Project Plan

Name:

Learner ID:

Learner Email Address:

School:

Program/Specialization:

Type of project (e.g., dissertation, capstone, etc.):

Methodology – Quantitative or Qualitative:

Quarter/Year of V8927completion:

Project Topic

The Impact of Remote Work on Employee Job Satisfaction: A Study of Contributing Factors and Organizational Outcomes

Alignment to the Program of Study

The topic of the proposed study is the impact of remote work on employee job satisfaction, specifically exploring the contributing factors and organizational outcomes associated with remote work arrangements. The nature of work in many industries has changed dramatically with the rapid increase in remote work due to the COVID-19 pandemic. This change has sparked an exploration of how remote working affects job satisfaction, work-related wellness, and productivity within organizations. While remote work is associated with enhanced work-life balance, it impacts job satisfaction both positively and negatively depending on the level of organizational autonomy, support, and the type of work being performed: Project Plan.

The study will aim to capture remote workers from many different organizational contexts to better understand the effects of remote work. This study focuses on job satisfaction since it demonstrates an employee’s satisfaction with their job and is affected by many elements, like their work-life rhythm, autonomy at work, and the general workplace setting (Ali et al., 2023; Yadav & Madhukar, 2024). Remote work is thought to enhance job satisfaction since it comes with flexibility and more control over one’s schedule (Makridis & Schloetzer, 2022), but other studies argue that it can increase work-related stress as a result of disrupted boundaries between work and personal life (Rizwan & Sivasubramanian, 2022).

Other organizational outcomes like voluntary turnover, employee productivity, and well-being also form the core elements of this research (Pabilonia & Redmond, 2024; García-Salirrosas et al., 2023). Understanding how remote work impacts these outcomes is essential for determining the primary factors that foster job satisfaction and organizational productivity during remote work. This is important because it connects with recent developments in the office environment. In knowledge-intensive sectors, remote work is a fundamental feature of modern organizational practices (Atti et al., 2022).

Achieving organizational goals in today’s highly networked world requires understanding the remote work context and the factors that affect job satisfaction in remote work environments to enhance employee productivity, well-being, and retention (Anakpo et al., 2023). This analysis will add to the literature on remote work and help inform organizational frameworks about remote work, employee involvement policies, and work organization in remote and hybrid systems.

Project Problem

The problem this study addresses is the limited understanding of the nuanced relationship between remote work and employee job satisfaction, particularly in terms of the factors that contribute to satisfaction and the organizational outcomes of such arrangements. Remote work has grown in popularity, but there is still a lack of understanding regarding its overall impact on employees’ job satisfaction as well as organizational productivity, retention, and employee wellness (Mohite & Kulkarni, 2019). Some research suggests remote work fosters increased satisfaction due to greater autonomy and flexibility, while other research argues strong perceptions of social isolation and blurred work-life boundaries detrimentally impact well-being and job performance (Yadav & Madhukar, 2024; Ferrara et al., 2022).

Problem to Be Addressed

The scholarly literature on remote work suggests that it improves job satisfaction due to flexible hours and autonomy afforded to employees. It also brings challenges such as isolation and problematic work-life boundaries. However, how these factors collectively influence overall employee satisfaction, productivity, and retention in an organization, as well as its outcome, differs from industry to industry, and the type of job is poorly understood.

Some theoretical models, like the Ability, Motivation, Opportunity (AMO) framework, claim remote work affects employee satisfaction through intrinsic as well as extrinsic factors. However, remote work employee satisfaction and organizational outcome integration have received little attention (Yadav & Madhukar, 2024; Rizwan & Sivasubramanian, 2022).

From previously published work, it appears that factors such as autonomy, organizational support, work-life balance, and the nature of tasks performed shape remote work satisfaction (Ali et al., 2023; Drayton, 2024). For instance, autonomous positions, especially in IT and Software Development, tend to report higher satisfaction compared to more supervised roles (Russo et al., 2023). Fewer social contact opportunities can also contribute to lower job satisfaction and an even greater decline in organizational culture (García-Salirrosas et al., 2023; Atti et al., 2022). Even with the insights these findings highlight, the body of research available is still sparsely scattered. Most studies do not integrate the multifaceted interdependence of individual, organizational, and task factors toward satisfaction within remote working setups.

