To investigate the impact of remote working on employee motivation and satisfaction within UK’s E-commerce sector: A Case study on Amazon

CHAPTER 1: Introduction To investigate the impact of remote working on employee motivation and satisfaction within UK’s E-commerce sector: A study on Amazon.

Background

With the introduction of digitalization in the 21^st century, the concept of workplace has changed and remote working has evolved. Remote working refers to the organizational settings in which employees are allowed to work outside the organizational setting. With the advancement in the internet, communication tools and cloud commuting the concept of remote working has developed. The need of this working model has increased after the Covid pandemic when an individual got an opportunity to work from their home. Remote working helps in reducing the cost from both organisation’s and employees’ point of view as it reduces the commute cost and eliminate infrastructure development cost for the company. This also helps in saving energy cost for the company leading to positively impacting on firm’s profitability. Remote working is treated as the non-financial benefit as employees are able to manage their work life balance that have results in fulfilling the social need of the employees. The facility of remote working provides flexibility to workers that lead to enhancing employee’s productivity which resulted in overall growth and development of the business entity. Further, this setting helps in reducing the employee’s turnover by avoiding stressful working environment and assists in enhancing overall mental health of the employees. Amazon is the leading technology company which involved towards providing the large number of goods and services to the customers. The company was incorporated on July, 5 1994 in Washington by Jeff Bezos. The company offers large number of services such as Amazon music, play, robotics, clinic, Luna and prime. The company is having more than 1525000 employees and the market share of firm is 32.7% as well as annual revenue accounted for 24 billion pound (Market share of Amazon, 2022). This dissertation will discuss on the impact of remote working on the job satisfaction of Amazon’s workers.

Time running out on your assignments? New Assignment Help provides fast, efficientAssignment Helpthat doesn't sacrifice quality for speed. Trust our proven expertise to deliver the results you need.

Research aims and objective

Aims:

The aim behind initiating current study is to determine the influence of remote working on overall motivation and satisfaction of employees within Amazon.

Objective:

• To study the concept of remote working and its significance.
• To evaluate theoretical underpinning related to employee’s motivation and satisfaction.
• To analyse relationship between remote working and employee’s satisfaction within Amazon.
• To recommend competent Strategies to Amazon for enhancing employee’s satisfaction.

Research questions

Q.1 What is the meaning of remote working and its importance?

Q.2 What are the factors impacting on employee’s satisfaction and motivation?

Q.3 What is the relationship between the remote working and employee’s satisfaction?

Rationale

The current research is based on determining the influence of the remote working on the overall motivation and satisfaction of employees within the e-commerce sector of UK. This is the research topic as there is an increase in the need to manage the work-life balance of employees which could be effectively undertaken through this working model (Becker et al, 2022). In the current times, flexibility is the crucial requirement of each employee that helps in fulfilling their financial and social needs. The employee retention rate is highly impacted by the flexibility and working model that has adopted by the business entity. This requires firm to adopt a remote working model that will help in providing effective freedom to the workers and also helps in developing the sense of belongings that result in reducing employee’s turnover. For identifying the influence of remote working on worker’s motivation, thematic analyses will be used by the researcher.

Significance

The current study initiated on the role of remote working on employee’s satisfaction will help in creating awareness regarding the importance of work from home facility. This will also aid in providing information regarding the impact of such working model on the behaviour and satisfaction of the employees (Bloom, Han and Liang, 2022). Present research will also help organization in taking informed decision so that negative impact of remote working model could be mitigated. After going through the research, many other organizations in the industry will able to identify the challenges in remote working and initiate effective measures to overcome the issues.

Structure:

Chapter 1: Introduction

This section will discuss on the background of research and organization and provide information regarding the aims and objectives behind the study. It also depicts reasons behind initiating the current study along with the significance of findings.

Chapter 2: Literature review

Second section depicts on the critical analysis of the topic and provides the general trend and approach that help in understanding the research topic.

Chapter 3: Research methodology

This is the third section of dissertation that depict on the various method that will be used for gathering and analysing the information (Sandoval-Reyes, Idrovo-Carlier and Duque-Oliva, 2021). It will depict on the selected method and provide justification for the method selected.

Chapter 4: Findings & Discussion

The interpretation from the data gathered will be provided in this chapter with the help of figures, narration, graphs and statistics.

Chapter 5: Conclusion & Recommendations

This is the final chapter which will summarise the total research and depict on the strength and weakness of the present research.

CHAPTER 2: LITERATURE REVIEW

The concept of remote working and its importance

According to Wang, B., Liu, Qian and Parker (2021) remote working refers to the working model that does not require physical presence of the workers for completing its duties or responsibilities. In this working model, employees are depended on the technology such as cloud computing, video conferencing and other digital tool for collaborating and cooperating with colleague and team members. Becker et al, (2022) stated that remote working helps in reducing the overall stress of the employees that result in better performance. Remote working helps in decreasing the commute stress of the employees that result in enhancing the overall satisfaction and motivation level of the workers.

On the other hand, Ferreira et al, (2021) asserted that remote working has resulted in increasing stress level due to lack of human interaction which develop feeling of loneliness and negatively impact on the overall productivity of the employees. From the survey conducted by Gallup share it has identified that 61% of employees fell stressed due to remote working. Shirmohammadi, Au and Beigi (2022) explicated that remote working support in reducing the overall employee’s turnover and decreases employee absenteeism within the business entity. Due to flexibility in working, employees are able to manage their all personal life which reduces the scope of absenteeism and result in effectively achieving the firm’s objective. This working model provides freedom to the employees for completing their professional as well personal commitment. This supports in enhancing overall satisfactions and aids in increasing retention rate within organization.

