| Abstract [eng] |
92 pages, 27 charts, 3 pictures, 155 references. The main aim of this master’s thesis is to determine and assess the relationship between remote work satisfaction and individual employee work performance, the impact of work engagement for abovementioned relationship and the impact of remote work intensity between remote work satisfaction and individual employee work performance. The thesis consists of three main parts: in the first part of the thesis, the scientific literature analysis is provided, in the second part, the conceptual research model and hypotheses, the selection of respondents and sample characteristics are provided, in the third part, the analysis is performed, results are presented, and eventually, conclusions and proposals are provided. In the review of scientific literature, the author provides the theoretical aspects of remote work and its intensity, remote work satisfaction, work engagement and individual employee work performance, most commonly used measurement models and factors making impact for the abovementioned elements. Likewise, the coherence between intensity of remote work, remote work satisfaction, work engagement and individual employee work performance are analysed, and the impact of these elements is highlighted for successful activity of the organization. Moreover, the author submits the concluded research model, according to which, the further analysis is performed. The author has performed the quantitative research, during which, 422 employees working at the company of bank sector in Lithuania, Denmark, Sweden, Finland, and Norway were surveyed. Data analysis was performed with the help of SPSS software. The author has performed construct reliability analysis, which confirms that constructs used at work are reliable. Likewise, data distribution normality and significance tests were performed, eventually, regression, moderation and mediation analyses were performed. In accordance with the results received during the analysis, it was determined that the intensity of remote work does not make an impact for work engagement and for the individual employee work performance. It was also determined that there is a positive relationship between remote work satisfaction and work engagement and the individual employee work performance. The conclusion was received that the mentioned variables explain approximately 27.6 % of individual employee work performance. Eventually, it was determined that there are not only individual moderation and mediation effects, but also the moderated mediation – an intensity of remote work moderates the mediation effect of work engagement between remote work satisfaction and individual employee work performance. The author highlights that the more person works remotely, the more remote work satisfaction increases work engagement and improves individual employee work performance. Conclusions and proposals are presented at the end of the thesis, which state the aspects of scientific literature analysis and empirical research results. The author expects that received research results will help to fill in the gaps of the scientific literature and will provide human resource specialists or managers of organizations with useful insights about specificity of remote work and the impact of work engagement, and remote work satisfaction for individual employee work performance, in case of different intensity of remote work. |
