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Job satisfaction of employees working remotely: the role of organisational support

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Category: Content №5 2025

Last Updated on 28 October 2025

Published on 28 October 2025

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Authors:

R. Zvireliene*, orcid.org/0009-0000-0382-5778, Kaunas University of Technology Kaunas, Kaunas, Republic of Lithuania, e-mail: This email address is being protected from spambots. You need JavaScript enabled to view it.

A. Repeckiene, orcid.org/0000-0003-0234-5371, Kaunas University of Technology Kaunas, Kaunas, Republic of Lithuania

A. Zvirelaite, orcid.org/0009-0000-5471-7486, Kaunas University of Technology Kaunas, Kaunas, Republic of Lithuania

* Corresponding author e-mail: This email address is being protected from spambots. You need JavaScript enabled to view it.

повний текст / full article

Naukovyi Visnyk Natsionalnoho Hirnychoho Universytetu. 2025, (5): 218 - 226

https://doi.org/10.33271/nvngu/2025-5/218

Abstract:

Purpose. Disclosing the influence of organisational support on job satisfaction of employees working remotely.

Methodology. Seeking to explore the influence of organisational support on job satisfaction of employees working remotely, a quantitative research was carried out based on the following theories: Theory of Work Adjustment, Theory of Work Role Transitions, Organisational Support Theory, and Telework Satisfaction Theory. In order to attain the research purpose, a questionnaire survey was selected as the source data collection method. The research sample was compiled applying a non-probability target sampling principle. Target population of the research involved employees working remotely in Lithuania. While exploring the influence of organisational support on job satisfaction of employees working remotely, analysis and synthesis methods were applied allowing for breaking down the phenomenon under consideration into separate components – organisational support forms and subdimensions of job satisfaction in the context of remote work. While examining the dependence between individual forms of organisational support (emotional, informational, instrumental support, and support for professional improvement), canonical correlation analysis was carried out.

Findings. The research findings showed that a strong positive connection existed between the support provided by the organisation and job satisfaction of employees working remotely. Support oriented to the employees’ professional and personal improvement, with its key component being employee recognition, was of utmost importance. Feedback from the manager, respect, and peer appreciation had the greatest effect on employees’ job satisfaction. Furthermore, emotional support manifesting through friendly and supportive relationships between colleagues was also significant. Informational support was important for the fact that employees could always approach their colleagues when any questions concerning remote work arose. Moreover, instrumental support – technical support and maintenance of working equipment – had great influence on employee satisfaction, as it was particularly relevant when working remotely.

Originality. The study established the influence of organizational support on the job satisfaction of employees working remotely. It was proven that different forms of organizational support – emotional, informational, instrumental, and professional development support – have varying effects not only on overall employee job satisfaction but also on its individual subdimensions.

Practical value. The paper examines the influence of organisational support on the job satisfaction of employees working remotely, a finding of particular relevance within the context of today’s rapidly evolving work environment and the increasing prevalence of remote work arrangements. The results obtained may be applied to enhance work productivity, as well as to improve decision-making in human resource management under the conditions of remote work expansion.

Keywords: organisational support, remote work, job satisfaction, employee wellbeing

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