On the critical point of view, Galanti et al, (2021) professed that remote working reduces the scope of developing interpersonal relationship with others that result in decreasing employee’s satisfaction. Remote working does not promotes face to face interaction which creates difficulty in understanding other’s perception and resolving issues which lead decline in the employees morale. Yang, Kim and Hong (2021) explicated that remote working helps in managing work-life balance of the individual which result in increasing productivity. Due to remote working, an employee is able to take rest and free time between their work that helps in increasing employee’s focus leading to enhancing overall efficiency and productivity.

However, Brown and Leite (2023) described that remote working has reduced the work life balance due to no rigid schedule or time limit of the work. Remote working provides flexibility to complete the work according to employee convenience that has mitigated the boundary between the work and personal life. From the survey, it has identified that 67% of population believes that due to remote working, they are not able to manage their professional and personal life. Based on the view point of Rakha (2023) it has asserted that remote working helps in maintaining a distance from the office politics that leads to reducing distraction of the employees and increase worker’s focus. Remote working includes communicating with each other through virtual mode and provides a limited scope of gossiping that result in reducing stress and distraction of the employees and enhances the overall efficiency.

On the critical point of view, Ozimek (2020) stated that employees are highly distracted while working from the home that impact on their overall working efficiency. These distractions are from arrival of guest, cleaning equipment, noisy family members, and neighbourhood or due to any technical issue. Prasad et al, (2020) claimed that remote working is very crucial measures for reducing the overall operational cost that create positive impact on the firm’s budget. Organization did not need to pay overhead cost or develop the firm’s infrastructure that has resulted in increasing firm’s profitability position. For example: Amazon is providing large number of customer services job role on remote basis which helps in reducing the need of infrastructure development and decreases the overall cost of business entity (Remote working policy in Amazon. 2024).

However, Donnelly and Johns (2021) asserted that there is a lack of concentration of the worker in work from home jobs that has resulted in increasing the scope of error that leads to increasing overall cost. Due to the lack of interaction, the morale of worker reduces that leads to high turnover and resulting in increasing overall cost of the business entity. Girdwichai and Sriviboon (2020) explicated that remote workers help in attracting the skilled and competent workers that result in enhancing the overall productivity of the business entity. This working model provides location independence that helps in appointing the diverse employees from different location across world and helps in gaining effective workers within the business entity.

On the critical point of view, Manzoor, Wei and Asif (2021) asserted that this working model impact on overall working efficiency of the business entity as this restricts firm from effectively monitor and control the business functions. Mangers are not able to effectively monitor the working of employees and provide them adequate feedback regarding their actions. This results into impacting on the overall efficiency of the employees and negatively impacting on firm’s ability in attaining the goals and objective.

Various factors impacting on satisfaction and morale of the employee

Based on the view point of Ali and Anwar (2021), it has explicated that there are large number of factors that increased or decreased overall satisfaction and motivation level of the employees. Financial compensation is one of the crucial element that has direct impact on the employees performance as company offers effective wages and salary are able to fulfil individual’s financial needs results in enhancing overall satisfaction of the employees. Moreover, Paais and Pattiruhu (2020) asserted that with the change in employee’s needs, non financial incentives are playing a crucial part in enhancing morale and satisfaction of the customers. Recognition and appreciation for the individual helps in enhancing satisfaction and supports in developing a better working environment. For example: Amazon is providing recognition to employees for their efforts, providing flexible schedule options, extra leave polices and health insurance that results in enhancing worker’s morale and result in better organisation’s performance.

Based on the view point of Ann and Blum (2020) it has depicted that growth opportunity provided by the organization has huge impact on the morale of the employees. Training & development session helps in enhancing the skills as well as competencies of the workers and helps them in undertaking complex task. This session result in increasing scope of promotion leading to increasing financial pay and responsibility that helps in enhancing overall employee satisfaction. However, Parashakti et al, (2020) asserted that ineffective training session may result in not attaining organizational goal and objectives subsequent reducing overall employee’s satisfaction and motivation. Further, there are diverse individual in the organization that are having different needs and wants, inefficiency of company in providing appropriate training session reduces worker’s morale which leads to impacting on overall functioning and working of the business entity.

Additionally, Kuswati (2020) claimed that organization’s culture also has huge influence on the overall motivation of the employees. Each employee requires freedom to express their opinion, desire respect and growth opportunity which helps in developing the sense of belongingness and supports in maintaining employees retention. For example: Amazon is involved towards promoting innovation within their enterprise by including intrapreneurship and foster open communication that indicate accurate organizational culture. However, Nguyen, Yandi and Mahaputra (2020) professed that business entity that are following rigid culture and did not provide freedom to employees are reducing employee’s satisfaction level that negatively impact on overall productivity of the workers. Additionally, Aruldoss, Kowalski and Parayitam (2021) contented that that the leadership style used within the business entity creates as huge impact on the employee’s satisfaction and motivation level. It has depicted that firm that are using democratic leadership are valuing the decision and ideas of the employees and provide them opportunity to involve in the decision making process result which increasing overall morale and satisfaction.

On the critical point of view, Johari and Jha (2020) stated that firm that are using autocratic leadership style are creating negative impact on employees satisfaction level as workers are not provided with opportunity to involve in decision making process which result in decreasing their overall satisfaction. According to the view point of Chatterjee, Chaudhuri and Vrontis (2022) it has depicted that equality and fairness in the organization creates high influence on morale of the employees. Business entities that are focusing on promoting equality and fairness in their operation are able to gain trust and confidence of the workers. No employees should be discriminated on any of the basis and fair growth opportunity need to be provided that result in enhancing satisfaction level of the workers. For example: Amazon is strictly following the equality Act 2010 which indicates company’s responsibility towards equality and result in enhancing morale and satisfaction of the business entity.

