x

EFFECTS OF WORK FROM HOME

TOWARDS JOB SATISFACTION

By
Bishal Shakya
LUC Registration No.: LC00015001200

A Graduate Research Report submitted in partial fulfillment of the

requirement for the degree of
Master In Business Administration

At the
Lincoln International College of Management and IT
Lincoln University College
Faculty of Business and Accountancy

Kathmandu, Nepal
March, 2023
MBA Programme
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RECOMMENDATION

This is to certify that the Graduation Research Project Report

Submitted by:
Bishal Shakya

Entitled:
EFFECTS OF WORK FROM HOME
TOWARDS JOB SATISFACTION

has been prepared as approved by this program in the prescribed format of the Faculty
of Business and Accountancy, Lincoln University College. This Graduation Research
Project is forwarded for examination.

Graduation Research Project Supervisor

Phul Prasad Subedi
………………………..
Date: 12/03/2023
 iii

CERTIFICATION

We, the undersigned, certify that we have read and hereby recommend for acceptance
by the Lincoln International College of Management and IT, Lincoln University
College, a Graduation Research Project (GRP) report submitted by BISHAL
SHAKYA entitled “EFFECTS OF WORK FROM HOME TOWARDS JOB
SATISFACTION”, in partial fulfilment of the requirements for the award of the
degree of Master in Business Administration of Lincoln University College.

……………………………….
GRP Supervisor
Phul Prasad Subedi
Signature

....................................................
External Examiner
Prof. Dr. Achyut Gyawali
Signature

………………………………….
Graduate Research Committee Chairman
Prof. Dr. Mahendra Pd. Shrestha
Signature

…………………………………...
Director, Lincoln International College of Management and IT
Satyendra Upreti
Date: 12/03/2023
 iv

DECLARATION OF AUTHENTICITY

I, the undersigned declare that this project entitled is a result of my original study
carried out in the year 2023. It has not been previously submitted to any other
university or any other examination(s).

Signature,

_____________
Bishal Shakya
MBA 2020-2023
LC Number: LC000150001200
Lincoln International College of Management and IT
 v

ACKNOWLEDGEMENTS

The credit for the completion of this work goes to a few special individuals who have
contributed their time, resources and intellectual abilities to make this project report a
success. Firstly, I would like to thank Lincoln University College and Lincoln
International College of Management and IT for providing me with the opportunity to
carry out this research project.

I am unutterably thankful to my respected supervisor Mr. Phul Prasad Subedi for his
constant intellectual inspiration, generous advice and constructive comments in the
period of this study. I would also like to acknowledge my heartfelt gratitude to our
Program Director, Mr. Satyendra Upreti for his continuous support, encouragement,
valuable suggestions and guidance.

Moreover, I would like to extend my thanks to all the respondents who gave their
valuable time in filling the questionnaire and helped me complete my research. Lastly,
I would like to express my utmost gratitude to my family, without whom my report
would not have been completed.

I hope my endeavor to cover all the necessary, relevant and significant information
about the research topic has been evident in this report. I have tried my best to
minimize errors to the extent possible by consulting my supervisor, teachers, friends
and various reference materials. Thank you.

Sincerely,
Bishal Shakya
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EXECUTIVE SUMMARY
The impact of working from home on job satisfaction is the focus of this study. All
participants in the survey who worked for a company or corporation that allowed
remote employees were considered respondents. There were 200 respondents in total
who gathered information. The purpose of the study was to determine how working
from home affected employees' job satisfaction. To achieve its objectives, this study
used an embedded research design that combines qualitative and quantitative
methods. It was investigated how several independent parameters related to job
satisfaction of remote workers.

The study examined the effects of several elements that have an impact on workers'
job satisfaction. The job satisfaction of the employee is the dependent variable in this
study, whereas the independent variables include autonomy, technology,
communication, working conditions, nature of the work, and work-life balance. To
gather data, 200 respondents were given questionnaires using quantitative research
techniques. For this study's descriptive statistics, correlation analysis, and regression
analysis, the SPSS program was employed along with a five-point Likert scale. The
major goal of this study is to identify the critical variables that influence how satisfied
workers are with their jobs and to determine whether having the option to work from
home has a good or negative effect on job satisfaction.

The study was made up of five hypotheses. Using SPSS software, the assumptions
made in this study were tested. To determine whether a given hypothesis (technology,
communication, autonomy, work-life environment, and working hours) is accepted or
rejected, correlation analysis and regression analysis from the SPSS software are
performed. Autonomy, the ability to work from home, communication, and working
hours are among those assumptions that are disregarded, whereas technical
assumptions are accepted. The SPSS software was used to present the
respondents age, gender, marital status, job type, typical hours worked, work
environment, and degree of education in table format. This research aimed to analyze
how employees worked, how satisfied they are now with their jobs, and whether the
 vii

rapid growth of working from home is beneficial to employees.

TABLE OF CONTENTS
COVER PAGE…………………………………………………………………………i
RECOMMENDATION...................................................................................................ii

CERTIFICATION.........................................................................................................iii

DECLARATION OF AUTHENTICITY.........................................................................iv

ACKNOWLEDGEMENTS..............................................................................................v

EXECUTIVE SUMMARY..............................................................................................vi

TABLE OF CONTENTS...............................................................................................vii

LIST OF FIGURES........................................................................................................x

LIST OF TABLES..........................................................................................................xi

LIST OF ABBREVIATIONS.........................................................................................xii

CHAPTER ONE: INTRODUCTION

1.1 Background of the Research...................................................................................1

1.2 Problem Statement..................................................................................................3

1.3 Research Questions.................................................................................................4

1.4 Objective of the study.............................................................................................4

1.5 Research Hypothesis...............................................................................................4

1.6 Significance of the Study........................................................................................5

1.8 Organization of the Study.......................................................................................6

CHAPTER TWO: LITERATURE REVIEW AND THEORETICAL FRAMEWORK.

2.1 Review of Literatures..............................................................................................7

 viii

2.1 Research Gap........................................................................................................14

2.3 Theoretical Framework.........................................................................................15

2.3.1 Specification of Variables..............................................................................16

CHAPTER THREE: RESEARCH METHODOLOGY

3.1 Research Design and Plan.....................................................................................21

3.2 Population and Sample Size..................................................................................22

3.3 Sampling Method..................................................................................................22

3.4 Data Collection & Analysis..................................................................................23

3.5 Instrumentation of Data.........................................................................................23

3.6 Reliability and Validity.........................................................................................24

3.7 Data Analysis........................................................................................................24

CHAPTER FOUR: RESULTS AND DISCUSSIONS

4.1 Respondent’s Profile.............................................................................................25

4.1.1 Distribution by Gender...................................................................................25

4.1.2 Age Group......................................................................................................26

4.1.3 Marital Status..................................................................................................26

4.1.4 Job type...........................................................................................................27

4.1.5 Working Department......................................................................................27

4.1.6 Academic Qualification..................................................................................28

4.1.7 Average Time.................................................................................................28

4.1.8 Marital Status..................................................................................................29

4.2 Descriptive Analysis.............................................................................................29

4.3 Correlation between Variables of Likert Scale of job satisfaction.......................35

4.4 Regression Analysis of Job Satisfaction...............................................................38

4.5 Summary of Hypothesis........................................................................................40

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4.6 Qualitative Analysis...............................................................................................42

CHAPTER FIVE: SUMMARY AND CONCLUSION

5.1 Summary of Findings............................................................................................45

5.2 Conclusion.............................................................................................................45

5.3 Implications...........................................................................................................46

5.4 Suggestion for Further Studies..............................................................................47

References....................................................................................................................48
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LIST OF FIGURES

Fig: 2.3 Conceptual Framework………………………………………………….28

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LIST OF TABLES

Table 4.1.1: Gender of

Respondents………………………………………………….37

Table 4.1.2: Age of Respondents…………………………………………………….38

Table 4.1.3: Marital Status of

Respondents…………………………………………..38

Table 4.1.4: Job Type of Respondents……………………………………………….39

Table 4.1.5: Status of Job of Respondents............................................................…...39

