Editing Remote work (section)

===Higher employee motivation and job satisfaction due to autonomy and flexibility===
Consistent with [[job characteristic theory]] (1976), an increase in [[autonomy]] and feedback for employees leads to higher work motivation, satisfaction with personal growth opportunities, general [[job satisfaction]], higher job performance, and lower absenteeism and turnover. Autonomy increased remote workers' satisfaction by reducing work-family conflicts, especially when workers were allowed to work outside traditional work hours and be more flexible for family purposes. Autonomy was the reason for an increase in [[employee engagement]] when the amount of time spent remote working increased. Remote workers have more flexibility and can shift work to different times of day and different locations to maximize their performance. The autonomy of remote work allows for arrangement of work to reduce [[work-family conflict]] and conflicts with recreational activities. However, studies also show that autonomy must be balanced with high levels of discipline if a healthy work/leisure balance is to be maintained.<ref>{{Cite journal | title=The Impact of Enforced Working from Home on Employee Job Satisfaction during COVID-19: An Event System Perspective | first1=Jun | last1=Yu | first2=Yihong | last2=Wu | journal=[[International Journal of Environmental Research and Public Health]] | date=December 2021| volume=18 | issue=24 | page=13207 | doi=10.3390/ijerph182413207 | pmid=34948823 | pmc=8701258 | doi-access=free }}</ref><ref>{{cite journal | last1=Cook | first1=Dave | title=The freedom trap: digital nomads and the use of disciplining practices to manage work/leisure boundaries | journal=Information Technology & Tourism | date=March 12, 2020 | volume=22 | issue=3 | pages=355–390 | doi=10.1007/s40558-020-00172-4 | doi-access=free}}</ref>

Remote work may make it easier for workers to balance their work responsibilities with their personal life and family roles such as caring for children or elderly parents. Remote work improves efficiency by reducing travel time, and reduces commuting time and time stuck in [[traffic congestion]], improving [[quality of life]].<ref name=impact/><ref>{{Cite journal | last1=Ipsen | first1=Christine | last2=van Veldhoven |first2=Marc | last3=Kirchner | first3=Kathrin | last4=Hansen | first4=John Paulin | date=January 2021 | title=Six Key Advantages and Disadvantages of Working from Home in Europe during COVID-19 | journal=[[International Journal of Environmental Research and Public Health]] | volume=18 | issue=4 | pages=1826 | doi=10.3390/ijerph18041826| pmid=33668505| pmc=7917590 |doi-access=free}}</ref>

Remote working greatly increases the freedom employees have to choose where to work, such as a home, coffee shop or co-working space. This approach allows employees to choose their own beneficial working style in their preferred environment, further promoting a healthy work-life balance and providing productivity.<ref>{{Cite journal |last1=Itam |first1=Urmila Jagadeeswari |last2=Warrier |first2=Uma |date=2024-03-27 |title=Future of work from everywhere: a systematic review |url=https://www.emerald.com/insight/content/doi/10.1108/IJM-06-2022-0288/full/html |journal=International Journal of Manpower |language=en |volume=45 |issue=1 |pages=12–48 |doi=10.1108/IJM-06-2022-0288 |issn=0143-7720}}</ref>

Providing the option to work remotely or adopting a hybrid work schedule has been an incentivizing benefit companies used in new hiring.<ref>{{Cite news | url=https://hbr.org/2022/03/remote-work-has-opened-the-door-to-a-new-approach-to-hiring | title=Remote Work Has Opened the Door to a New Approach to Hiring | first1=Adam | last1=Ozimek | first2=Christopher | last2=Stanton | work=[[Harvard Business Review]] | date=March 11, 2022}}</ref>

Hybrid is a flexible work model that allows employees to split their time between working in the office and working from home.

A 2007 meta-analysis of 46 studies of remote work involving 12,833 employees conducted by Ravi Gajendran and David A. Harrison in the ''[[Journal of Applied Psychology]]'', published by the [[American Psychological Association]] (APA), found that remote work has largely positive effects on employees' job satisfaction, perceived autonomy, stress levels, manager-rated job performance, and (lower) work-family conflict, and lower [[turnover intention]].<ref name=positive>{{cite press release | url=https://www.apa.org/news/press/releases/2007/11/telecommuting | title=Telecommuting has Mostly Positive Consequences for Employees and Employers, Say Researchers | publisher=[[American Psychological Association]] | date=November 19, 2007}}</ref><ref name=consequences/>