The lack of integrated detailed models relating to each multifaceted job satisfaction and organizational outcome in remote work settings is a critical gap in the literature. Some research examines autonomy and work-life balance (Kurdy et al., 2023; Flores, 2019); however, there is little understanding of how these factors interact to influence employee satisfaction as well as organizational outcomes like retention and productivity. Additionally, while software development and academia are studied extensively, other sectors are lacking research attention (Capone et al., 2024). This gap in understanding is important because remote work presents different challenges and opportunities for various organizational industries.

Additionally, the surge in remote work, particularly during and after the COVID-19 pandemic, necessitates a review of the existing models of job satisfaction and productivity (Elisabetta et al., 2025). Initially, remote work was perceived as a stopgap measure; however, organizations must now embrace the persistent growth of hybrid and fully remote work models. So, it is crucial to analyze the trajectory of remote work, its evolution over time, and its effects on employee job satisfaction and organizational outcomes (Pabilonia & Redmond, 2024).

Gap

This study will assess the impact of job autonomy and organizational support alongside work-life balance and other relevant tasks for achieving satisfaction for remote workers. The investigation will further determine the relevance of these concepts for organizational outcomes like employee productivity, retention, and general employee wellness. The theoretical contribution aims to fill the gap in the body of knowledge of remote work by developing an integrated framework that considers individual and organizational factors simultaneously. These gaps can be filled by focusing on understanding the drivers of organizational outcomes in remote workplaces, alongside remote work job satisfaction, as in the situation being studied.

The phenomenon of remote work is particularly important at this time due to the widespread adoption of remote work across different sectors. This research seeks to bridge the identified gaps by synthesizing findings from several studies and offering strategic recommendations to enhance employee satisfaction and productivity through effective remote work management. The findings are intended to expand the discourse on post-pandemic work realities and serve as a basis for subsequent investigations into remote work and organizational outcomes.

Supporting Evidence

Research on the relationship between remote work and its impact on an employee’s job satisfaction presents a divergent picture and highlights the complexity of this issue. Some research notes that the autonomy and flexibility of work hours greatly increase job satisfaction in remote positions. For example, Ali et al. (2023) noted that remote workers in flexible roles, especially in knowledge-based industries, derive higher satisfaction from being able to manage their time, place, and even the tools they use within certain parameters. In the same manner, Makridis and Schloetzer (2022) posit that the flexibility associated with remote work improves an employee’s work-life balance, which enhances job satisfaction.

Nonetheless, there exist some enormous gaps in tackling problems associated with remote work, particularly the social isolation and the blurring of personal and work-life boundaries. García-Salirrosas et al. (2023) point out that employees working remotely may suffer from a lack of social exchanges, which, in turn, diminishes their job satisfaction and sense of belonging to the organization. Work-life imbalance is something that Rizwan and Sivasubramanian (2022) have noted, arguing that remote work increases stress levels because it is much more difficult to disconnect from work when working from home due to undefined borders.

Furthermore, organizational structures impact remote work phenomena to a great extent. Drayton’s research (2024) claims that an organization’s provision of resources, active mental health, and the availability of off-communication support systems aid in the achievement of higher levels of satisfaction relative to work. This is further corroborated by Pabilonia and Redmond (2024), who argue that good organizational policies could help counterpose most of the negative impacts of remote work, such as increased feelings of loneliness and burnout, while enhancing effectiveness.

As highlighted in earlier research, the individual, organizational, and task-related components are critical; however, there is limited literature capturing all these elements into a single cohesive model. The current study aims to fill this gap by incorporating available literature into a comprehensive model that addresses the complexities of remote work.

Primary Orientation

For this study, the primary theoretical underpinning rests on the workplace satisfaction theory and organizational behavior models, centering on the impact of remote work on job satisfaction. This approach analyzes the intra-organizational factors, especially regarding self-regulation, equilibrium between work and life, and support from the organization. In addition, it integrates the Ability, Motivation, Opportunity (AMO) framework, which assumes satisfaction is the outcome of the interactions between the employee’s skill and motivation and the opportunity given by the organization to perform and grow within the structure.