Table 4.1.6: Status of Academic Qualification of Respondents………………………

40

Table 4.1.7: Status of Average time of Respondents…………………………………

40

Table 4.1.8: Working Environment of

Respondents………………………………….41

Table 4.2.1: Descriptive Analysis of Employee’s Autonomy………………………..42

Table 4.2.2: Descriptive analysis of Communication Level of Employee……………

43

Table 4.2.3: Descriptive analysis of job satisfaction and work from home………….44

Table 4.2.4: Descriptive analysis of Technology…………………………………….45

Table 4.2.4: Descriptive analysis of work – family environment……………………46

Table 4.2.5: Descriptive analysis of working time …………………………………..47

Table 4.3: Correlation Analysis……………………………………………………...48

Table 4.4: Regression Analysis of Variables………………………………………..50

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Table 4.5: Summary of the results of Hypothesis Testing…………………………..52

 xiii

LIST OF ABBREVIATIONS

CIPD Chartered Institute for Personnel Development

COVID-19 Corona Virus 2019

Et.al And others

GPA Grade Point Average

GRP Graduate Research Project

IT Information Technology

LUC Lincoln University College

MAX Maximum

MBA Masters In Business Administration

MIN Minimum

MS Excel Microsoft Excel

OCB Organizational Citizenship Behavior

SAT Scholastic Assessment Test

SD Standard Deviation

SPSS Statistical Packages for Social Science Software

UK United Kingdom

VIF Variance Inflation Factor

WFH Work From Home

 1

CHAPTER ONE
INTRODUCTION

1.1 Background of the Research

Due to the development of technology and globalization over the past ten years, there
has been a renewed interest in researching the effects of remote work (Caramela,
2017). As long as a device is connected to the internet, technology has made it
simpler to work anywhere in the globe (Hendricks, 2014). There are now more
options for working than just in an office, since more people are considering working
remotely. Working from home is the idea that an employee can conduct business from
their home (Fonner & Roloff, 2010). Fitzer (1997) defined telework as "a work
arrangement for employees to execute their day-to-day work in areas other than the
conventional workplace, enabled by technical connectivity." The previous couple
decades, as information and communication technologies have advanced, more
businesses are now operating from home (Shamir and Salomon 1985; Baruch 2000).
Working from home helps firms complete their tasks continuously while also
allowing people to maintain a healthy work-life balance. While helping employees
with their families or taking on some personal work, it helps to sustain productivity at
the same level, or even higher. IT, management, design, and media roles, for example.
Use the WFH (work from home) option if you desire to.

Working remotely rather than in an office is referred to as working from home. Voice,
video, and Internet communication services are all part of it. Conference calls and
video chat are used for interaction between employers and employees. More
businesses are considering telecommuting solutions to cut costs, lower carbon
emissions, and retain top talent as the contemporary workforce continues to develop
and go global.

Nowadays days, the majority of firms provide their workers this choice. Identifying
specific projects at home and tasks they can complete quickly improves work-life
balance and is recognized by most people as being more inviting or comfortable.
 2

Working from home is becoming more and more popular as a concept that is
gradually growing.

Due to the coronavirus (COVID-19) pandemic in 2020, many businesses were able to
continue operating efficiently and effectively. Work from home is being used as a
prevention measure for the pandemic of today. Rapid progress in communication and
internet connectivity have made remote work feasible and widely accepted in offices
inside and outside of Kathmandu.

Before COVID-19, virtual work or working from home wasn't the main choice for all
industries, but somehow now it has become a new norm and unprecedented. The
proportion of remote workers is relatively low, and recent work highlights a dramatic
shift to working from home. The purpose of this study is to empirically analyze the
relationship between remote work and job satisfaction. Boswell, Shipp, Payne &
Culbertson (2009) define job satisfaction as an emotional relationship to the job,
which is a function of situational factors, including the nature of the job, human
resources elements, and the organizational environment. Overall, the relationship
between teleworking and job satisfaction stems from the assumption that teleworking
allows employees greater flexibility and greater autonomy in how they achieve their
work, which enables employees to meet their work needs and their own personal(life
and family)needs (Virick, DaSilva, & Arrington, 2010).

Employee job satisfaction is affected by different factors, such as: - technology,

autonomy, work-life interference, nature of work, etc. It is necessary to understand the
factors behind job satisfaction, and employees need better output. Since one of the
most important business factors for an organization is employee job satisfaction, it is
important to find out whether working from home has an impact on job satisfaction,
whether the impact is positive or negative. Organizations are increasingly offering
employees the option to work from home for a number of reasons, such as reducing
office rental costs, balancing employees ' work lives, and saving commuting time.
Companies are certainly catching up with this trend, and most companies have the
flexibility to work from home, if not at all the time, at least when needed. It is
changing the way we work, especially in the field of technology. While it may not be
 3

for everyone, employers may find that they can save money and increase productivity
for some workers. For some employees, the benefits of working from home may be
the difference between a pleasant and stressful work life.

1.2 Problem Statement

The traditional work environment has undergone a huge transformation due to

advances in communication technology that allow employees to work from remote
locations, or work remotely, which minimizes the impact of time and place on
organizational communication (Herschel & Andrews, 1997). Technology has now
become a game changer in the work environment. Advances in technology somehow
emerged the concept, especially in the case of Nepal, working at home. Today, the
largest number of IT companies, schools, colleges and many other private companies
perform almost their day-to-day work.

Before COVID-19, virtual work or working from home was not primarily an option
for all industries, but somehow now it has become a new normal and unprecedented.
It has always been an area to explore whether there is a correlation between working
from home and employee job satisfaction. Job satisfaction is the relative
psychological feelings and understanding of an individual, which can change over
time depending on different influencing or contributing factors (such as
communication, finance, technology, social and psychological).

The study attempts to show that working from home has an effect on employee job
satisfaction. While the effect of some factors is positive or negative, the effect of
some factors depends on the characteristics and attitude of the employee as well as the
situation.

Working remotely has its benefits. Not every morning commute. Flexible work when
you want. There is no strict dress code (unless you have an online meeting!). But it
also has its drawbacks. It can be hard to stay motivated. You don't work with your
team, and you don't have colleagues to communicate with. Some of the most common
problems faced by remote workers are staying organized, managing time, social
 4

interactions, collaboration, communication and coordination challenges, unclear

performance indicators, distractions, and more.

1.3Research Questions

The research questions of this study are:

1. What is the effect of technology on job satisfaction of working from home?

2. Is there any significant effect of communication on job satisfaction of working
from home?
3. Which of the factor such as: technology, autonomy, communication, nature of job,
work- life environment, working time have major impact on employee job satisfaction
who work from home.

1.4Objective of the study

The study attempts to show that working from home has an impact on employee job
satisfaction. While the impact of some factors is positive or negative, the impact of
some factors depends on the characteristics and attitudes of the employee and the
situation. The main purpose of the study is to examine the impact of working from
home on job satisfaction. The following points are the key objectives of this study, as
shown below:
1. To describe the effect of communication on job satisfaction of working from
home.
2. To determine the effect of nature of job on job satisfaction of working from
home.
3. To understand the effect of work –family environment on job satisfaction of
working from home.
4. To understand the effect of working time on job satisfaction of working from
home.
 5

1.5Research Hypothesis
The following are the research hypothesis that has been examined in this paper:

H01: Technology has no significant effect on job satisfaction of working from home.
H11: Technology has a significant effect on job satisfaction of working from home.

H02: Communication has no significant effect on job satisfaction of working from

home.
H12: Communication has a significant effect on job satisfaction of working from
home.

H03: Nature of job has no significant effect on job satisfaction of working from home.
H13: Nature of job has a significant effect on job satisfaction of working from home.

H04: Work-family environment has no significant effect on job satisfaction of

working from home.
H14: Work-family environment has a significant effect on job satisfaction of working
from home.

H05: Autonomy has no significant effect on job satisfaction of working from home.
H15: Autonomy has a significant effect on job satisfaction of working from home.

H06: Working time has no significant effect on job satisfaction of working from
home.
H116 Working time has a significant effect on job satisfaction of working from home.

1.6 Significance of the Study

This study focuses on examining relationship between working from home and job
satisfaction in Nepal and their preference of working. Organizations are increasingly
offering employees the option to work from home for a number of reasons, such as
reducing office rental costs, balancing employees ' work lives, and saving commuting
time. Companies are certainly catching up with this trend, and most companies have
the flexibility to work from home, if not at all the time, at least when needed.
 6

The findings of this paper will enables employee to improve a better work-life
balance, reduce stress and access to a wider range of employment opportunities.

It is also important for employees to ensure that the working from home which affects
their job satisfaction are made convenient to gain the required level of comfort to be
productive.

1.7 Limitations of the Study

Limitations of research are inevitable. Every research passes through certain

limitation. Hence, the limitations that this research paper carries are:

 Chances of response error due to the misinterpretation of the respondents.

 This study is administered with only 200 sample size which may not represent
the entire population.

1.8 Organization of the Study

This study has been broadly divided into five major chapters which are as follows:
The very first chapter includes introduction containing background, conceptual
Framework, statement of the problem, objective of the study, hypotheses, limitation
of the study and organization of the study.

Second chapter includes review of the literature containing conceptual review and
review of the recent related studies which clearly defines the variable used in this
study and relationship between the working from home and employee job satisfaction.
It is the primary objective of the study to relate these two factors

Third chapter incorporates the research methodology and contains research design,
sources of data, population and samples, sample size, reliability test and technique of
analysis

Fourth chapter contains presentation, interpretation and analysis of data which are the
main body of the research. In this regard, the detailed analysis on employee job
satisfaction who work from home of various employees has been presented.
 7

Lastly, the fifth chapter includes summary and conclusion of the study has been
presented in this section. It includes summary, conclusion and recommendations
review in summarized form has been made.

