The influence of Telework on job satisfaction through autonomy and purpose

Abstract

The growing prevalence of telework has transformed contemporary work practices, making it essential to understand its effects on employee well-being. This study examines how different telework modalities, hybrid work versus full-time remote work, influence job satisfaction through two key psychological mechanisms: perceived autonomy and perceived organizational purpose. Drawing on the Job Demands Resources theory (JD-R), a model that links psychological resources to job satisfaction, we propose a dual mediation model in which both resources shape the relationship between work modality and employee well-being. Using structural equation modeling (SEM) on survey data from 380 hybrid and fully remote employees in Spain, the results show that full-time remote workers report significantly lower levels of autonomy and purpose, which in turn predict lower job satisfaction. The model explained nearly 60% of job satisfaction, with autonomy (β = 0.55) and purpose (β = 0.22) acting as significant mediators. These findings contribute to a better understanding of how flexible work arrangements affect employee outcomes.