This theory enables the analysis of the impact remote work has on satisfaction, employing both intrinsic and extrinsic reasons. The shift in the practice of remote work, particularly following the onset of the COVID-19 pandemic, highlights the need to reconsider these models within the context of modern employment relations.

As the organization’s outcomes surrounding productivity, retention, and well-being have been interlinked with employee satisfaction, understanding the effects of remote work is vital, and this is why this literature review is needed. The COVID-19 pandemic has forced most organizations to adapt to remote or hybrid working models; however, embracing these frameworks in a manner that promotes employee satisfaction and productivity poses a challenge for many organizations. Bridging the gap in this area of knowledge aims to be addressed in this study by synthesizing available literature on remote work and determining the principal elements that enhance employee satisfaction in these settings.

Efforts to Address the Problem

Research on remote work and employee satisfaction reveals the many aspects that contribute to job satisfaction. As an example, satisfaction with remote work was found to stem from job autonomy, work-life balance, and organizational support. According to Ali et al. (2023) and Yadav and Madhukar (2024), remote employees tend to be more satisfied because they have easier access to their workplaces and spend less time commuting.

Unlike traditional office-based work, remote work offers greater control over working hours. However, alongside this benefit, remote work poses the risk of social isolation, as well as the merging of personal time and work time, which negatively impact satisfaction and well-being (Rizwan & Sivasubramanian, 2022; García-Salirrosas et al., 2023).

Even with these emerging lines of research, there is still a significant lack of research aimed at understanding the relationship between remote work satisfaction and organizational outcomes, employee retention, productivity, and overall well-being. Increased autonomy correlates with higher satisfaction, but employees in highly supervised environments tend to report lower satisfaction due to the lack of control over their work (Russo et al., 2023). Further, satisfaction influencing the type of tasks performed has been underexplored. While some areas, such as software development, are relatively well understood, other sectors are not (Capone et al., 2024).

This study seeks to address the gap by analyzing the relationship between job autonomy, work-life balance, organizational support, and employee satisfaction and productivity in a remote work context. It attempts to integrate personal, organizational, and task-related determinants of remote work outcomes.

Synthesis of the Evidence

The review of the literature suggests some disparity around the impact that remote work has on employee satisfaction. On the one hand, remote work is seen to enhance job satisfaction because of flexible schedules and increased independence (Makridis & Schloetzer, 2022). Knowledge workers, including those in software engineering and academic teaching, tend to report high satisfaction levels with remote work (Atti et al., 2022). These industries tend to offer greater autonomy, which significantly impacts job satisfaction (Capone et al., 2024).

On the contrary, some researchers indicate that social isolation, lack of face-to-face contact, and seepage of work-life boundaries contribute to reduced job satisfaction and work performance (Ferrara et al., 2022; García-Salirrosas et al., 2023). Moreover, organizational support is a crucial factor in determining the perception of remote work as positive or negative among employees. Drayton’s (2024) research highlights organizational commitment and mental health support as critical factors enabling the remote work experience to be positive.

There is, however, an absence of literature that integrates all the identified elements autonomy, support, work-life interplay, and nature of tasks, to develop a holistic framework which examines organizational and employee satisfaction outcomes. This research aims to construct such a framework and subsequently develop strategic guidelines for organizations to improve employee satisfaction and productivity in remote work environments.

Purpose of the Project and Project Questions

Purpose of the Project

This research seeks to understand how autonomy, work-life balance, organizational support, and other factors impact employee satisfaction in remote work settings. Additionally, it aims to understand the impact of employee satisfaction on productivity, retention, and organizational well-being. The study aims to provide holistic frameworks and models by combining individual, organizational, and task elements to assist organizations in enhancing remote work practices.