At the end bibliography and appendices has been attached.

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CHAPTER TWO
LITERATURE REVIEW AND THEORETICAL FRAMEWORK

2.1 Review of Literatures

Work from Home in Nepal

Work from home refers to employees working in their house, apartment or place of
residence, not in the office. Working from home as a concept is very important in the
current era. It is also known as remote working, telecommunicating work. It helps to
keep the employee's productivity the same or even better while supporting the
employee with family or dealing with some personal work. Working from home
allows employees to minimize distractions and increase the time they spend focusing
on projects.

In Nepal, working from home the trend from work is slowly but steadily increasing
and working from home is becoming commonplace. The rapid development of
communication technology and Internet access has provided sufficient space for
telecommuting and has been accepted by many offices both inside and outside
Kathmandu. Such work can be carried out on a project-by-project basis or reported to
the office on a weekly or monthly basis. "Working from home when needed, or trying
a different lifestyle without having to change jobs, is a win-win for everyone .Scott
Berkun, a former remote team leader at Word Press, said.

However, many companies suspect remote work, assuming that remote workers are
difficult to monitor, resulting in a loss of productivity. However, thanks to advances
in technology, you can stay in touch with remote workers and gain the advantage of
current and future success. Therefore, this research paper helps to find the relationship
between remote work and the level of job satisfaction of employees in the workplace

In a 2015 study review, Golden and his colleagues found that, overall, telecommuting
improved employees ' job satisfaction, performance, and sense of commitment to the
organization. People who work remotely also tend to experience less work stress or
exhaustion
 9

For some organizations, most notably IT Companies, developers etc., working from
home might be something with which they may already be familiar to. How sensible
the concept for remote working is for organizations remains an open question as for
many other organizations, it will be their first experience of remote working. Working
from home is not an answer, there are plenty that both employers and employees can
do to make this period of working from home more effective and productive.

As working from home is very new to the employees, they might face challenges
during the working time. It is difficult to implement work from home for all the
employees with different job roles when it mainly comes to some of the
manufacturing and service provider companies. While working from home
maintaining a good work life balance can be a challenging task for the employees
which may impact their work efficiency. The pressure of having resources,
familiarizing with the technology, a sense of marketplace uncertainties, being used to
with the paperless management and guidelines, dealing with workplace area at home,
and getting the work-lifestyles stability is something certainly add more
responsibilities or duties to employees.

Companies are definitely catching up with this trend, and most companies have the
flexibility to work from home, if not at all hours, at least when needed. It is changing
the way we work, especially in the field of technology. While it may not be for
everyone, employers may find that they can save money and increase productivity for
some workers. For some employees, the benefits of working from home can be the
difference between a pleasant and stressful work life. While employees in some
industries, have long opted for occasional work from home days making this everyday
regime in a paradigm shifts. Despites the positives, working from home comes with a
baggage of drawbacks. It can also impact teamwork, performance, and employee
productivity. One obviously misses opportunities for regular social interactions and
connection with co-workers. Regular feedback from line managers, performance
management, accountability and encouragement loop is critical for many jobs with no
spontaneous interaction with teams, employees tend to feel isolated leading to
creativity blocks. Research shows that adopting work from home for long periods can
cause a sense of isolation, disconnections and can even affect psychological safety. It
 10

is difficult to define work hours leading to a work-life balance blur. Employees may
feel pressured to be online every hour just to convince others that they are being
productive, resulting in stress and anxiety.

However, many companies suspect remote work, assuming that remote workers are
difficult to supervise, resulting in loss of productivity. However, thanks to advances in
technology, you can stay in closer contact with remote workers and gain the
advantage of it for your current and future success.

Related Article Review

Nilles (1994) defines telework as “working outside the conventional workplace and
Communicating with by way of telecommunications or computer-based technology”.
In 2016, CIPD conducted experiments and discovered "that flexible working has been
introduced into organizations as a way for employees and employers to have
flexibility within their job roles therefore allowing them to suit their personal needs.
This type of flexible working can be defined as mobile working, allowing employees
and employers to work elsewhere outside of the office for either all or part of their
working week. Gov. UK (2015) in their study reveals that the use of mobile working
is seen to be beneficial to an organization, however, there is concern around how to
manage employees effectively as this may be extremely challenging for any business.
Acas (2015) discovered that while working from home may appear to be a positive
form of working for many organizations there may be some organizations that this
form of working does not suit. Shellenbarger (2012) conducted experiments and
discovered that there is also uncertainty around how employees are splitting their
working week e.g. their working from home days may vary each week.

Later Geurts & Demerouti (2003) illustrated this in there is a sense of uncertainty
surrounding working times and also the impact of this way of working with regard to
employees well-being which can be extremely scarce as there are a range of positive
and negative effects that are yet to be investigated further. This may include the level
of positivity surrounding new and advancing implementation of technologies that may
allow more employees to work from home and the negative factor here may involve
employees trying to find a suitable work life balance as organizations are slow at
 11

moving towards this newer way of working. Working from home is known as a form
of flexible working because it provides employees with an opportunity to work
flexibly in order to fulfill their work roles in a work environment, which can include
the time they work.

Locke (1976) defined job satisfaction as a pleasurable or positive emotional state

resulting from the appraisal of one's job or job experiences". Virick, DaSilva, &
Arrington (2010) in their study reveal that the relationship between remote work and
job satisfaction derives from the assumption that remote work allows workers more
flexibility and more autonomy in how their work is achieved, which allows the
employee to meet the demands of their job and their own personal (life and family)
demands. Golden & Veiga (2005) states that the remote work increases, job
satisfaction increases; however, it only increases up to a certain point. Mixed
conclusions have been reported regarding whether telecommuting has positive or
negative effects on job satisfaction (Bailey & Kurland, 2002).

Working from home provides a more flexible scheduling of working time than
working in the office. Employees can work at their most productive working hours,
even at the night. In contrast, when staying in the office employees need to conform
to general office hours and common breaks even though it is not their preferred
scheduling of working time (Bailyn, 1988). Moreover, at home employees are less
often distracted by colleagues and work in a quieter general working atmosphere,
leading to reduced work-related stress (Bélanger 1999; Bloom et al. 2015).

When workers telecommute a lot, they have limited opportunities for informal, face-
to-face encounters at work or for an open dialogue that isn't likely to take place over
the phone or email, like during informal mentoring or pro-active job-related feedback
(Cooper & Kurland, 2002). Despite the availability of media-rich technologies like
video, it is commonly accepted that these tools have social as well as technological
limitations and that "no technology can match the experience of working onsite
together" (Rice & Gattiker, 2001; Straus &McGrath, 1994). Therefore, without
enough face-to-face interactions, we would deduce that the more a person
telecommutes, the higher the danger of feeling frustrated and alone, and the lower the
likelihood that they will be satisfied with their jobs.
 12

The advantages of telecommuting, however, are highly dependent on the difficulty of

the job. Allen et al., (2015) and Golden & Gajendran (2019) found that
telecommuting had a negligible to a positive association with job performance for
workers who held difficult occupations, particularly jobs having low levels of
interdependence and minimal needs for social support. Generally speaking, tasks that
necessitate a lot of face-to-face interaction, impromptu meetings, and manual labor
cannot be reduced to telecommuting (Zia & Bilal, 2017)

According to Timsal and Awais (2016), the availability of new technology has made
working from home possible. The emergence of supporting technology has made
telecommuting an increasingly practical choice for many enterprises around the
world. In our houses and, thanks to smartphones, our pockets, these include high-
speed internet, management software, messenger communication systems, and
computing gear. The viability of telecommuting is significantly influenced by the
availability of high-quality technological tools and other equipment (Ansong &
Boateng, 2018). Although this study concludes that these modern technologies may
have a detrimental impact on psychological detachment for employees working from
home, Cole (2016) observed how the employment of newer technology has made it
possible for flexibility surrounding space/time of work. According to Miles (2016) for
CIPD, technology advancements have fueled the rise of working from home, with
more employees doing so than ever before. In brief, telecommuting enables
individuals to work virtually anywhere thanks to technical advancements in
communication devices and systems and the strong interconnection of people in this
era of globalization.

While not all employees can comfortably work from home. Some people may
experience issues with internet connectivity. No matter the internet service provider,
nearly every person who works from home has experienced bandwidth problems, call
dropouts, call fuzziness, audio stuttering, buffering, and the inability to download
large files. For staff who are accustomed to office infrastructure, technology,
firewalls, and high data speeds, this is a significant change. Cousins and Robey (2015)
also mentions that the usage of mobile phones and laptops has enabled businesses to
expand the number of places where employees are permitted to work outside the
 13

office, potentially lowering costs. According to Dixon (2014), modern workers

wouldn't hesitate to technology, employees may now work from different places, such
as everywhere and at any time by using a mobile device to answer work calls.
However, according to a 2012 article by Shellenbarger, "monitoring software and
other Big Brother checks" are being used by firms to determine whether workers are
truly working due to the enormous growth in flexible working.

