Editing Remote work (section)

===Lessened work motivation===
Skill variety has been found to have a strong relationship with internal [[work motivation]], with jobs that involve a range of skills leading to greater intrinsic motivation among employees.<ref name="Fried"/> A 1985 study found that in remote work settings, limitations in teamwork opportunities or reduced opportunities to engage in a variety of tasks may impact workers' internal motivation.<ref name="Shamir"/> Additionally, a 2012 study found that social isolation has been associated with decreased motivation.<ref name=anxiety/>

[[Two-factor theory|Motivator-hygiene theory]] differentiates between factors that contribute to job satisfaction (motivators) and those that can prevent dissatisfaction (hygiene factors).<ref name="Herzberg">Herzberg, F., Mausner, B., & Snyderman, B.B., (1959). The motivation to work. New York:
Wiley.</ref> Motivators, such as recognition and opportunities for career advancement, may be affected in remote work environments. A 2010 study found that remote workers who are not physically present may experience fewer opportunities for recognition and advancement compared to on-site colleagues, as they may be less visible to peers and supervisors.<ref name="Morganson, V. J. 2010">{{cite journal | url=https://psycnet.apa.org/record/2010-17667-002 | last1=Morganson | first1=V. J. | last2=Major | first2=D. A. | last3=Oborn | first3=K. L. | last4=Verive | first4=J.M | last5=Heelan | first5=M. P. | year=2010 | title=Comparing telework locations and traditional work arrangements: differences in work–life balance support, job satisfaction and inclusion | journal=Journal of Managerial Psychology | volume=25 | issue=6 | pages=578–595 | doi=10.1108/02683941011056941}}</ref>

A 2017 study found that physical separation from the office environment may also reduce opportunities for informal encouragement, which can contribute to an employee's ability to perform at their highest potential.<ref>{{Cite journal |last1=Felstead |first1=Alan |last2=Henseke |first2=Golo |date=October 4, 2017 |title=Assessing the growth of remote working and its consequences for effort, well-being and work-life balance |journal=New Technology, Work and Employment |volume=32 |issue=3 |pages=195–212 |doi=10.1111/ntwe.12097 |s2cid=117278071 |issn=0268-1072|doi-access=free }}</ref>