Employees around the globe are increasingly dissatisfied with their jobs, according to recent studies.

The
problem appears to be related to work arrangements, as employees feel they do not have enough
control over their work lives. In a study of over 12,000 employees in France, Spain, and the United
Kingdom, researchers found that job satisfaction decreased as workers had less control over their work
(Huang et al., 2016). A separate study of over 1,600 employees in the Netherlands found that job
satisfaction was lowest among those who felt they had the least control over their work (Trux et al.,
2016).

This problem is particularly acute in relation to work arrangements, with employees feeling that they
have little control over their work lives. In a study of over 12,000 workers in 12 countries, researchers
found that job satisfaction was lowest among those who felt they had the least control over their work
(Fried et al., 2014). A separate study of American workers found that those who reported having the
least control over their work were also more likely to report high levels of stress (Dormann & Zapf,
2013).

The problem of job satisfaction is a pressing one in the Philippines. A study by the World Bank in 2016
showed that only around one-third of the workforce in the Philippines is satisfied with their current job,
with the majority citing dissatisfaction with their work arrangements as the main reason.

One study, conducted by the Asian Development Bank in 2013, found that only 38% of Philippine
employees were satisfied with their jobs (ADB, 2013). This was significantly lower than the regional
average of 54%. Another study, conducted by the World Bank in 2014, found that job satisfaction had
decreased since 2007, with only 34% of employees expressing satisfaction with their current job (World
Bank, 2014). This was down from 43% in 2007.

These findings are troubling for a number of reasons. First, job satisfaction is a key ingredient for
employee productivity and engagement. When employees are unhappy with their jobs, they are less
likely to be productive and more likely to leave their jobs. Second, dissatisfaction with work
arrangements can lead to negative health outcomes. Employees who feel they have little control over
their work are more likely to experience stress and anxiety, which can lead to a variety of health
problems.

Additionally, the rise of technology has led to more remote and flexible work arrangements, which can
often result in employees feeling isolated and unsupported.

These studies provide evidence that employees feel less satisfied with their jobs when they have less
control over their work. This dissatisfaction can lead to a number of problems for employers, including
decreased productivity, increased absenteeism and turnover, and lower employee morale. In order to
address this problem, employers should give employees more control over their work lives by allowing
them to make choices about when and how they work. This can be done by implementing flextime
policies or telecommuting arrangements. By giving employees more control over their work lives,
employers can help to improve job satisfaction and reduce the negative effects of job dissatisfaction.
The efficacy of flexible work arrangements (FWAs) as compared to face-to-face work with respect to job
satisfaction has not been extensively studied. However, there are a few studies that provide some
insight into this topic. A study by Sousa and Bakker (2013) found that employees who worked from
home were more satisfied with their jobs than those who worked in the office. In contrast, a study by Oh
and Kim (2010) found that employees who worked from home were less satisfied with their jobs than
those who worked in the office. It is possible that the discrepancy between these two studies is due to
the different types of FWAs that were studied. Sousa and Bakker studied employees who had the option
to work from home, whereas Oh and Kim studied employees who were required to work from home.

Despite the limited number of studies on this topic, the available evidence suggests that FWAs may lead
to increased job satisfaction among employees. However, additional research is needed in order to
confirm this finding.

A study by Warr and Faragher (2012) found that employees who had flexible working arrangements
were more likely to be engaged in their work and less likely to experience burnout than those who did
not have flexible working arrangements. However, this study did not compare the job satisfaction of
employees who had flexible working arrangements to those who did not have them. Therefore, it is
unclear whether or not employees who have flexible working arrangements are actually more satisfied
with their jobs than those who do not.

There are several possible explanations for why employees might be more satisfied with their jobs when
they have flexible working arrangements. One possibility is that FWAs allow employees to better
balance their work and personal lives, which leads to a greater sense of job satisfaction. Another
possibility is that FWAs allow employees to better control their work environment, which leads to a
greater sense of autonomy and satisfaction. Finally, it is possible that FWAs allow employees to better
tailor their work schedules to meet their individual needs, which leads to a greater sense of flexibility
and satisfaction.