Impact of Remote Work on Employee Productivity and Well-Being in Tech Firms

Thesis Abstract

The rapid transition to remote work in technology firms has fundamentally reshaped organizational operations, prompting an urgent need to assess its effects on employee productivity and well-being. Despite the widespread adoption of telecommuting, empirical evidence remains inconclusive regarding its long-term implications on employee performance, mental health, and overall job satisfaction, necessitating a comprehensive investigation within this context. This study aims to evaluate the impact of remote work on employee productivity and well-being among employees in mid-sized tech firms, with specific objectives to measure productivity variances, assess well-being indicators, and identify moderating factors influencing these outcomes. A quantitative research design employing a cross-sectional survey approach was adopted, targeting a population of 400 employees across four mid-sized technology companies in a metropolitan region. Stratified random sampling was used to select a representative sample of 200 respondents, ensuring diversity across job roles, experience levels, and demographic variables. Data collection was conducted using a structured questionnaire comprising validated scales such as the Work Productivity and Activity Impairment Questionnaire (WPAI) for productivity measurement, and the WHO-5 Well-Being Index for mental health assessment. Additional demographic and work-environment variables were incorporated to facilitate moderation analyses. The instruments' validity and reliability were affirmed through pilot testing and Cronbach’s alpha coefficients exceeding 0.80. Data analysis involved descriptive statistics to summarize demographic and key variables, followed by multiple regression analysis to examine the relationship between remote work and productivity, and structural equation modeling (SEM) to analyze the influence on well-being, controlling for potential confounders. Moderation effects of variables such as work-life balance, digital competence, and supervisory support were explored through interaction terms in regression models. The study is grounded in the Job Demands-Resources (JD-R) theory and Self-Determination Theory (SDT), which provide the conceptual lens to interpret how job demands and available resources influence employee outcomes in a remote work setting. It is anticipated that the findings will reveal a nuanced relationship between remote work and employee productivity, with certain factors such as flexible schedules and technological support enhancing performance, while others like isolation and work-home boundary issues may diminish well-being. The results are expected to show significant positive correlations between effective remote work practices and enhanced employee mental health, contingent upon organizational support systems. These insights are expected to contribute to the growing empirical literature by delineating critical moderating factors and contextual variables affecting remote work outcomes in the technology sector. The study’s contribution to knowledge lies in its empirical validation of the interconnectedness between remote work practices, employee productivity, and well-being, emphasizing actionable strategies for tech firms to optimize remote work policies. It also advances theoretical understanding by integrating JD-R and SDT frameworks within a telecommuting context. The main conclusion emphasizes that remote work can positively influence employee productivity and well-being when adequately supported by organizational resources and effective boundary management. Recommendations advise technology firms to enhance digital infrastructure, foster supervisors’ remote leadership skills, and promote work-life balance initiatives. Finally, the study suggests avenues for further research, such as longitudinal designs to examine long-term effects and qualitative studies to explore individual employee experiences in-depth.