Statement of Primary Question(s)

1. How do job autonomy, organizational support, and work-life balance influence employee job satisfaction in remote work settings?
2. What role do organizational outcomes (such as employee productivity, retention, and well-being) play in shaping the relationship between remote work and job satisfaction?
3. How do these factors interact to create a model of remote work satisfaction that can guide organizational strategies in different sectors?

Definition of Terms

Job Autonomy: A criterion that lists how flexible an employee is regarding their tasks, timings, and work.

Organizational Support: The tools, training, and mental health support that an employer avails to assist remote workers in achieving their roles effectively.

Work-life Balance: The balance between work responsibilities and personal life, which is influenced by the flexibility or rigidity of schedules in remote work settings.

Employee Satisfaction: The extent to which an employee is satisfied with their job, which is shaped by multiple internal and external factors, such as autonomy, organizational support, and work-life balance.

Organizational Outcomes: The impacts of remote work on general business KPI, especially productivity, retention, and wellness of the employees.

If you are seeking Topic Endorsement in XX-V8926 – Doctoral Project Development – Topic Approval, you only need to complete the sections above for the approval.

Proposed Project Framework

Methodological approach is clearly defined and includes constructs, phenomena, variables, and population.

Methodological Approach

Provide a description and explanation of the methodological approach. The methodological approach must align to the topic, problem, supporting evidence, and data sources. Suggested length 2-3 paragraphs.

Population and Sample (including site if necessary)

Describe the general target population (e.g., size, characteristics). Suggested length 1-2 paragraphs.

Constructs, Phenomena, Variables

Present evidence and explanation for the final choice of framework. Constructs, phenomena, and/or variables must align to the topic, problem, gap, and project questions. Suggested length 2-3 paragraphs.

Proposed Data Sources

Instrumentation and data collection tools address project concepts; ethical threats and their mitigation are detailed.

Measures or Artifacts to be Reviewed

Present a description of instrumentation or data collection tools. Measures or artifacts must closely align with the methodological approach. Suggested length 3-4 paragraphs.

Detailed Procedures

Present a description of the processes needed to complete the instruments by the participants or observers. Suggested length 3-4 paragraphs.

Validity/Reliability/Credibility/Dependability

Identify and present the potential threats to reliability and validity (quantitative techniques) or trustworthiness (qualitative techniques). Include a proposed plan to mitigate the noted threats. Suggested length 1-2 paragraphs.

Proposed Data Collection

Describe sampling, recruitment, data collection procedures, and potential ethical considerations.

Sampling Strategy, Number Participants

Describe, explain, and justify the sampling strategy to be used. Suggested length 2-3 paragraphs.

Recruitment Procedures

Provide a recruitment process to identify, screen, and recruit participants as it aligns with the methodological approach. Present the inclusion and exclusion criteria for participating in the project. Suggested length 2-3 paragraphs.

Data Collection Process

Provide a logical step-by-step data collection process as it aligns with the methodological approach. Suggested length 3-4 paragraphs.

Ethical Considerations

Identify potential ethical issues and provide a proposed plan to adhere to strict ethical standards. Include details regarding privacy, confidentiality, and data security procedures and concerns. Suggested length 1-2 paragraphs.

Proposed Data Analysis Plan

Articulate data analysis techniques appropriate to project framework.

Present a plan to analyze and present data with techniques that are appropriate to the project, framework, data sources, and sample size. Suggested length 3-4 paragraphs.

References

Ali, A. D., Narine, L. K., Hill, P. A., & Bria, D. C. (2023). Factors affecting remote workers’ job satisfaction in Utah: An exploratory study. International Journal of Environmental Research and Public Health, 20(9), 5736. https://doi.org/10.3390/ijerph20095736

Anakpo, G., Nqwayibana, Z., & Mishi, S. (2023). The impact of work-from-home on employee performance and productivity: A systematic review. Sustainability, 15(5), 4529. https://doi.org/10.3390/su15054529

Atti, C., Cross, C., Dogan, A. B., Hubbard, C., Page, C., Montague, S., & Rabieinejad, E. (2022). Impacts and integration of remote-first working environments. arXiv (Cornell University). https://doi.org/10.48550/arxiv.2209.04383