Moreover, Galanti et al, (2021) explicated that interpersonal relationship within the employees also play a crucial role in changing the motivation level of workers. Leaders that are involved in the regularly communicating with their subordinates are able to develop effective relation with them in reducing their turnover and enhancing overall morale. On the other hand, Alexander et al, (2021) depicted those leaders that are not able to identify and resolving employee’s issues and are unable to create a strong bond with the workers that result in negatively impacting on the satisfaction and motivation level.

In support of the above statement, Niebuhr et al, (2022) asserted that work life balance and flexibility is major factors impacting on employee’s motivation and productivity. In the current times, employees make more focus on managing their social life along with the professional life which requires organization to provide a work environment that could fulfil the worker’s needs and demand. For example: Amazon is offering flexible working arrangement, providing paid off, early leaving in certain situation and creating awareness regarding the measures to promote work-life balance. This supports in defining organization concern towards the worker’s personal life that results in enhancing the workers morale. Bellmann and Hübler (2021) affirmed that meaning work is another factor influencing morale of employees. Workers should be allotted work according to their capability and the task that help in their personal growth. For example: Amazon is involved in analysing employee’s skill and competencies on regular basis and allocating task according to their capability that aid in improving morale and supports in overall development of the employees.

The impact of remote working on the employee’s job satisfaction and motivation

Based on the view point of Niebuhr et al, (2022) it has depicted that remote working is creating a huge impact on the overall functioning and working of the employees. Remote working helps in fulfilling the social needs of the employees which result into enhancement of overall motivation. This working model provides opportunity to easily attend diverse event by managing their work which results in fulfilling the social needs of the employees. This also help worker to meet up with their friend and support in managing work-life balance that result in enhancing the employee’s satisfaction. On the critical point of view Bellmann and Hübler (2021) explicated that remote working is reducing the social life of the employees which has resulted in reducing the overall motivation. From the Maslow’s model, it has identified that social need is very crucial for the individual for improving the overall performance. This working model restricts individual to interact with their colleagues that result in creating issues in creating a strong bond with other employees. From the survey, it has identified that most of employees are facing issues. Due to such working there is no limit regarding the working hours that result in mixing working and personal life of the employees.

Based on the view point of Adisa, Ogbonnaya and Adekoya (2023) it has asserted that remote working has resulted in reducing the interpersonal conflict within the organization which has decreases stress level of workers and support in effectively carrying out their activities. Due to lack of interaction and communication, there is low scope of employees to indulge in any gossips or organization politics that has resulted in reducing stress and anxiety within worker and helped in effectively fluffing their objectives. On the other Kurdi, Alshurideh and Alnaser (2020) stated that due to lack of communication, employees development is restricted which is reducing their motivation from the business entity, Interaction with others help in gaining diverse information and support in resolving any issues and complications that has resulted in increasing worker’s morale. Lack of communication also results in restricting workers form trusting their superiors which eventually impact on the workers productivity.

Van Zoonen and Sivunen (2022) explicated that remote working help in increasing income of the employees that leads to improving employee’s satisfaction. This working model help in decreasing commute cost results in increasing saving of the employees. Additionally, it has identified that organization are providing additional benefits such as food allowance, coupons, internet charges, home infrastructure, system for working that help in increasing employee’s satisfaction resulting in better efficiency. However, Ipsen et al, (2021) professed that that most of the organizations are not providing required equipment and technologies which requires employees to imburse the cost for acquiring required technology. Employee also needs to pay electricity bill and bear all the overhead expenses that has result in increasing worker’s expenses and leads to negatively impacting on their profitability and decrease the overall motivation level of the workers.

Based on the view point of Beňo (2021) it has explicated that remote working help in better development and growth of the workers which help in overall satisfaction of the employees. This working model emphasis over promoting independence that helps in developing various skills of the employees. For Example; Due to distance working, employees are not provided with regular guidance that motivates them to resolve issues on their own which help in developing new skills and competencies. On the critical point of view, Blumberga and Pylinskaya (2019) claimed that this working model restricts employees from gaining knowledge by observing others and reduce the scope of growth and development. It is difficult for manager to determine the appropriate training need as they are not in regular contact with their subordinates that reduces the efficiency of the training and development.

Kłopotek (2019) affirmed that remote working is supporting in improving physical and mental health of the workers that is leading overall well being of the employees. This working model saves the time of the employees and provides opportunity to undertaken exercises and eats healthy. Healthy lifestyle helps individual in working more efficiently and enhancing overall productivity of the workers. On the critical point of view, Pura (2022) has depicted that remote working has resulted in rise of sedentary lifestyle within the employees which is the major cause behind bold and long term health issue. From the research, it has identified that 55% of employees believes that physical inactiveness of the employees has increased due to the remote working model which is causing various serious health issues. In the study, it has identified that 46.9% of workers have gained weight after shifting to the remote working model which is causing dissatisfaction among the employees and negatively impacts their motivation.

Conceptual framework:

Literature gap

Earlier study has been conducted as to identify the need of the remote working in the current era. No emphasis has been paid over determining the impact and the necessity of such working model for influencing the motivation and satisfaction of the employees (Tovmasyan and Minasyan, 2020). This research depicts on the challenges that firm and employees will face due to remote working.

CHAPTER 3: RESEARCH METHODOLOGY

Research type

Research type refers to the diverse methodologies that have been used by researcher for conducting the study. There are two crucial type of research that includes quantitative research and qualitative research. Qualitative research refers to accumulating non statistical aids in understanding opinion, experience and concept (Ahmad et al, 2019). Quantitative research indicates gathering numerical data for identifying characteristic, determining correlation and testing hypothesis. In the context of identifying the impact of remote working, qualitative research type will be prioritizing by the research. This method has been selected as it assists in gaining complex, rich and diverse information regarding the particular phenomena and context. This method help in understanding real time experience of employees which is crucial for gaining accurate and efficient outcome. Qualitative method provides freedom to use diverse research technique that assists in gaining better insight of the research. Further, employee’s emotional aspect could not be recorded in numerical manner which also result in selection of qualitative method. This research type helps in capturing new and diverse beliefs, more versatile and collected targeted information which is crucial for effective research. Qualitative research type provides flexibility as there is no define structure to the instrument that needs to be used in their research which results in effectively carrying out research.

