity and satisfaction, particularly by leveraging organizational support systems and technological infrastructure. It concludes that, under optimal conditions, remote work presents substantial benefits, but also necessitates strategic management to mitigate potential drawbacks such as social isolation and blurred work-life boundaries. The study's contributions include extending the application of existing theoretical models to the remote work context and identifying critical organizational variables that influence employee outcomes. Recommendations advocate for the development of comprehensive remote work support policies, targeted training programs, and continuous feedback mechanisms. Future research is suggested to explore longitudinal effects and sector-specific differences, as well as including qualitative approaches to deepen understanding of employee experiences. Overall, this study underscores the importance of strategic organizational adaptation to remote work models in achieving sustained employee productivity and satisfaction in modern corporate environments.