Pages: 18-26
Introduction. This study examines how remote work affects employee satisfaction and perceived productivity in modern organizations, using the Job Demands–Resources (JD-R) model as its theoretical foundation. Despite the rapid spread of telework following the COVID-19 pandemic, the literature remains divided on its effects, with some studies emphasising flexibility and autonomy and others pointing to stress and social isolation. Against this background, the study tests how telework-related job demands and resources relate to employee well-being, satisfaction, productivity, and work–life balance. Using a quantitative, cross-sectional design, data were collected from 243 respondents, predominantly Generation Z, working remotely on a full or partial basis, and analysed in SPSS through descriptive statistics, Pearson correlations, one-way ANOVA, and independent samples t-tests.
Aim of the study. The results support the motivational side of the JD-R model far more strongly than the health-impairment side. Telework job resources correlated strongly with all four outcomes, while telework job demands showed only weak, and unexpectedly positive, relationships, contrary to the hypothesised negative effects. Remote-work frequency influenced well-being, satisfaction, productivity, balance, and access to resources, whereas gender did not. The central conclusion is that resources matter more than demands in shaping the remote-work experience, and that outcomes depend less on the arrangement itself than on the supportive conditions, communication, feedback, technology, flexibility, and autonomy, that surround it.