Capone, V., Schettino, G., Marino, L., Camerlingo, C., Smith, A., & Depolo, M. (2024). The new normal of remote work: exploring individual and organizational factors affecting work-related outcomes and well-being in academia. Frontiers in Psychology, 15. https://doi.org/10.3389/fpsyg.2024.1340094

Drayton, E. (2024, December 17). Assessing the influence of remote work on corporate culture and productivity. Journal of the American Institute, 1(1), 6–10. https://americanjournal.us/index.php/american/article/view/4

Elisabetta, C., Paola, R., Maran, D. A., Filippetti, S., Marco, P., Pellegrino, E., Ferrante, M., Giuseppe, L. T., & Fiore, M. (2025). Remote workers’ life quality and stress during COVID-19: A systematic review. European Journal of Public Health, 35(1), 141–146. https://doi.org/10.1093/eurpub/ckae167

Ferrara, B., Pansini, M., De Vincenzi, C., Buonomo, I., & Benevene, P. (2022). Investigating the role of remote working on employees’ performance and well-being: An evidence-based systematic review. International Journal of Environmental Research and Public Health, 19(19), 12373. https://doi.org/10.3390/ijerph191912373

Flores, M. F. (2019). Understanding the challenges of remote working and its impact on workers. International Journal of Business Marketing and Management (IJBMM), 4(11), 40-44. http://ijbmm.com/paper/Nov2019/824043604.pdf

García-Salirrosas, E. E., Rondon-Eusebio, R. F., Geraldo-Campos, L. A., & Acevedo-Duque, Á. (2023). Job satisfaction in remote work: The role of positive spillover from work to family and work-life balance. Behavioral Sciences, 13(11), 916. https://doi.org/10.3390/bs13110916

Kurdy, D. M., Al-Malkawi, H. N., & Rizwan, S. (2023). The impact of remote working on employee productivity during COVID-19 in the UAE: The moderating role of job level. Journal of Business and Socio-economic Development, 3(4), 339–352. https://doi.org/10.1108/jbsed-09-2022-0104

Makridis, C., & Schloetzer, J. D. (2022). Does working from home increase job satisfaction and retention? Evidence from the COVID-19 pandemic. Georgetown McDonough School of Business Research Paper, 4016657. https://dx.doi.org/10.2139/ssrn.4016657

Mohite, M. D., & Kulkarni, R. V. (2019). Job satisfaction factors of employee in virtual workplace: Review. International Journal of Trend in Scientific Research and Development, e-ISSN: 2456 – 6470. https://www.ijtsrd.com/papers/ijtsrd23059.pdf

Pabilonia, S. W., & Redmond, J. J. (2024). The rise in remote work since the pandemic and its impact on productivity. Beyond the Numbers: Productivity, 13(8). https://www.bls.gov/opub/btn/volume-13/remote-work-productivity.htm

Rizwan, M., & Sivasubramanian, C. (2022). Remote work and employee well-being: The blurred work-life boundaries. Asian Journal of Management and Commerce, 3(1), 137–146. https://www.allcommercejournal.com/archives/2022.v3.i1.C.122

Russo, D., Hanel, P. H., Altnickel, S., & van Berkel, N. (2023). Satisfaction and performance of software developers during enforced work from home in the COVID-19 pandemic. Empirical Software Engineering, 28(2), 53. https://doi.org/10.1007/s10664-023-10293-z

Yadav, P., & Madhukar, D. V. (2024). Impact of remote work on employee well-being conceptual perspective. International Journal of Management (IJM), 15(2), 96-107. https://papers.ssrn.com/sol3/Delivery.cfm/SSRN_ID4808518_code6685932.pdf?abstractid=4808518&mirid=1&type=2

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Week 4 assignment Instruction.

Topic: Implementing Blockchain Technology to Enhance Cybersecurity Measures in Cloud Computing Environments

Overview

For this assignment, you will provide a synthesized review of the scholarly literature and address the theoretical foundations or practice orientation for your study. Your supporting evidence should include:

• Primary orientation.
• Efforts to address the problem.
• Synthesis of evidence.