According to Allen, Golden, and Shockley (2015), telecommuting is effective when

the task may be completed remotely or on a mobile device. Therefore, the qualities of
the job itself have a significant impact on job satisfaction in a telecommuting context.
According to Golden & Veiga (2005), "how individuals must carry out their
professional activities is likely to have an impact on whether they can fully profit
from telecommuting." According to Pinsonneault & Boisvert (2001), this approach
employs the job characteristics of employees as boundary criteria to coordinate the
mixed impacts of engaging in remote work. This approach is based on the concept
that the remote work policy only applies to specific types of work.

Akkirman & Harris (2005); Duxbury & Neufeld, (1999); Fonner & Roloff (2010)
have investigated how communication and job satisfaction variables translate from a
traditional office setting to an alternative environment—the remote office. As
working from home has increased and become a common organizational endeavor.
Work from home is seen favorably by many businesses and employees because of the
advantages it provides, like flexibility, better productivity, and less interruptions, but
it may not be the ideal option for everyone. Hill, Miller, Weiner, & Colihan, (1998);
Virick et al., (2010) found in their research that telecommuting may not increase job
satisfaction, and in some cases, telecommuting may decrease job satisfaction because
there are fewer interpersonal relationships, no face-to-face communications, and more
self-discipline requirements. Telecommuting has also been shown to have a
detrimental effect on teamwork and work-life balance.

Given the variety of communication alternatives accessible to teleworkers,

communication channels are a clear issue that needs to be investigated, particularly in
regard to personality and teleworking. Lack of social engagement and informal
communication among coworkers can impede the organization's ability to recognize
 14

the values and objectives of distant workers (Ammons & Markham, 2004; Cooper &
Kurland, 15 2002). Employees could feel lonely among their coworkers (Bailey &
Kurland, 2002). Reduced communication with coworkers could also be viewed as a
need for the job, which would result in decreased job satisfaction and a perception of
fewer career options owing to diminished visibility.

Lengel and Daft (1988) states that communication media channels vary greatly in
their richness. Conversely, face-to-face communication is considered the richest
medium as it has the ability to transmit multiple cues and information at once.
Channel richness depends on ability to communicate information, ability to handle
multiple cues, feedback rate, and the amount of personal focus. These factors may
also be the reason why some communication channels such as e-mail, instant
messaging, phone, and video communication would be more appealing to teleworkers
of differing personality types. Since remote workers work remotely and engage in
workplaces separate from the central location of the organization, remote workers rely
mainly on computer-mediated communication and new technologies to complete day
to-day tasks and communicate with colleagues.

The communication channels available to teleworkers differ than those available in a

traditional office setting. For example, full-time teleworkers have little or no face-to-
face communication with other employees relying instead on e-mail, instant
messaging, telephone, or video communication (Sias et al. 2012). Daft & Lengel
(1986); Von Hipple (1994) in their research found that given e-mail and telephone
have more limited interactivity and decreased capacity for quickly transferring
messages than face-to-face interactions and also found that there is a greater reliance
on employee who is likely to be more frustrating for employees with highly
interdependent jobs, especially when transferring tacit knowledge that is more
“sticky” and more difficult to transfer in the absence of face-to-face interactions.

Greenhaus and Beutell (1985) stated, work-family environment is produced by

simultaneous “pressures from work and family roles that are mutually incompatible”.
These authors further explain that work-family conflict occurs when one role
interferes with meeting the expectations of another role. This paper entitles how
employees balance their work and life while working from home. Golden, Veiga, &
 15

Simsek (2006) studied telecommuting and its differential impact on work-family

conflict. Gozukara and Çolakoglu (2016) in their research states that “work-family
conflict arises from an inter-role conflict”. they found that work-family conflict had a
negative mediating impact on the job satisfaction relationship, such that higher
amounts of autonomy led to lower work-family conflict, which in turn led to higher
amounts of job satisfaction. Therefore, Work-family conflict will mediate the
relationship between working from home and job satisfaction, such that working from
home will lead to lower work-family conflict, which in turn will be associated with
higher job satisfaction.

Many researchers believe that the time employee spent while working from home
makes a difference on employee's satisfaction levels (Gajendran & Harrison, 2007;
Golden & Viega, 2005). According to Gajendran & Harrison (2007) telecommuting
intensity (working time) as "the extent or amount of scheduled that employees spend
doing tasks away from a central work location". Gajendran and Harrison (2007), the
researchers indicated that working remotely was mainly a good way to work because
they found that working remotely had beneficial effects on distal outcomes; increase
in job satisfaction, lower turnover intentions and lower role stress, along with higher
supervisor evaluations on job performance. Therefore, the relationship between work
from home and job satisfaction may be explained by the influence of telecommuting
intensity as a mediator, suggesting that those who engage in home, do so more
frequently, which enhances job satisfaction.

2.1 Research Gap

While working from home may look like a dream come true, what was once an
advantage has now become the normal? People are no longer willing to put up with
the difficulties of commuting to and from work. In summary, the workplace today is
evolving significantly from what the preceding generation demanded—a step change
from 20 years ago—which reflects the makeup of the workforce.

Despite an increase in the number of employees who work remotely over the years,
there is still debate over whether more workers should have this option. This gap
exists because only a tiny percentage of individuals now employed by organizations
 16

have the choice of working from home. However, given the nature of the task, more
organizational sectors may adopt working from home. This study is therefore
necessary to enable the firm to determine whether job satisfaction is higher when
workers work from home. However, there has only been a minuscule portion of study
on the impact of working from home on job satisfaction. This study explores the
connection between employee job satisfaction and working from home. Employee
working behavior when working from home is significantly influenced by autonomy
and work-life conflict issues. Since then, the workplace has fully shifted from a
traditional to a technological one. People today are able to work or complete their
tasks from wherever. This issue was chosen to determine how satisfied individuals are
with their jobs when working from home as they do not need to commute to the
workplace.

The main purpose of this GRP will be to understand the employee working behavior
and their job satisfaction while working from home and to find whether the trend
working from home is productive for employees or not. To complete this research
work many book, articles, journals and various published and unpublished dissertates
will be followed as guideline to make research easier and smooth.

2.3 Theoretical Framework

The theoretical framework explains the track of research and firmly lays the
foundation for it in the theoretical structure. The overall goal of these two frameworks
is to make the results more meaningful, to be accepted for the theoretical construction
of the field of research, and to ensure generalization.

This research aims to explore the relationship between working from home and job
satisfaction. This paper study the employee pattern of working from home also helps
to identify the preference of employee. At, the same time the paper helps to state the
problem regarding working from home. Moreover, this paper helps to find out the gap
between employees job satisfaction regarding working from home.

This study focuses on the variables that affects the employee job satisfaction and the
factors that makes impact on job satisfaction while working from home. Major
 17

variables have been undertaken through the findings of the literature review. The
dependent variable of this research is "Job Satisfaction" and independent variable are
work from home, working time, Technology, Work- family disturbance,
Communication, Autonomy, Task Interdependence. Based on Marie Antoinette
Schall, Hannah Ward, Boas Shamir and Ilan Salomon, Kathryn L. Fonner and many
more, this framework has been developed.

Work from Home Indicator (Independent Variable)

Technology

Communication

Nature of Job
Job Satisfaction

Work-family Environment

Autonomy

Working Time

Independent Variable Dependent Variable

Fig: 2.3 Conceptual Framework Based on Marie Antoinette and, Hannah Ward

2.3.1 Specification of Variables

A. Dependent Variables

This study is looking for the effect on the dependent variable that might be caused by
changing the independent variable. This study has been taken one variable as a
 18

dependent variable that is Job satisfaction. Job satisfaction is a relative psychological

feeling and understanding of an individual, which could change over the period of
times. Employee job satisfaction is influence by different independent variables while
working from home.

B. Independent Variables

An independent variable is a variable believed to affect the dependent variable. This

study has been taken six variable as an independent variable.

 Technology :

Timsal and Awais (2016) outlines that the use of working from home is made possible
due to new technologies being readily available. Cole (2016) also looks at how the
use of newer technologies has allowed for flexibility surrounding space/time of work,
although this study concludes that these newer technologies may have a negative
impact on psychological detachment for employees working from home. These are
the factors that helps in keeping the work fully organized and can affect employee's
job satisfaction while working from home. How the technology has made employee's
work flexible. The technology factors could be:

i. High Level of communication

ii. Poor internet services
iii. Flexibility

Technology plays a great impact on employee job satisfaction while working from
home. So, the following attributes are taken to measure its impact which are
mentioned below:

i. Technology has made my work very flexible while working from home.
ii. Technology has maintain high level of communication and meeting with my
co –workers.
iii. Technology has made my work very easy while working from home.