Research approach

Research approach refers to plan and procedure that includes intersection of research design, philosophy and research method for gaining conclusion. The two broad type of research approach includes the inductive and deductive approach. Inductive approach is the method of reasoning that includes observing pattern and theme in data based on which conclusions are formed (Alharahsheh and Pius, 2020). Deductive approach refers to the creating hypothesis based on the existing theories and ideas. For identifying the impact of remote working on worker’s morale, Inductive research approach has been chosen by the researcher. This research approach provides flexibility to the researcher to modify and change its research techniques based on the data and support in studying new phenomena and concept. Inductive research method also assist in discovering new probability in the data and support in predicting the cause behind the certain occurrence results in gaining better understanding of the issue. Inductive approach is based on the holistic point of view that include evaluating the gathered data instead of focusing on already present theories which support in better understanding regarding the complicated events.

Research philosophy

Research philosophy refers to the framework that direct and guides regarding the manners in which research should be conducted based on the nature of knowledge and reality. The two main types of research philosophies include the positivism philosophy and Interpretivism philosophies. Positivism philosophy is based on the assumption that only measurable and quantifiable elements are crucial in the study. In the context of determining the impact of remote working, Interpretivism philosophy has been used and implemented by the researcher. Interpretivism philosophy is based on belief that human perceptions and the social interaction are more crucial for research (Bauer et al, 2021). This has been selected as it is significant method form identifying the mindset, social situation and motivation of the respondent. Data gathering through Interpretivism philosophy help in gaining more accurate information as under this, emotions and beliefs of respondents are undertaken by the researcher. Further, Qualitative data and inductive approach has been selected by research which will be efficiently supported by Interpretivism philosophy.

Data collection method

This refers to the method of contacting with multiple sources as to gain large amount of diverse information and conduct research in most accurate manner. The two most method of gaining information is primary data collection and secondary data collection (Bloomfield and Fisher, 2019). Primary data collection method refers to the process of gathering original data from the individual that has gone through or experienced the research issues. Secondary data collection is the cost and time effective method in which information from previously conducted research has been gathered. For identifying the impacts of work from home model both primary and secondary data collection method has been used by the researcher. Primary data collection has been used as it helps in gaining focused information as it has been gathered for the first time. Primary method has been selected as to gather data based on the original objectives in which regards, survey will be conducted on 30 employees of the Amazon via questionnaires. Additionally, secondary data collection method has also been selected as it aids in saving time and cost of the researcher and support in gaining data in large quantity. Further, this help searcher in gaining expertise and professional data that may not gained by individual researcher. For gaining secondary data large number of books, journals and article has been evaluated and interpreted by the research. Google scholar has been used to gain access to such information and support in effectively and efficiently understanding the research issue.

Sampling

Sampling implies selecting the group or respondent through which primary data has been collected. There are two type of sampling method that includes probability sampling and non probability sampling. Probability method also refers to the random sampling method that includes selecting samples based on the probability theory or judgment theory (Chandra et al, 2019). Non probability method is the sampling method in which respondent are selected on the basis of preferable random, judgment or subjective method. For determining the impact on the employee’s motivation due to remote working, random sampling method has been selected by the researcher. This method has been selected as it provides freedom to gain diverse perception and collect more accurate and reliable information. Further, 30 employees has been selected through probability method on which survey has been conducted with the help of questionnaires.

Data analysis

Data analysis refers to the process or method of inspecting, transforming, arranging and modelling raw data for understanding and gaining wide information regarding the research issue. The two most common methods for analysing the collected method are SPSS and thematic analysis method (Duckett, 2021). SPSS refer to the statistical Package for the social sciences which includes application of statistical tools for analysing quantitative data. Thematic approach includes determining codes and similarity in the gathered data based on which new themes are formed. In the present study, thematic data analysis approaches has been used for identifying the impact of remote working on the motivation and satisfaction level of the employees. This analysis method has been selected as it helps in formation and development of new theory. Thematic analysis method supports in gaining deeper understandings by connecting the literature review to existing theories from that help in developing theoretical framework. For gathering information, qualitative research method has been used which could be effectively analysed through thematic method. Thematic analysis method is the detailed method that assists in generating theme and pattern from the data which could be missed out in other method. This method also supports in effective interpretation as graphs and pie charts are drafted in the method that helps in gaining quick and accurate insight of the research issue.

Ethical consideration

Ethical consideration in the research refers to accumulation of various principles and values that should be followed while carrying out research (Fischer, Boone and Neumann, 2023). While carrying out study, researchers have focus on effectively overcoming the ethical issues of Anonymity, confidentiality, Voluntary participation and informed consent. The respondents are provided with freedom to leave or continue the research based on their desire and no pressure or coercion has been applied while collecting data. Further researcher has focused on effectively communicate with the respondent and all the information regarding the study’s benefits, objective, funding and risk has accurately conveyed. These provide them freedom to decide whether to participate in the research or not. A consent form has been filled by each respondent that indicate the role and responsibility both has fulfilled while carrying out the study.