Your project questions should illuminate the gap in literature and align with topic, problem, and evidence.

. Your work will be viewed through multiple lenses, including those of instructors, peers, the existing literature, and other sources. You should seek out opportunities to improve and refine your work. As you deepen your understanding and add detail to your project, you should expect to make several revisions throughout and beyond this course.

Doctoral project planning is an iterative process, with each revision often inspiring further revisions until everything is aligned. These iterations are a necessary and customary part of the doctoral journey.

Instructions

Use your Project Plan Template and guide to complete the following:

Supporting Evidence

• Explain how the proposed study will add or contribute to a better understanding of the theoretical foundation of the problem or contribute to a better understanding of practice.
• Explain the proposed gap supported by scholarly literature or the practical implications of the proposed study.
• Synthesize a review of the scholarly literature to expose, explain, and analyze previous scholarly efforts to address the project or problem.

Project Questions

• List one or more project questions that align with the topic, problem, and supporting evidence within the program.
  • Include a list of terms and definitions that relate to the program, topic, problem, gap, program, and project framework.
• Describe your target population.
• Describe the background for your study and how your question relates to the background of the study. Discuss previous studies and demonstrate exactly how your project (answering the question, applying to practice) will advance the scientific knowledge base on this topic. Consider the following guidance:
  • Questions should be appropriate for the knowledge gap and current state of knowledge (supporting evidence).
  • Questions are cast using the variables or phenomena under study. The variables or phenomena in the questions are identical to the variables discussed in the problem and specific theory gap.
  • Questions are explicit in naming the type of relationship or phenomenon under study.
  • When answered, questions will make a contribution to theoretical or practical foundations. The contribution to the academic field and to the theoretical foundation must speak to how the relationship among the variables or to the phenomenon addresses the knowledge gap previously identified.
    

    Project Plan

Additional Requirements

• Written communication: Written communication is free of errors that detract from the overall message.
  • Continue to use your Project Plan Template to structure your paper. Refer to the Virtual ResidencyLinks to an external site. Campus page for your PhD or Professional Doctorate program’s Project Plan Guide.
• Resources: 6–10 scholarly references, including seminal works, listed in References section at the end of the paper.
• APA guidelines: Double-spaced paragraph formatting in the body of the paper. When appropriate, use APA-formatted headings. Resources and citations are formatted according to current APA style and format. Refer to Evidence and APALinks to an external site. as needed.
• Font and font size: Times New Roman, 12 points.
• Microsoft Editor: Use Microsoft EditorLinks to an external site. to help correct errors with grammar, usage, and writing mechanics.
• Turnitin: Use the Turnitin results to revise your work before submitting your assignment for grading.
• Synchronous Session Confirmation: When submitting your assignment, include this comment in the comments section “I attended and participated in the required synchronous session.”

Review the Supporting Evidence and Project Questions scoring guide before submitting to ensure that you have met all criteria.

Competencies Measured

By successfully completing this assignment, you will demonstrate your proficiency in the following course competencies and scoring guide criteria:

• Competency 1: Apply advanced critical thinking skills to develop a researchable topic.
  • Explain how the proposed study will contribute to a better understanding of the theoretical foundation of the problem or of practice.
  • Describe the target population.
  • Explain the proposed gap supported by scholarly literature or the practical implications of the proposed study.
• Competency 2: Synthesize ideas and concepts from literature and in practice to develop a researchable topic.
  • Synthesize literature to illuminate, explain, and analyze previous scholarly efforts to address the problem.
• Competency 4: Develop research questions that align with an identified problem.
  • Describe the study’s background and how the question relates to the background of the study.
• Competency 5: Articulate a theoretical framework for the proposed study.
  • List project questions aligned with the topic, problem, and supporting evidence within the program.
• Competency 8: Write in accordance with the academic and professional requirements of the discipline during the research process ensuring appropriate structure, grammar, usage, and style.
  • Convey purpose in a well-organized text, incorporating appropriate evidence and tone in grammatically sound sentences.
  • Apply APA style and formatting to scholarly writing.