| Abstract [eng] |
The master's thesis analyses job satisfaction among employees of different generations in the context of remote work conditions. Job satisfaction is one of the most important factors ensuring employee productivity, engagement, and organisational success. The growing popularity of remote work is transforming the traditional work model and introducing new challenges related to employee satisfaction. Moreover, the expectations and needs of employees from different generations differ when working remotely, which highlights the need to analyse how remote work affects their job satisfaction. Despite the popularity and importance of remote work in today’s labour market, there is a lack of research in Lithuania examining how employees from different generations evaluate working under such conditions. International studies often focus on individual dimensions of remote work satisfaction but fail to consider the broader context or generational differences. This gap underscores the importance of analysing job satisfaction among employees from different generations in the context of remote work. Consequently, the research problem is defined as the question: how does job satisfaction differ among employees from different generations in the context of remote work? The object of the research is the job satisfaction of employees from different generations, while the aim of the research is to reveal the differences in job satisfaction among employees of different generations in the context of remote work. To achieve this aim, four objectives were formulated: to identify the dimensions of remote work satisfaction and the characteristics of generations X, Y, and Z that influence job satisfaction, to reveal differences in job satisfaction among employees from different generations, and to provide recommendations for improving remote work conditions to enhance job satisfaction for different generations. The theoretical part of the thesis examines the concept of job satisfaction. Job satisfaction is defined as an employee’s emotional state, shaped by positive and negative feelings arising from work experiences and the surrounding work environment. Six dimensions of remote work satisfaction were identified: personality traits and demographic factors, work-life balance, flexibility and autonomy, technology and digital skills, managerial support and organisational culture, and career and professional development. A quantitative research strategy was used to measure the object of the research. Data were collected through an online survey, which involved 495 respondents. To determine the general population, an exploratory study was conducted before the main research, which included an online survey to estimate the proportion of Lithuanian employees working remotely. The survey data were analysed using descriptive statistical methods and the SPSS programme, while Microsoft Excel was used for visualisation. Anonymity and ethical principles were ensured throughout the study. The empirical study, which included respondents from different generations, revealed significant differences in job satisfaction among generations. Generation Z experiences the highest satisfaction due to the flexibility and autonomy to plan their work activities, while generation X shows the lowest satisfaction, citing a lack of direct communication and managerial support. Generation Y occupies an intermediate position, emphasising work-life balance and the importance of technology. The research results indicate that flexibility and technological infrastructure are the most significant advantages of remote work, while the biggest disadvantages are insufficient managerial support, low engagement with organisational culture, and concerns about reduced career and professional development opportunities. Based on the research results, recommendations are provided on how to improve remote work conditions to enhance job satisfaction among employees from different generations. |
