THE IMPACT OF REMOTE WORKING ON EMPLOYEE SATISFACTION: THE MEDIATING ROLE OF ORGANIZATIONAL SUPPORT - AN EMPIRICAL STUDY OF EXECUTIVE-LEVEL EMPLOYEES IN A LEADING IT ORGANIZATION

Abstract

This study examines the relationship between remote working and employee satisfaction, with a specific focus on the mediating role of organizational support. The research aims to assess how organizational policies, procedures, and support mechanisms influence employee satisfaction in remote work settings. A cross-sectional quantitative research approach was adopted to investigate this relationship.The study focused on a leading IT organization, selecting 145 executive-level employees as the sample. Data were collected through a structured questionnaire, employing a simple random sampling technique to ensure representativeness. Statistical analyses, including correlation analysis and regression analysis, were conducted using SPSS to evaluate the direct impact of remote working on employee satisfaction and the mediating effect of organizational support.Findings indicate that remote working has a significant positive impact on employee satisfaction. Additionally, organizational support plays a crucial mediating role, reinforcing the relationship between remote working and employee satisfaction. The results highlight the importance of structured organizational interventions to enhance the effectiveness of remote work arrangements.The study concludes that organizations must develop comprehensive remote work policies and support mechanisms to maximize employee satisfaction and productivity. This research contributes to theory by extending the understanding of remote work and employee satisfaction through the lens of organizational support.In terms of practical implications, the findings provide valuable insights for business leaders, HR professionals, and policymakers in designing policies that enhance remote work experiences while maintaining employee well-being. However, the study is limited to a single IT organization, which may restrict generalizability to other industries or employee levels. Future research could explore a broader range of industries and conduct longitudinal studies to assess the long-term effects of remote work on employee satisfaction and organizational commitment.