 Working Time :
 19

These factors are related to the working time period that a person spends at a
workplace. How employee's successfully manages their working time from non-
working time. Those factors could be:

i. Productive during working times.

ii. Segregation of time
iii. Duration of working hours

The following attributes are used to measure the impact of working from home on
employee job satisfaction:-

i. I am successfully in segregating my working time non –working time.

ii. It is feasible for me to work as per the hours prescribed by the office.
iii. I perform productive work during the working hours.

 Communication :

This includes the method of exchanging information and ideas, both verbal and
nonverbal between one person/group and another person/group within an
organization. Communication could be another factors, as employees might get
difficulty to exchange information through different communication channels. Those
communication factors could be:

i. Less opportunity to face informal , face –to – face

ii. Conversation with co –workers via phone, mail, video.
iii. Less stressed and more control over the work.
iv. Less feedback from the line manager, colleagues.

This factor plays an important role in enhancing employee job satisfaction while
working from home. Following attributes are taken to determine the job satisfaction
such as:-

i. WFH likely to affect job satisfaction as employees have little opportunity to

engage in informal, face –to –face interaction in the workplace.
ii. With no manager and co-worker interaction i am less stressed and have more
control over how I interact with other.
 20

iii. When communicating with co-workers over the phone both people get to say
what they want
iv. The conversation with co-workers flows smoothly via- email.
v. When taking Via Video with co-workers I feel I am able to present myself as I
want.

 Nature of Job

The nature of an employee's work is best defined as the type of work he does. This
can refer to basic day-to-day tasks performed as part of the work or to other non-
routine tasks that may be required. So, while working from home nature of job likely
to affects job satisfaction. Those factors could be:

i. Frequent interaction with the co-workers

ii. Less coordination with the employee's

 Work – Family Environment:

Work-to-family disturbance is defined as work interfering with spouse/family

responsibilities, while family-to-work conflict is defined as spouse/family interfering
with work responsibilities (Golden et al., 2006). Work-family environment will
mediate the relationship between remote work and job satisfaction, such that remote
work will lead to lower work-family environment, which in turn will be associated
with higher job satisfaction. This factor occurs when an individual experiences
incompatible demands between work and family. It is very difficult to balance work
and family life while working form the home. So, this could be another factors that
affects employee's job satisfaction while working from the home. Those factors could
be:

i. Work interfere with home and family life

ii. Difficult to fulfill family responsibilities
iii. Less working space
iv. Size of the family members
 21

The given attribute is used to measure the impact of work-family conflict on job
satisfaction while working from home. The attributes includes:

i. The demands of my work interfere with my home and family life.

ii. The amount of time my job takes up makes it difficult to fulfill family
responsibilities.
iii. Things I want to do at home do not get done because of the demands my job
puts on me.
iv. Due to work related duties i have to make changes to my plans for my family
activities.
v. The job allows the employees to meet the demand of their job and their own
personal demands.

 Autonomy :

With regards to the relationship between remote work and job satisfaction, another
Major belief that has been analyzed extensively is the perception of autonomy. This
factors includes how much freedom employees have while working. This could be
one factor that affects working pattern of the employees. This attribute plays a vital
role in employee job satisfaction who work from home. So, it includes the following
factors:

i. Make own decision to schedule the work.

ii. Significant autonomy in making decisions.
iii. Considerable opportunity for independent and freedom.
iv. Personal initiatives on judgment in carrying out the work.

Beside this, employee job satisfaction is measured by taking following attributes:-

i. The Job allows me to make my own decisions about how to schedule my work.
ii. The Job provides me with significant autonomy in making decisions
iii. The job gives me considerable opportunity for independent and freedom in how
I do the work.
iv. The job gives me a chance to use my own personal initiatives on judgment in
carrying out the work.
 22

v. The job allows employees to escape workplace distraction and disengage from
office political.
 23

CHAPTER THREE

RESEARCH METHODOLOGY

Research methods are certain steps or strategies used to find, pick, analyze, and
analyze data on a topic. The methodology part of a research article gives the reader
the chance to assess the study's overall validity and dependability. A research method
is a way of determining the answers to a specific inquiry about a problem or
problems, also referred to as a research problem. The entire concept of how to do the
research is explained in this chapter.

This research paper attempts to systematically search for a given question in our own
way and find out all the conflicting answers. This research program covers research
design and planning, population and sample size determination, data collection
procedures, data instruments, data analysis methods, data reliability and validity.

3.1 Research Design and Plan

The study's overall structure is provided by the research design and plan. It also
directs the period of gathering and analyzing data. Both the qualitative and
quantitative research design approaches were used in this study. This research article
primarily uses quantitative analysis, with a tiny amount of qualitative analysis.

An embedded study design has been employed to achieve this. Likewise, a descriptive
and analytical study approach was used to evaluate the job satisfaction of employees
who work from home. The design of a questionnaire relating to the aforementioned
variables and components was tested for employee job satisfaction. Through a Google
Docs-formatted questionnaire, the respondent provided the information needed for
further investigation. The conclusion was reached using the self-administered
questionnaire.

The following work-from-home-related independent variables were taken into

account in this study: technology, communication, job nature, working hours, work-
family environment, and autonomy. Job satisfaction is the dependent variable for the
 24

second hypothesis. As a result, this paper comes to a conclusion about why working
from home increases employee job satisfaction.

3.2 Population and Sample Size

The population is the complete set of people with a specialized set of characteristics.
It is the entire collection of observation of the interest in research work. However, it is
always a problem to do the research activities in overall population. So for this the
suitable sample size is allocated. In this research work the population is all the
employee who are working from home. They can be the banker, students, youths,
government staffs and many more. Since the collection of data of overall responders
across the country is impossible, here, we have allocated the sample size for further
research work.

Since the research is conducted for the academic purpose and for the completion of
university program, we have allocated the limited sample size. The sampling design
for conducting this research is convenience sampling. Convenience sampling is a
method used by researchers to collect market research data from a population of
respondents that is conveniently available. It is the most commonly used sampling
technique because it is very fast, simple and economical. The convenience sampling is
selected because there is a large population to collect and analyses every information
that would be very difficult. As this is academic research, the sample size of 200
subjects is appropriate for any kind of regression analysis. The research questionnaire
has been sent to 200 responders for analyzing their job satisfaction while working
from home.

Along with these the qualitative survey was also done. That is the unstructured
interview with different employee personnel. Hence, this research paper focus on
different working pattern and their job satisfaction while working from home.

3.3 Sampling Method

The sampling method for conducting this research will be convenience sampling.
Convenience sampling is a method used by researchers to collect market research data
 25

from a population of respondents that is conveniently available. It is the most

commonly used sampling technique because it is very fast, simple and economical.
The convenience sampling is selected because there is a large population to collect
and analyses every information that would be very difficult.

3.4 Data Collection & Analysis

The employee job satisfaction will be tested designing questionnaire related with the
variables of this study. The data for further analysis will be collected from the
respondent through a questionnaire in the Google Docs format. The self-administered
questionnaire will be used to draw the conclusion. The questionnaire will be in a
structured Likert sale format and the data will be analyzed through SPSS or MS
Excel.

All the questionnaires are structured and made modified to make simpler to
understand by the respondents. In some cases personal visit has been done to make
the questions more clear which will considered as supportive for the respondents to
fill the questions as per the requirement of the study.

3.5 Instrumentation of Data

This section includes the tools that were used while collecting data and analyzing
them. Since the variable of this research is the autonomy, technology, communication,
working time, work-family environment, nature of job and job satisfaction. Five-point
Likert scale for each variable was used to measure the variables. The index has been
given as 5 to the strongly agreed, 4 to agreed, 3 for neutral, 2 for disagreed and 1 for
strongly disagreed. Along with the help of filled questionnaire, tables, diagrams and
graph that give an overview of a given set of numerical data was used for data
presentation.

Further statistical package for social science (SPSS) software were conducted to the
analysis of the dependent variables such as autonomy, technology, working time,
nature of job, work-family environment and communication. Other statistical tools
like descriptive statistical analysis, regression analysis were used as per the need of
 26

research analysis. MS Excel was used to arrange the data and SPSS software for the
analysis part. As for the qualitative session, telephoning interview was done.

3.6 Reliability and Validity

Reliability refers to the repeatability of findings. If the study were to be done a second
time, would it yield the same results? If so, the data are reliable. If more than one
person is observing behavior or some event, all observers should agree on what is
being recorded in order to claim that the data are reliable. And, validity refers to the
credibility or believability of the research. Are the findings genuine? Is hand strength
a valid measure of intelligence? Almost certainly the answer is "No, it is not." Is score
on the SAT a valid predictor of GPA during the first year of college? The answer
depends on the amount of research support for such a relationship.

3.7 Data Analysis

There are two ways of data analysis that is descriptive statistics and inferential
statistics. In this research both the method of data analysis were used. At first, the
descriptive statistics data analysis was used to analyze the characteristics like age,
gender, education status, working time etc. After these inferential statistics were used
to analyze the correlation and multiple regression were used as per required to
examine the impact of predictors on outcome variable between the variables of this
research.

