Determinants of Job Satisfaction in Remote Work Environments: The Roles of Autonomy and Feedback

Abstract

The transition to remote work has raised critical questions about how job characteristics such as autonomy and performance feedback influence job satisfaction. This study aims to explore the relationship between job autonomy, performance feedback, and job satisfaction among remote workers, addressing gaps in existing literature and providing insights for enhancing remote work experiences. A cross-sectional study design was used, involving 350 remote workers who responded to standardized instruments measuring job satisfaction (Job Descriptive Index), job autonomy (Work Autonomy Scales), and performance feedback (Multifactor Leadership Questionnaire feedback component). Data were analyzed using Pearson correlation and multiple linear regression in SPSS version 27 to examine the relationships and predictive powers of the independent variables on job satisfaction. Job autonomy and performance feedback were both significantly associated with job satisfaction. Pearson correlation coefficients revealed strong positive relationships between job satisfaction and job autonomy (r = 0.64, p < 0.001) and performance feedback (r = 0.59, p < 0.001). The regression model explained 34% of the variance in job satisfaction (R² = 0.34), with job autonomy (B = 0.34, β = 0.44, p < 0.001) and performance feedback (B = 0.29, β = 0.38, p < 0.001) both making significant contributions. The findings confirm that both job autonomy and performance feedback are crucial for job satisfaction among remote workers. Enhancing these elements can significantly improve remote work satisfaction and potentially increase productivity and employee retention. This study underscores the need for organizations to carefully design remote work policies that foster autonomy and provide effective performance feedback.