Researcher is also involved towards maintaining confidentiality of the collected data by using digital tools and technique for carrying out the research. Under this, all the questionnaires have been filled by using the digital method that support in managing secrecy of the information. Responses of the individual have been secured by using a password so that others could not misuse the personal data of the individual. While collecting primary research, probability method has been selected which provide equal opportunity to each individual and scope of the biasness and discrimination have been reduced. Moreover, while using the secondary data, all the information has been effectively cited as to provide recognition and appreciate the effort of original researcher. A reference list has been attached in the end of research as to ensure the accuracy and reliability of the collected information.

Limitation

There are various limitation and shortcoming that are impacting on the overall efficiency of the research (Hodge, 2020). Lack of time and budget is the crucial limitation of the current study, for overcoming the issue secondary research has been conducted by the research. This data help in gaining large amount of information in less time and cost and support in effectively carrying out the research. Further random sampling method has been used that support in saving time in selecting and gathering information. SPSSS requires thorough examination of the data which results in high amount of time requirement for overcoming the issue thematic research analysis has been used. This approach also support in effectively evaluating the result by creating pie charts and graphs that result in better and quick interpretation.

Reliability and Validity

Reliability of the data includes identifying the accuracy of gathered information whereas validity indicates the usefulness of data in the current time (Mehrad and Zangeneh, 2019). For maintaining reliability of secondary data, all the information is analysed on the basis of the objective so that most appropriate information could be determined. The time and situation of the research has also been determined so to identify the validity and accuracy of the information. Further, focus has been paid on using reliable survey techniques and tools as to gain effective information. While analysing literature, key words such as Remote working, motivation as well ecommerce sector has been used to ensure the relevance of the information.

CHAPTER 4: DATA FINDINGS AND ANALYSIS

Theme 1 Most of the worker in Amazon are working remotely for less than 15 days within a month

Particular	Respondent	% of respondent
Once in month	2	7
15 days	18	60
Always	4	13
Never	6	20
Total	30	100

The above graph indicates that more than half of population in Amazon are working remotely for less than 15 days. In the support of findings, Battisti, Alfiero and Leonidou (2022) explicated that remote working help in managing the work life balance of the individual and support in enhancing employee’s productivity and motivation.

Theme 2 Remote working help in improving mental health of the employees

Particular	Respondent	% of respondent
Yes	22	73
No	8	27
Total	30	100

From the above survey, it has been identified that majority of respondent believes that remote working help in improving mental health of the individual that results in better productivity of employees. Based on the finding, Galanti et al, (2021) explicated that Remote working reduces the scope of conflict and decreases distraction of the employees that results in enhancing overall mental health of the individual. This working model provides flexibility to balance personal and professional life of the employees which results in enhancing overall mental wellbeing.

Theme 3 Financial incentive, T&D session, organizational culture and leadership has huge impact on employee’s motivation

Particular	Respondent	% of respondent
Financial incentive	2	6
Training and development session	3	10
Organization culture	2	6
Leadership	7	23
All of the above	16	53
Total	30	100

Based on the survey conducted on the 30 employees of Amazon, it has been depicted that financial incentives, training session, Leadership, organizational culture has huge impact on enhancing employee’s motivation. Delfino and Van Der Kolk (2021) explicated that T&D session help in achieving the personal objective that leads to enhancing overall productivity. Further, organizational culture and leadership promotes an effective working environment for the workers that lead to enhancing overall satisfaction of the employees within the business entity.

Theme 4 Flexibility and work life balance has huge impact on worker’s motivation

Particular	Respondent	% of respondent
Yes	17	57
No	8	26
Not sure	5	16
Total	30	100

It has been depicted form the above survey that more than half of the population believes that flexibility and work life balance is crucial for managing motivation and productivity of the employees. In the support of finding Wang et al, (2021) explicated that flexibility help in fulfilling the social need of the worker that results in overall wellbeing of the employees. Remote working also supports in providing freedom to manage the professional and personal life of the employees that help in enhancing overall productivity.

Theme 5 Flexibility, cost and time effective and high productivity are benefit that are enjoyed due to remote working

Particular	Respondent	% of respondent
Flexibility	4	13
Time effective method	1	3
Cost saving	2	6
Enhance productivity	3	10
All of the above	20	66
Total	30	100

After conducting survey on the 30 employees of the Amazon, it has depicted that cost saving, time effective; flexibility and productivity are the major benefits that have been enjoyed by the workers. In addition to finding, Papanikolaou and Schmidt (2022) stated that remote working help in reducing the commute time of the worker and save the cost of transportation that has results in increasing profitability of employees. This result in increasing productivity of workers that leads to better working of organization.

Theme 6 Remote working help in increasing overall employee’s growth and development

Particular	Respondent	% of respondent
Strongly agree	3	10
Agree	10	33
Neutral	8	26
Disagree	3	10
Strongly disagree	6	20
Total	30	100

From the above research, it has been depicted that remote working help in better growth and development of the worker that support in enhancing overall productivity. According to view point of Sandoval-Reyes, Idrovo-Carlier and Duque-Oliva, (2021) it has depicted that Remote working incompatibility of the employees as they solely resolve all the issues that results in increasing overall productivity. Employees are able to critically analysis all the situations and involves in determining optimum solution that contribute towards developing new skills and competencies.

Theme 7 remote working model is creating negative impact on interpersonal relationship

Particular	Respondent	% of respondent
Enhance communication	2	6
Reduce conflicts	4	13
Lack of collaboration	6	20
Ineffective relationship	12	40
Effective cooperation	6	20
Total	30	100

After initiating the research on the 30 employees of the Amazon it has depicted that remote working is creating a negative impact on overall interpersonal relationship within the superior and subordinates. In the support of the finding, Chatterjee, Chaudhuri and Vrontis, (2022) asserted that remote working reduces the interaction of the employees that restrict them to create trust and confidence within the employees. This also decreases the collaboration and cooperation among employees that impact on overall performance of workers.