The research paper used embedded research design. The software like Microsoft
Excel and SPSS software were used to draw the required conclusion. At first, the
collected data were coded by the help of SPSS and the necessary analysis was done.
Further, interviews were taken for the qualitative questionnaire.
 27

CHAPTER FOUR

RESULTS AND DISCUSSIONS

The study sought to find out the impact of Working from home on job satisfaction.
This chapter elaborates the analytical part of research. Table presentation have been
used to interpret the final findings of the research. The research paper contains two
specific sections for the analysis part (i.e. quantitative and qualitative). For
quantitative session, 200 sample sizes have been used. For the qualitative session,
interview of two employees has been taken.

4.1 Respondent’s Profile

The first part deals with the respondent‘s profile through demographic information
such as gender, age, marital status, job type , job type , academic qualification ,
average time and working environment.

4.1.1 Distribution by Gender

Table 4.1.1

Gender of Respondents

Frequency Percent

Female 78 38.0

Male 122 62.0

Total 200 100.0

Table 4.1.1 shows that among the total respondents (200), 62.0 % were male
respondents and 38.0 % were female which shows higher representation of female
respondents in compare to male respondents among in total.
 28

4.1.2 Age Group

Table 4.1.2
Age of Respondents

Frequency Percent

18-25 78 39.0

25-35 99 49.5

36-45 23 11.5

Total 200 100.0

The Table 4.1.2 shows the age group of the respondents. As shown in the figure,
majority of the respondents i.e. 49.5% (99) are from the age group 25-35. The second
highest percentage i.e. 39% (78) is from the age group 18-25. The respondents from
age group 36-45 comprises of 11.5 % (23)

From this, we can conclude that most of the respondents fall into the age group of 25-
35 who are from the young generation.

4.1.3 Marital Status

Table 4.1.3

Marital Status of Respondents

Marital Status Frequency Percent

Married 81 40.5

Unmarried 119 59.5

Total 200 100

 29

The Table 4.1.3 shows the distribution of respondents as per their marital status. Of
the total respondents, 40.5 % of are married while 59.5 % are unmarried.

4.1.4 Job type

Table 4.1.4

Job Type of Respondents

Job Type Frequency Percent

Business / Enterprises 18 9

Government Service 47 23.5

Private Service 21 10.5

Teaching 114 57

Total 200 100

The Table 4.1.4 show the distribution of the respondents as per their Job type. Of the
total respondents, 9 % work in Business/Enterprises, 23.5 % work in Government
Services, 10.5 % work in private service and 57 % work as a teaching.

4.1.5 Working Department

Table 4.1.5

Status of Job of Respondents

Department Type Frequency Percent

Finance 44 22
Human Resource 12 6
Information Technology 43 21.5
Marketing 48 24
Other 53 26.5

Total 200 100

 30

The Table 4.1.5 shows the employee working in different department. As per the
table, 22 % of employee work in a finance department, 6 % in Human Resource,
21.5% in Information Technology, 24 % in Marketing and 26.5 % lie in others
department.

4.1.6 Academic Qualification

Table 4.1.6

Status of Academic Qualification of Respondents

Academic Qualification Frequency Percent

Higher Secondary Level 17 8.5

Bachelors 99 49.5
Masters and Above 84 42.0

Total 200 100

The table 4.1.6 shows the respondents as per their academic qualification. Of the total
respondents, 8.5 % are higher secondary level, 49.5 % are bachelors and 42.0 % are
masters and above.

4.1.7 Average Time

Table 4.1.7

Status of Average time of Respondents

Average Time Frequency Percent

2-4 hours 14 7
4-6 hours 57 28.5
6-8 hours 100 50
Above 8 hours 29 14.5

Total 200 100

 31

The table 4.1.7 shows average working time of employee while working from home.
Among total respondents, 50.0 % works 6-8 hours, 7.0 % works 2-4%, 28.5% works
4- 6 hours and 14.5 % works above 8 hours.

4.1.8 Marital Status

Table 4.1.8

Working Environment of Respondents

Working Environment Frequency Percent

Work From home 43 21.5

Work in an office 157 78.5

Total 200 100

Table 4.1.8 shows the working environment that an employee prefer to work. Of the
total respondents, 21.5 % of employees are satisfied with the practice of working from
home while 78.5 % of employee does not prefer work from home. They wish to work
in an office.

4.2 Descriptive Analysis

In order to present descriptive scores, such as the mean and standard deviation of each
variable used in the survey, a descriptive analysis was carried out. The main purpose
of the analysis is to describe the importance of each variable, in order of importance
given to it by survey respondents. Descriptive statistics simply summarize about the
sample and about the observations that have been made. Here, descriptive analysis
includes the calculation of statistical measures, such as mean and standard deviation.
A total of 200 questions with a specific means score were obtained from the SPSS
output. Each question uses a five-point Likert scale, ranging from “strongly disagree"
to "strongly agree"; 5 for “strongly agree"; 4 for “agree", 3 for "neutral ", 2 for"
disagree "and 1 for "strongly disagree". These values help researchers analyze
frequency and aggregate data related to research problems and variables.
 32

Table 4.2.1
Descriptive Analysis of Employee’s Autonomy

Autonomy Min Max Mean Sd

Ability to make my own

decisions about how to schedule
my work 1 5 3.15 0.972

Provides significant autonomy

in making decision 1 5 3.01 0.835

Provides opportunity for indepen-

Dent and freedom in how I do
the work 1 5 3.11 0.856

Gives the chance to use my own

personal initiatives on judgment
in carrying out the work. 1 5 3.11 0.807

Allow to escape workplace distra-

ction and disengage from office
political. 1 5 3.31 0.934

Autonomy Average 1 5 3.1387 0.59436

In Table 4.2, the mean value of an employee who agree that work from home
somehow helps to escape workplace distraction and disengage them from office
political is 3.31. The lowest mean 3.01 shows neutrality that work from home
provides significant autonomy in making decision. Overall, all means shows an
average of more than 3 which shows an agreement that autonomy indeed plays a
crucial role in employee job satisfaction while working from home. Relatively, the
responses were more satisfactory for the statement of the Autonomy. The mean rating
by the respondents ranging from 3.01 to 3.31 which is above the 3, therefore it can be
concluded that the employee agree that the ability to work remotely gave increased
 33

perceptions of autonomy with their work schedule, decision-making, how their work
was conducted, workplace distraction and use their own judgment which in turn
increased their overall job satisfaction levels.

Table 4.2.2
Descriptive analysis of Communication Level of Employee

Communication Min Max Mean Sd

Little opportunity to engage in

informal, face-to-face interaction. 1 5 3.31 0.991

I am less stressed and have more

control 1 5 3.14 0.760

Both people get to say what they

want. 1 5 2.95 0.865

The conversation flows smoothly

Via email. 1 5 3.07 0.800

I feel I am able to present myself

as I want . 1 5 2.97 0.890

Communication Average 1.60 4.80 3.0880 0.59640

In Table 4.2.2, the mean value of an employee who are less stressed and have more
control over how I interact with other is 3.14. Also, employee are satisfactory as they
fell that work from home likely to affect job satisfaction as they have little
opportunity to engage in informal, face-to-face interaction in the workplace. The
lowest mean 2.95 and 2.97 which are below the 3. It clearly explain that when
communicating with co-workers over the phone / video they are not able to present
themselves as they want and also explain that they do not enjoy communicating over
the phone or the videos while working from home.
 34

Overall level of employee's communication with their co-workers was found

satisfactory but in some cases the result was moderately satisfactory. The employee
pattern has the impact on their job satisfaction which has moderated the result as
mentioned above.

Table 4.2.3

Descriptive analysis of job satisfaction and work from home

Communication Min Max Mean Sd

Allows more flexibility and

autonomy 1 5 3.31 0.991

WFH decreases stress 1 5 3.14 0.760

Allow more control over interaction.

With others 1 5 2.95 0.865

Increases Job satisfaction however,

It only increases up to a certain
point 1 5 3.07 0.800

I am enjoying work from home 1 5 2.97 0.890

I prefer work from home rather than

working in an office 1 5 2.57 1.120

Job Satisfaction Average 1.83 4.67 3.0511 .0.61486

The above table 4.2.3 shows the responses given by the respondents regarding the
relationship between job satisfaction and working from home. The average mean
value is 3.0511 which shows an agreement that the work from home plays an
important role in an employee job satisfaction. The lowest mean value 2.57 clearly
shows that employee prefer to work in an office rather than in home.
 35

Overall employee job satisfaction while working from home was found satisfactory
but in some cases the result was moderately satisfactory. The above result states that
work from home increased job satisfaction, however it increases only upto certain
point.

