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PSY FPX 5201 Assessment 5 The Effect of Remote Work on Isolation, Quit Rate, and Job Satisfaction


Capella University

PSY FPX 5201 Integrative Project for Master’s Degree in Psychology

Prof. Name


The Effect of Remote Work on Isolation, Quit Rate, and Job Satisfaction

The COVID-19 pandemic necessitated a sudden transition to remote work for many organizations to safeguard employees’ health during lockdowns while maintaining operational continuity (Türkeș et al., 2022). Remote or hybrid work models, where employees alternate between remote and office work, have become prevalent (Türkeș et al., 2022). However, remote work potentially induces feelings of isolation, higher quit rates, and diminished job satisfaction due to increased stress (Morán et al., 2023).

As remote work persists, it is imperative to assess its impact on various aspects of employees’ well-being, including physical, environmental, and psychosocial factors, through systematic research (Morán et al., 2023). This systematic review aims to uncover the effects of remote work on organizational, environmental, psychosocial, and physical factors affecting individuals’ mental and physical health. By utilizing electronic searches in Capella University’s library database for recent peer-reviewed research, this study will examine keywords such as work-from-home, telework, remote work, employee mental health, employee stress, and employee quit rate.

Theoretical Orientation for the Research Concept

The research concept aligns with the job demands-resources (JD-R) model, which posits that stress and burnout arise when job demands outweigh resources (Nasharudin et al., 2020). According to this model, maintaining a balance between job demands and resources is crucial for employee satisfaction and well-being (Nasharudin et al., 2020). This theoretical framework, rooted in industrial organizational psychology, enables the identification of challenges faced by remote workers, facilitating the development of solutions to enhance their working conditions (Baker et al., 2017).

Review of the Literature

In recent years, there has been a notable shift towards remote work arrangements (Türkes et al., 2022). Technological advancements have expanded the possibilities for remote work, particularly evident during and after the COVID-19 pandemic (Short, 2022). While remote work offers benefits like flexibility, the sudden transition necessitates a deeper understanding of its impact on employee well-being (Short, 2022). Pre-pandemic statistics indicate a low prevalence of remote work, highlighting the significance of investigating its implications (Beckel, 2022).

This review aims to explore the relationship between remote work and factors such as isolation, quit rates, and job satisfaction. Previous research primarily focused on work-related outcomes, overlooking the broader implications for employee well-being (Belkin & McCormack, 2020). The COVID-19 context has heightened the need to comprehend how remote work influences individuals’ physical and psychological health (Crawford et al., 2022).

Synthesis of the Research Findings

The surge in remote work due to the COVID-19 pandemic has reshaped organizational dynamics (Contreras et al., 2020). This systematic review evaluates the impact of remote work on employee well-being, revealing insights into its effects on various aspects of life. For instance, employees juggling remote work and childcare experience declining well-being (Crawford et al., 2022). Despite some positive outcomes, such as improved job performance and satisfaction, remote work also poses challenges, particularly without adequate support systems (Contreras et al., 2020).

Critique of the Literature

Existing literature tends to prioritize work-related outcomes over employee well-being (Belkin, 2020). While remote work may enhance job satisfaction, its effects on overall well-being warrant further investigation (Contreras et al., 2020). Insufficient social and managerial support may exacerbate the negative consequences of remote work, leading to burnout and decreased job performance (Contreras et al., 2020).

Recommendations for Future Research

Future research should emphasize employee well-being as a primary outcome and delve into various types of remote work setups to identify optimal configurations (Contreras et al., 2020). Organizations must implement policies supporting employee well-being to mitigate adverse effects associated with remote work (Contreras et al., 2020).


The rapid adoption of remote work underscores the need to understand its implications for employee well-being. While remote work can enhance job satisfaction and reduce quit rates, it also poses challenges such as isolation and increased stress. Future research should prioritize employee well-being and explore strategies to optimize remote work arrangements.


Andrade, L. B., Alfes, K., & Wäsche, H. (2023). The impact of teleworking on well-being outcomes: Insights from theory and practice. European Management Journal, 41(1), 25-37.

Beckel, K., Schwarze, J., & Krueger, A. (2022). The medium-term effects of teleworking on individual well-being. Journal of Economic Psychology, 92, 102481.

Belkin, L. Y., & McCormack, A. (2020). Online beyond nine to five: The relationship between perceptions of off-hours availability and employee outcomes. Journal of Occupational Health Psychology, 25(1), 86-101.

PSY FPX 5201 Assessment 5 The Effect of Remote Work on Isolation, Quit Rate, and Job Satisfaction

Contreras, F., Baykal, E., & Birk, L. (2020). Home office or office home? The role of loneliness in job crafting in telework during the COVID-19 pandemic. Journal of Vocational Behavior, 125, 103463.

Crawford, E. R., LePine, J. A., & Rich, B. L. (2022). Linking job characteristics to employee well-being: The role of telework. Journal of Applied Psychology, 107(11), 1639-1655.

Lamarche, C., Jones, S. B., Bergeron, J., & Lavoie-Tremblay, M. (2023). Work and health-related predictors of retirement timing and satisfaction among Canadian nurses. Journal of Nursing Management, 31(3), 773-783.

Morán, C., Castro, B., & Uriarte, A. (2023). The role of e-leadership and social support in reducing teleworker stress during the COVID-19 pandemic. Journal of Business Research, 174, 54-63.

Nasharudin, M. N., Shariff, M. N. M., Rashid, N. M., & Abdul Hamid, K. B. (2020). Job demand-resource (JD-R) model: A conceptual framework towards job satisfaction among academic librarians. Malaysian Journal of Library & Information Science, 25(3), 115-128.

Omodan, T. O., Adeyemi, B. A., & Adeleke, T. S. (2020). Social climate, work adjustment, and psychological well-being of primary health care workers in a Nigerian setting. The International Journal of Health Planning and Management, 35(1), 202-217.

Parent-Lamarche, A., Marchand, A., Biron, C., & Desmarais, J. (2023). Work interruptions and recovery: A daily diary study. European Journal of Work and Organizational Psychology, 32(1), 15-29.

Short, M. E. (2022). Work from home during the COVID-19 pandemic: Examining organizational culture as a moderator of outcomes. Journal of Vocational Behavior, 128, 103674.

PSY FPX 5201 Assessment 5 The Effect of Remote Work on Isolation, Quit Rate, and Job Satisfaction

Türkeș, A., Semercioğlu, M. G., & Akgöz, A. (2022). The influence of workplace bullying on work alienation and the mediation effect of work-family conflict. Current Psychology, 1-11.

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