Theme 8 Work from home has enhances the frustrated level of employees

Particular	Respondent	% of respondent
Yes	24	80
No	6	20
Total	30	100

On the basis of the survey, it has identified that majority of employee’s fell frustrated due to work form home working model. Bloom, Han and Liang (2022) professed that this working model reduces the social life of the employees as there is time boundary regarding the working hours that results in increasing anger and irritation. Employees are not able to communicate with their colleagues which also results in enhancing frustration level.

Theme 9 Ineffective communication, lack of motivation, technical issue and loneliness are the major issue in remote working

Particular	Respondent	% of respondent
Lack of effective communication	1	3
Loneliness	3	10
Technical issues	2	6
Lack of motivation	8	27
All of the above	16	53
Total	30	100

From the above graph it has depicted that employees usually face issue of isolated, lack of motivation, technical issues and ineffective communication while working from home. Béland, Brodeur and Wright (2023) stated that employees are not able to communicate with colleagues that result in developing feeling of isolation. Further employees may face any technical issues which could not be consulted with the superior that results in enhancing frustration of workers. This issues leads to reducing overall motivation of the workers resulting in impacting on their performance and productivity.

Theme 10 Regular calls, online activities and regular updates are major for enhancing motivation of remote employees

Particular	Respondent	% of respondent
Conducing regular calls	8	26
Providing regular updates	5	16
Initiating online activities	3	10
All of the above	14	46
Total	30	100

After conducting survey on the 30 employees of Amazon it has depicted that firm should involved in regularly communicating with employees, initiating online activities and provide regular updates that help in enhancing employees’ satisfaction. Ferreira et al, (2021) asserted that regularly communicating with employees help in creating sense of respect and values within the employees that result in improving overall worker’s satisfaction. Employer should initiate online activities that help in developing interpersonal relationship with the employees that eventually leads to increasing overall satisfaction and motivation.

DISCUSSION

From the view point of Arul doss, A., Kowalski, K.B. and Parayitam, S., 2021, it has determined that Amazon is providing work from home opportunity for the less than 15 days in the month. This help in employees in balancing the work life balance and also enjoy the professional working environment within the organization. This strategy also helps employees in balancing their professional life and support in enhancing worker’s motivation. On the critical point of view, Wang et al, (2021) stated that remote working model create difficulty in concentrating on the work and impact on overall worker’s satisfaction. Further, it has been identified that remote working play a crucial role in enhancing overall mental health of the employees. In this support, Shirmohammadi, Au and Beigi (2022) explicated that employees are able to create a distance form firm’s politics and issues that results in enhancing mental health of employees. For example: Amazon is involved in promoting work form home that helps worker in managing their work that leads to overall wellbeing of the employees. On the other hand, Delfino and Van Der Kolk (2021) stated that employees are not able to socialize with other employees and did not able to share their perception with others that result in creating dissatisfaction among employees. Remote working also increases the stress level that result in creating various health issues among employees. It has depicted that employee’s motivation is highly influenced by the leadership style, organization culture, financial incentives and T&D sessions. In this regard, Nash and Churchill (2020) claimed that effective organization culture and leadership help in creating optimum workplace environment by providing open communication, respect and promoting equality within firm. Financial incentive help in providing financial security to worker and T&D session aims at development of the personnel that result in enhancing overall satisfaction. For example: Amazon is involved in providing equitable financial incentives and offering T&D session based on employees’ preferences that results in increasing satisfaction. However Kniffin et al, (2021) explicated that non monetary incentives are also playing a crucial role in enhancing overall employee satisfaction. From the findings, it has been depicted that flexibility and work life balance are also major factors that are contributing in overall employee’s satisfaction. Grant et al, (2019) claimed that with the changing time employees’ needs has been converted and focus have been paid over fulfilling the social and personal need of employees rather than only concentrating over financial need. Work life balance is crucial as it help in improving mental, Emotional and physical need of workers result in overall wellbeing. On the critical point, Toscano and Zappalà (2020) asserted that flexibility in work creates a negative impact on the employee’s productivity as employees face issues in adapting to flexible working and also creates negative impact on firm’s culture. It has depicted that remote working help in saving time and cost and promotes productivity for the workers. In the regard, Moretti et al, (2020) contended that remote working help in enhancing employee’s salary as it saves the commute cost for them and also saves time for transportation that results in enhancing overall productivity. For example: Employees depicted that over 500 pound has been saved on the monthly basis due to work from home opportunity. On the contrary point of view, Yang et al, (2022) asserted that worker needs to incur cost towards developing infrastructure within their home and paid overhead cost that results in increasing cost and reduces overall employee’s satisfaction. Growth and development of personnel is positively correlated with the remote working model. Kowalski and Ślebarska (2022) claimed that employees need to overcome all the technical issues and difficulty on their own which develop their skill to resolve diverse issues. On the critical point of view Aczel et al, (2021) explicated that due to lack of interaction with superior and experienced individual employees are not able enhances their knowledge results in negatively impacting on employee’s motivation. Remote working is creating barrier in effective establishment of bond among employees. In this support, Hanrahan et al, (2019) asserted this working model restricted the development of trust and confidence within workers that result in ineffective superiors and subordinate relationship. On the critical point, Paca et al, (2019) explicated that remote working reduces conflicts among employees that leads to enhances interpersonal relationship. Work from home model has resulted in increasing employee’s frustration level due to lack of interactions with others. There is no fix time schedule in the working model that has results in increasing frustration. However Brovelli, Sun and Yordanov (2020) stated that remote working has helped in fulfilling social and security needs of employee’s leading to enhancing satisfaction. Remote working results in increasing the dissatisfaction level within the employees. Fassoni‐Andrade et al, (2021) contended that remote working create obstacle in effective communication that result in creating misunderstanding and impact on overall productivity. For example: 61% of employees in Amazon felt disconnected with the company due to remote working which reduces their motivation level. It has determined that technology support in reduces challenges’ in enhancing motivation for remote employees. In the support Lund et al, (2020) affirmed that video conferencing should be conducted on the regular basis so that employees are able to get regular update regarding firm and felt connected with the organization. For example: Amazon has adopted AWS remote working app that help remote worker in effectively communicates with company and support in increasing their satisfaction level.

