Remote Work and Job Satisfaction: The Moderating Role of Organizational Culture

Abstract

The transformation of work arrangements following the widespread adoption of digital technologies has established remote work as an important feature of contemporary employment. Although remote work can provide employees with greater flexibility, autonomy, reduced commuting demands, and improved work life integration, its effects on job satisfaction are not universally positive. Differences in managerial support, communication, trust, collaboration, organizational identification, and workplace values can substantially influence how employees experience remote work. This study examines the relationship between remote work and job satisfaction while investigating the moderating role of organizational culture. Drawing on Self Determination Theory and Organizational Support Theory, the study proposes that remote work enhances job satisfaction by providing employees with greater autonomy and flexibility, while a supportive organizational culture strengthens this relationship by facilitating trust, communication, recognition, inclusion, and managerial support. A quantitative, cross sectional research design is proposed. Data may be collected from approximately 300 to 400 employees working remotely or under hybrid arrangements using a structured questionnaire and five point Likert scale. Remote Work is operationalized through the extent, flexibility, autonomy, and effectiveness of remote working arrangements. Job Satisfaction is measured through employees' satisfaction with their work, working conditions, autonomy, recognition, and overall employment experience. Organizational Culture is assessed through perceptions of trust, communication, collaboration, employee support, adaptability, and shared organizational values. SmartPLS is proposed to evaluate the measurement and structural models and to test the moderating effect through an interaction term. The illustrative findings indicate that remote work has a significant positive association with job satisfaction and that organizational culture strengthens this relationship. The study contributes to the remote work literature by demonstrating that employee satisfaction depends not only on where work is performed but also on the organizational environment within which remote work is implemented.