Table 4.2.4
Descriptive analysis of Technology

Technology Min Max Mean Sd

Made my work very flexible while

Working from home. 1 5 3.45 1.224

Maintain high level of communi-

Cation and meeting with my co-
workers 1 5 3.49 0.988

Made my work very easy while

Working from home . 2 5 3.61 1.236

Technology Average 1.6 5.0 3.51 1.030

The above table 4.2.4 shows the overall response score of employees to "Technology
makes my job very flexible when working from home "is satisfactory, with an
average response of 3.45. It makes it clear that technology makes employees work
more flexible and has no impact on their work when working from home.

Similarly, the response of employee to the statement "Technology has maintain high
level of communication and meeting with my co-workers" is satisfactory, with the
mean value 3.49. The result clearly explain that due to the increased use of internet,
cell phones has made possible to work from home and has maintain high level of
communication with co-workers.

The response of employee to the statement" Technology has made my work very easy
while working from home" is satisfactory with the mean value 3.61. It was clear from
 36

the study that the level of the technology in the job satisfaction is satisfactory with the
average mean 3.5156.

Table 4.2.4
Descriptive analysis of work – family environment

Work family Environment Min Max Mean Sd

The demands of my work interfere

With my home and family life 1 5 2.73 0.946

The amount of time my job takes

Up makes it difficult to fulfill
family responsibilities 1 5 2.83 0.849

Things I want to do at home do

not get done because of demands
my job puts on me 1 5 2.79 0.872

Due to work related duties i have to

make changes to my plans for my
family activities. 1 5.0 2.95 0.870

The job allows me to meet the

demand of their job and their own
personal demands 1 5 3.01 0.728

Work Family Environment Average 1.60 5.00 2.8613 0.56944

The table above 42.4 shows that the respondents have somehow average response to
all the statements.
 37

Table 4.2.5
Descriptive analysis of working time

Working Time Min Max Mean Sd

I am successful in segregating my
Working time from non-working
Time 1 5 3.08 0.855

It is feasible for me to work as per the

hours prescribed by the office. 1 5 2.99 0.798

I perform productive work during the

working hours. 1 5 3.27 0.864

Working Time Average 2.00 5.0 3.51 1.030

In Table 4.2.5, the mean value of an employee who agree that they perform
productive work during the working hours is 3.27. The lowest mean 2.99 which is
below the 3. This clearly indicate that they are not happy with the work as per hours
prescribed by the office. Overall, all means shows an average of more than 3 which
shows an agreement that working time indeed plays a crucial role in employee job
satisfaction while working from home.

Relatively, the responses were more satisfactory for the statement of the working
time. The mean rating by the respondents ranging from 3.27 to 3.08 which is above
the 3, therefore it can be concluded that the employee agree that the ability to perform
productive and successfully segregating working time from non- working time which
in turn increased their overall job satisfaction levels.
 38

4.3 Correlation between Variables of Likert Scale of job satisfaction

Correlation analysis is a method of statistical evaluation used to study the strength of

a relationship between two, numerically measured, continuous variables. This
particular type of analysis is useful when a researcher want to establish if there are
possible connections between variables. A positive correlation indicates the extent to
which those variables increases or decreases in parallel; a negative correlation
indicates the extent to which one variable increases as the other decreases. Here the
correlation Analysis was conducted on the independent variables Autonomy,
Technology, Communication, Working time, Work-Family Environment and the
dependent variable Job Satisfaction.

Table 4.3
Correlation Analysis

X1 X2 X3 X4 X5 X6

X1 1 .774 .115 .678 .596 .696

.000 .161 .000 .000 .000

X2 1 .301 .685 .685 .608

.000 .000 .000 .000

X3 1 .258 .326 .043

.001 .000 .600

X4 1 .673 .625
.000 .000

X5 1 .639
.000
 39

X6 1

**. Correlation is significant at the 0.01 level (2-tailed).

Table 4.3 shows the correlation matrix between dependent variable and independent
variables, where, X1= job satisfaction (Dependent variable), X2=Autonomy
(Independent Variable), X3= Work family environment (Independent variable), X4=
Communication (Independent Variable), X5= Technology (Independent Variable),
X6= Working time (Independent variable). The correlation coefficient between job
satisfaction and autonomy is 0.774, which means there is a positive correlation
between job satisfaction and autonomy. The corresponding p-value is 0.000 which is
lower than the level of significance i.e. 0.05, which shows that there is a significant
relation between them.

The correlation coefficient between job satisfaction and work family environment is
0.115, which means there is a positive correlation coefficient between job satisfaction
and work family environment. The corresponding p-value is 0.161, which is greater
than level of significant i.e. 0.05, signifying that there is no significant relationship
between job satisfaction and work family environment.

The correlation coefficient between job satisfaction and communication is 0.678,

which means there is a positive correlation coefficient between job satisfaction and
communication. The corresponding p-value is 0.000, which is lower than the level of
significant i.e. 0.05, signifying that there is significant relationship between them.

The correlation coefficient between job satisfaction and technology is 0.596, which
means there is a positive correlation coefficient between job satisfaction and
technology. The corresponding p-value is 0.000, which is lower than the level of
significant i.e. 0.05, signifying that there is significant relationship between them.

The correlation coefficient between job satisfaction and working time is 0.696, which
means there is a positive correlation coefficient between them. The corresponding p-
value is 0.000, which is lower than the level of significant i.e. 0.05, signifying that
there is significant relationship between them.
 40

Therefore, it can be concluded that the work-home environment is only one factor that
affects the job satisfaction of employees when they work from home. Other variables
that are highly correlated with each other are autonomy, technology, communication,
working time.

4.4 Regression Analysis of Job Satisfaction

A Correlation analysis can only tell whether or not a strong relationship exists
between two variables. But even if a correlation coefficient indicates that a strong
relationship exists between two variables, the exact shape of relationship between the
two variables cannot be determined. In this case, regression analysis provides the
more information about the slope of the relationship. It is used to describe the nature
of relationships and to make predictions. This section determines which independent
variable explains variability in the outcome, how much variability in dependent
variable is explained by independent variable and dependent variable, which variables
are significant upon other variables. For this Multiple Regression was used to explore
the impact of independent variables (Autonomy, Technology, Communication,
Working time and Work-Family Environment) on dependent variable (Job
Satisfaction).

Table 4.4
Regression Analysis of Variables

Model B T P-Value VIF

Constant .313 1.472 .143
Autonomy .526 7.431 .000 2.254
Work family Environment -.114 -2.063 .041 1.255
Communication .171 2.315 .022 2.457
Technology .024 .581 .562 2.376
Working time .257 3.834 .000 2.233

R-Square 0.7
F-Value 67.322
 41

P-Value .000

Multiple Regression Model

Ŷ=β0+β1X1+β2X2+ β3X3+ β4X4+ β5X5+ ei

Where, Ŷ= Job Satisfaction (Dependent variable)

X1=Autonomy, X2= Work family environment, X3= Communication, X4=

Technology, X5= Working time

β0=Constant

β=Coefficient of slope of regression model, e= Error term

On the basis of above findings following regression have been developed:

Ŷ = 0.313+0.526X1-0.114X2+0.171X3+0.024X4+0.257X5+ ei

Based on Table 4.4, a detailed regression analysis has been performed between the
independent variables. Evaluating the overall Beta of independent variables, the
highest impact is created by autonomy with 0.526. Alongside, the autonomy variables
have 0.000 p-values which state that autonomy has the significant impact on job
satisfaction. Likewise, the other remaining independent variable such as work family
environment shows a less significant impact on employee job satisfaction.

The R-Square value which is also known as coefficient of determination can help in
explaining variance. R-Square value which is 0.7 which means 70% variation in job
satisfaction is explained by the autonomy, work-family environment, communication,
technology, working time. However, it still leaves 30% (100-70) % unexplained in
this research. In other words, there are other additional variables that are important in
explaining the job satisfaction that have not been considered in this research. Also, the
F-value is 67.322 with corresponding p-value 0.000 which is less than the level of
significance 0.05. Hence, there is a significant relationship between independent
variables (autonomy, work-family environment, communication, technology, working
time) and dependent variable (job satisfaction)

Likewise, the value of Variance Inflation Factor (VIF) is less than 10 and also near 3
which shows that there is no multi collinearity between the independent variables.
 42

The data shows that multi collinearity does not affect it and we can trust this
coefficient and p-value with no further action. Therefore, the model is a good
description of the relation between the dependent and independent variables. As a
result, the independent variables (autonomy, work-family environment,
communication, technology and working time) are significant in explaining the
variance in job satisfaction

4.5 Summary of Hypothesis

Table 4.5
Summary of the results of Hypothesis Testing

Hypothesis Testing

Statement P-Value Remarks

HO1: There is a significant relationship 0.000

between autonomy and job satisfaction (p<0.05) Reject

HO2: There is a significant relationship

between work-family environment and 0.041
job satisfaction (p<0.05) Reject

HO3: There is a significant relationship 0.022

between Communication and job satisfaction (p<0.05) Reject

HO4: There is a significant relationship 0.562

between technology and job satisfaction (p>0.05) Accept

HO5: There is a significant relationship 0.000

between working time and job satisfaction. (p<0.05) Reject
 43

Hypothesis 01: There is no significant relationship between autonomy and job

satisfaction.