CHAPTER 5: CONCLUSION AND RECOMMEDATIONS

Conclusion

Conclusively, it has been depicted that remote working model has created huge impact on the overall working and the motivation of employees within Amazon. From the secondary it has determined that remote working has help in reducing employees stress, frustration level and also support in saving cost and time of the worker that results in enhancing overall employee’s satisfaction level. Further, it has determined that remote working has resulted in enhancing worker’s concentration towards their roles which eventually enhances overall profitability and financial position of the organization. Financial incentives, non financial incentives, growth opportunity, organization’s culture, leadership style, equality, superior- subordinate relationship are various factors impacting on the motivation and satisfaction level of the workers within the business entity. It has been determined that remote working assist in managing work life balance of the employees that leads to increasing overall satisfaction and motivation level of the employees. Remote working is reducing the scope of misunderstanding and interpersonal conflicts among the workers that results in enhancing employee’s motivation and satisfaction level. For conducting further research, qualitative research will be initiated by the research under which primary and secondary sources will be used to gather related data. Qualitative research type has been selected as to effectively understanding employees’ perception and attitude towards the remote working and support in effectively carrying out the research. Under primary research, 30 employees of the Amazon has been selected by using random sampling method that aids in gaining diverse employees and support in promoting equality in the research. Under secondary data collection source, goggle scholar has been used to gain access to large number of books, journals and scholarly data.

Additionally for evaluating the gathered data thematic data analysis techniques has been used by the researcher. This technique help in gaining broad knowledge regarding the research issues by creating graphs and pie chart that aids in better interpretation. From the survey conducted on the 30 employees of Amazon, it has depicted that firm is providing remote work opportunity for less than 15 days within the month. The mental health of the employees is enhancing due to remote working and financial incentives, organizational culture and leadership style are major factor impacting on worker’s satisfaction level. Additionally it has identified that flexibility and work life balance are the crucial requirement of workers in the present time as employees are focusing on managing their personal as well professional life. From the survey, it has identified that remote working is increasing incompatibility and skills of the employees that leads to overall growth and development of the personnel. The remote working model of the employees restricts employees to easily communicate with each other that result in negatively impacting on the interrelationship of the employees. There is no fix schedule or boundary between the professional and personal life in the remote working model that has resulted in increasing frustration level of the workers. Further employee’s professed that remote working is resulting in creating obstacle in communication, develop feeling of isolated that results in reducing overall motivation. It has determined that technology should be used for increasing employee’s interaction that helps in overcoming all the issues.

Recommendation

After conductive the survey, it has depicted that various strategies and measures should be adopted by the Amazon for increasing motivation of remote employees:

• Manager in Amazon should be involved in regularly communicate with the remote employees. Comapnuy should enhance the Amazon chime app that facilitates effective communications within superior and subordinates.
• Virtual recognition program should be initiated by the manager that includes appreciating employees’ effort in the virtual group meeting (Delfanti, 2021). This help in increasing employee’s motivation and result in better productivity.
• Manager should trust the employee’s capability and provide them time to complete the task on their own which help in developing sense of belongingness among workers.
• Further gift cards and additional expenses such as internet, infrastructure expense and electivity should be paid up by the firm that helps in increasing overall satisfaction level.
• Superior should involve in taking care of the health status of the subordinates (Reinders et al, 2020). Under this one on one session should be conducted that will help in identified the stress and issues that are faced by the employees and support in taking effective actions.
• Training and development session should be initiated by using technology which helps in providing growth opportunity and result in increasing overall employee’s satisfaction.

Reflection

In the present study, by structuring and writing up the dissertation my skills and knowledge has been enhanced that results in my overall growth. My understanding regarding the remote working model and its importance in the current tine has been increased. I have identified various challenges and issues regarding remote working which is reducing overall employee’s motivation. From the study, I have gained knowledge regarding diverse research methods and their applicability. I have developed in-depth knowledge regarding quantitative research that aids in effectively carrying out future research. My knowledge regarding various measures and strategies for improving employee’s motivation has also been enhanced through this study.

Research limitation:

The major limitations of the research include lack of adequate time and budget. Due to financial and time constraint, researcher has selected thematic approach over SPSS and study has been carried out on small sample size. Further, researcher has used secondary data as to understand perception of diverse authors in limited time periods.

Future considerations:

In future, researcher is aiming at covering large sample size and initiate quantitative research that aids in gaining in depth information regarding the research issue. Data will be gathered only through primary method which will help in gaining original and reliable information.

