• Flexibility
• Perceived Autonomy
• Remote Work
• Social Isolation
• Work-family conflict

L'obiettivo della ricerca che è stata condotta era investigare il rapporto o meglio l'impatto che il lavoro da remoto ha sulla soddisfazione dei lavoratori. Nel corso dello studio sono state prese in considerazioni tre variabili: il work-family conflict, la relazione tra i lavoratori e management, colleghi e l' organizzazione in generale, e l'autonomia percepita.

Remote work, telework, homeworking or work from home (WFH) and even work from anywhere (WFA): all these words and expressions describe an increasingly adopted practice by organizations around the world. Thanks to innovations in information and computer-mediated communication technologies that support remote work and make it possible, more and more companies adhere to it to some extent. The growth of this change in the way we work stems from the assumption that remote work can guarantee a winwin situation for employers and employees. Thus, the expectations of more flexible work arrangements are increasing, which may potentially impact employees’ level of job satisfaction, overall job performance, work-family conflict levels, and/or turnover intention rates. Telework job arrangements have been touted as beneficial to both individuals and organizations, but outcomes have been inconclusive or paradoxical. The purpose of the current study was to examine one key issue in the debate about remote work, that is the perceived levels of job satisfaction among employees that work far from the workplace. Additionally, the study also focuses on the role of further key variables, namely work-family conflict, relationships with supervisors and co-workers and perceived autonomy. The above issues are addressed through an analysis of existing literature as well as through an empirical investigation. A total of 166 employees participated in the study, which utilized an online survey. The findings highlighted that those working at a distance from the conventional workplace reported higher levels of social and professional isolation but, overall, they experienced higher levels of job satisfaction and autonomy at work with respect to office-based employees. Moreover, findings suggested that supervisors’ attitude towards telework arrangement was not totally negative, and this might have affected employees’ job satisfaction levels. Finally, strengths and limitations will be brought to light in order to have a complete overview of the study.