From the above table, there exists significant impact between work-family
environment and employee job satisfaction at 0.041 (p<0.05). Therefore, the above
stated hypothesis HO1 is rejected i.e. there is significant impact between autonomy
and job satisfaction.

Hypothesis 02: There is no significant relationship between work-family

environment and job satisfaction.

From the above table, there exists significant impact between work-family
environment and employee job satisfaction at 0.041 (p<0.05) .Therefore, the above
stated hypothesis HO2 is rejected i.e. there is significant impact between work family
environment and job satisfaction.

Hypothesis 03: There is no significant relationship between communication and

job satisfaction.

From the above table, there exists significant impact between communication and
employee job satisfaction at 0.022 (p<0.05). Therefore, the above stated hypothesis
HO2 is rejected i.e. there is significant impact between communication and job
satisfaction.

Hypothesis 04: There is no significant relationship between technology and job

satisfaction.

From the above table, there exists no significant impact between technology and
employee job satisfaction at 0.562 (p>0.05).Therefore, the above stated hypothesis
HO2 is not rejected i.e. there is no significant impact between technology and job
satisfaction.

Hypothesis 05: There is no significant relationship between working time and job
satisfaction.

From the above table, there exists significant impact between communication and
employee job satisfaction at 0.000 (p<0.05). Therefore, the above stated hypothesis
 44

HO2 is rejected i.e. there is significant impact between communication and job
satisfaction.

4.6 Qualitative Analysis

For the qualitative survey, two of the employees was interviewed and their view
points are expressed below. The first interviewee had the four years of experience in
Information Technology and is currently working at IT Company. The second
interviewee had the overall experience of 6 years in Human Resources and is
currently working at multinational company. Regarding the interviewee experiences,
the obtained results were somewhat similar, however their way of expressing results
were different.

1. How do you feel about working from home?

The first interviewee: I enjoy the flexibility that working from home allows. When
I'm able to set my own hours, it helps me stay on task for a specific amount of
time. I can also set my own working hours and can work during my productive
hours. This translates to a higher quality of work.

The second interviewee: Working from home is one of the good options for many
companies and employees. Specially while coping up with this pandemic
situation. It may save time of commutation and increase the working time. It can
also, enhance the communication skill of employees. However, the productivity
might decrease working at home than at office. The environment of home and
self-commitment plays a vital role here.

2. How do you structure your home environment to be able to work online at

home?
 45

The first interviewee: I have a basic home office setup for work, and I try to
follow a schedule for the working hours. Since I follow a schedule for the working
hours, my family members know when I’m working and when I'm free. I also
have a basic fiber cable connection for internet access. I experience some
connection drops but I don’t have to be online all the time, so it is enough for most
of the time.

The second interviewee: My home environment is pretty much good for working
from home. My family are supportive to give me my own space during office
time. I have good internet access at home to work online.

3. Do you have healthy work and life balance when working from home?

The first interviewee: As I mentioned previously, I try to follow a schedule and

only work on specific hours. We use a time tracking software to keep track of our
working hours, it helps a bit to keep track of how many hours I’ve put on the work
but it is always a struggle to manage work and life.

The second interviewee: It’s difficult to maintain work life balance while working
at home. Because you the office time is flexible at home, you get call for work
anytime at home. Sometimes, the meeting starts early and ends very late.
However, the good thing is you don’t have to commute for work which saves a lot
of work and energy.

4. Are you in regular contact with your team and manager?

The first interviewee: Yeah, we use Discord for voice-based communication and
Microsoft Teams for text-based communication. We use both of them every day.
Especially, discord has been a very great tool to talk with team members. We
usually are on discord during working hours, so it helps us to know who is
currently working and we can hop into a voice channel and discuss things.

The second interviewee: Yes. We do morning huddle every day. And, updating
and communicating via Microsoft teams time to time. 5. How do you prioritize
your work? The first interviewee: Work prioritization depends on the deadline and
 46

the actual priority of a task. We usually go back and forth on more than two
projects. If there is something pressing matter then it gets the priority otherwise
we discuss within the team members and prioritize tasks

5. How do you prioritize your work?

The first interviewee: Work prioritization depends on the deadline and the actual
priority of a task. We usually go back and forth on more than two projects. If there
is something pressing matter then it gets the priority otherwise we discuss within
the team members and prioritize tasks

The second interviewee: On the basis of its urgency and importance

6. Are there any other benefits/problems with working at home that you would
like to share?

The first interviewee: The main problem being work and life management, but
there are some great benefits of working from home like working on your own
time and schedule. Also, I don’t have to commute to work. This is also a great
plus. Overall, in my opinion, benefits outrun the problem of working from home.

The second interviewee: Benefit: Less distraction, more focused time, less stress,
more comfortable space, and healthy food at home. Challenges: The
communication is more effective face to face than through call or texts. And some
works can be done more effective or can be only done physically.
 47

CHAPTER FIVE
SUMMARY AND CONCLUSION

In the previous chapter, the data analysis and hypotheses testing were done according
to the objectives of the study. This Chapter will discuss the key research responses to
the research questions, the implications of these results and the ways they contribute
to our understanding of Organizational Citizenship Behavior. The first section
includes summary of the findings, the second section includes the conclusion of the
study derived from the findings and the third section includes the suggestions for
future research.

5.1 Summary of Findings

The findings supported our hypothesis regarding the impact of various determinants
of Organizational Justice on OCB. Our findings showed that all the independent
variable that was taken for this research had a significant impact on OCB.
Furthermore, the research showed that the most significant factor for the employees in
Nepalese IT industry to have the sense of Organizational Citizenship Behavior is
Organizational justice. Organizations should treat their employees properly by
ensuring that both outcomes and processes followed are fair and equitable.

5.2 Conclusion

Organizational Citizenship Behavior is an evolving concept concerning how and why

people contribute positively to their organizations beyond defined work roles. This
concept has rapidly expanded in recent years. Employees are more likely to engage in
this behavior if they perceive their firms follow a fair policy in terms of outcomes and
treatment. In other words, when employees have a positive perception of
organizational justice, they are more inclined to showing organizational citizenship
behavior. We can also conclude that all the independent variables used in this
research, Distributive Justice, Procedural Justice and Interactional Justice help in
increasing Organizational Citizenship Behavior among the employees.
 48

In line with the research objectives, we can conclude that employees working in
Nepalese organizations demonstrate OCB only when all three dimensions of justice
are implemented properly. All the independent variables used in this study has a
positive relation with the OCB.

However, Distributive Justice and Procedural Justice have more significant relation
with OCB than Interactional Justice as per the correlation analysis.

5.3 Implications

Based on the findings of this study, the implications provided for consideration are, in
order to induce the feeling of Organizational Citizenship Behavior among employees,
the best way is to increase their commitment and loyalty towards the organization.
Individuals whose goals and values align with those of the organization should be
chosen for this purpose.

Organization should hire such people who value the opportunity provided to them and
have a sense of attachment to the company. They should know the importance of their
work, as well as how they contribute to the organization and, eventually, to
themselves.

Organization should develop a culture of appreciation. Every member of the

organization should come forward to value and appreciate the work done by other
employees and should not hesitate to express their appreciation.

A formal reward and recognition system should be developed in order to recognize

those employees who have excelled not only in their goals and targets but also in their
work environment by helping other employees in best possible ways.

Managers play an important role when it comes to encouraging organizational

citizenship behavior. First, as leaders, they need to set an example. If people see their
manager being polite and considerate, supporting team members where they can, it
will inspire them to do the same on their own level, at least to a certain extent.

Lastly, the organization should trust their employees and encourage them when they
make distinct contribution in the organization.
 49

5.4 Suggestion for Further Studies

According to the literature review and the results of this study, there were some
primary directions for future research. Further research studies can investigate the
other added variables. In this study, the variables selected were just three dimensions
of Organizational Justice, having effect on organizational citizenship behavior. Other
variables such as Job Satisfaction, Job Characteristics, Career Development, Job
Recognition, Job Performance etc can be independently used in the further research.

One of the limitations of the research was a small sample size. The future research
work may also consider respondents from locations other than Kathmandu. The
further research can use other variables to do the research, in order to find the main
variables to develop the model regarding the variables affecting organizational
citizenship behavior. The research was based on only few sectors of business such as
IT sector. For future research other sectors such as banking, medical field, hospitality
sector etc can be considered. The study involved a quantitative research method.
Future research could include qualitative research methods for analysis. The
qualitative method may prove useful in explaining the findings associated with the
relations between organizational citizenship behavior and its variables. The sample
size undertaken for this research was very limited so in future other researcher could
select more number of sample sizes so that the better and more reliable results could
be achieved. This research is entirely made for the academic purpose. Thus, same sort
of research can be done for the professional purpose by using other statistical tools as
well.
 50

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