REFERENCES

Books and Journals

• Aczel, B., Kovacs, M., Van Der Lippe, T. and Szaszi, B., 2021. Researchers working from home: Benefits and challenges.PloS one,16(3), p.e0249127.
• Adisa, T.A., Ogbonnaya, C. and Adekoya, O.D., 2023. Remote working and employee engagement: a qualitative study of British workers during the pandemic. Information Technology & People, 36(5), pp.1835-1850.
• Ahmad, S., Wasim, S., Irfan, S., Gogoi, S., Srivastava, A. and Farheen, Z., 2019. Qualitative v/s. quantitative research-a summarized review.population,1(2), pp.2828-2832.
• Alexander, A., De Smet, A., Langstaff, M. and Ravid, D., 2021. What employees are saying about the future of remote work. McKinsey & Company, pp.1-13.
• Alexander, A., De Smet, A., Langstaff, M. and Ravid, D., 2021. What employees are saying about the future of remote work. McKinsey & Company, pp.1-13.
• Al-Habaibeh, A., Watkins, M., Waried, K. and Javareshk, M.B., 2021. Challenges and opportunities of remotely working from home during Covid-19 pandemic. Global Transitions, 3, pp.99-108.
• Alharahsheh, H.H. and Pius, A., 2020. A review of key paradigms: Positivism VS interpretivism.Global Academic Journal of Humanities and Social Sciences,2(3), pp.39-43.
• Ali, B.J. and Anwar, G., 2021. An empirical study of employees’ motivation and its influence job satisfaction.Ali, BJ, & Anwar, G.(2021). An Empirical Study of Employees’ Motivation and its Influence Job Satisfaction. International Journal of Engineering, Business and Management,5(2), pp.21-30.
• ang, E., Kim, Y. and Hong, S., 2021. Does working from home work? Experience of working from home and the value of hybrid workplace post-COVID-19. Journal of corporate real estate, 25(1), pp.50-76.
• Ann, S. and Blum, S.C., 2020. Motivating senior employees in the hospitality industry.International Journal of Contemporary Hospitality Management,32(1), pp.324-346. Rasheed, M.I., Jamad, W.N., Pitafi, A.H. and Iqbal, S.M.J., 2020. Perceived compensation fairness, job design, and employee motivation: The mediating role of working environment.South Asian Journal of Management,14(2), pp.229-246.
• Aruldoss, A., Kowalski, K.B. and Parayitam, S., 2021. The relationship between quality of work life and work-life-balance mediating role of job stress, job satisfaction and job commitment: evidence from India. Journal of Advances in Management Research, 18(1), pp.36-62.
• Battisti, E., Alfiero, S. and Leonidou, E., 2022. Remote working and digital transformation during the COVID-19 pandemic: Economic–financial impacts and psychological drivers for employees.Journal of Business Research,150, pp.38-50.
• Bauer, G.R., Churchill, S.M., Mahendran, M., Walwyn, C., Lizotte, D. and Villa-Rueda, A.A., 2021. Intersectionality in quantitative research: A systematic review of its emergence and applications of theory and methods.SSM-population health,14, p.100798.
• Becker, W.J., Belkin, L.Y., Tuskey, S.E. and Conroy, S.A., 2022. Surviving remotely: How job control and loneliness during a forced shift to remote work impacted employee work behaviors and well‐being.Human Resource Management,61(4), pp.449-464.
• Becker, W.J., Belkin, L.Y., Tuskey, S.E. and Conroy, S.A., 2022. Surviving remotely: How job control and loneliness during a forced shift to remote work impacted employee work behaviors and well‐being. Human Resource Management, 61(4), pp.449-464.
• Becker, W.J., Belkin, L.Y., Tuskey, S.E. and Conroy, S.A., 2022. Surviving remotely: How job control and loneliness during a forced shift to remote work impacted employee work behaviors and well‐being. Human Resource Management, 61(4), pp.449-464.
• Béland, L.P., Brodeur, A. and Wright, T., 2023. The short-term economic consequences of Covid-19: exposure to disease, remote work and government response.Plos one,18(3), p.e0270341.
• Bellmann, L. and Hübler, O., 2021. Working from home, job satisfaction and work–life balance–robust or heterogeneous links?. International journal of manpower, 42(3), pp.424-441.
• Bellmann, L. and Hübler, O., 2021. Working from home, job satisfaction and work–life balance–robust or heterogeneous links?. International journal of manpower, 42(3), pp.424-441.
• Beňo, M., 2021. The advantages and disadvantages of E-working: An examination using an ALDINE analysis.Emerging Science Journal,5(1), pp.11-20.
• Bloom, N., Han, R. and Liang, J., 2022. How hybrid working from home works out (No. w30292). National Bureau of economic research.
• Bloom, N., Han, R. and Liang, J., 2022. How hybrid working from home works out (No. w30292). National Bureau of economic research.
• Bloom, N., Han, R. and Liang, J., 2022.How hybrid working from home works out(No. w30292). National Bureau of economic research.
• Bloomfield, J. and Fisher, M.J., 2019. Quantitative research design.Journal of the Australasian Rehabilitation Nurses Association,22(2), pp.27-30.
• Blumberga, S. and Pylinskaya, T., 2019, August. Remote work advantages and disadvantages on the example in it organisation. InInternational Conference NORDSCI. Athens(Vol. 281).
• Brovelli, M.A., Sun, Y. and Yordanov, V., 2020. Monitoring forest change in the amazon using multi-temporal remote sensing data and machine learning classification on Google Earth Engine.ISPRS International Journal of Geo-Information,9(10), p.580.
• Brown, A. and Leite, A.C., 2023. The effects of social and organizational connectedness on employee well‐being and remote working experiences during the COVID‐19 pandemic.Journal of Applied Social Psychology,53(2), pp.134-152.
• Chandra, Y., Shang, L., Chandra, Y. and Shang, L., 2019. Inductive coding.Qualitative research using R: A systematic approach, pp.91-106.
• Chatterjee, S., Chaudhuri, R. and Vrontis, D., 2022. Does remote work flexibility enhance organization performance? Moderating role of organization policy and top management support. Journal of Business Research, 139, pp.1501-1512.
• Chatterjee, S., Chaudhuri, R. and Vrontis, D., 2022. Does remote work flexibility enhance organization performance? Moderating role of organization policy and top management support. Journal of Business Research, 139, pp.1501-1512.
• Chatterjee, S., Chaudhuri, R. and Vrontis, D., 2022. Does remote work flexibility enhance organization performance? Moderating role of organization policy and top management support.Journal of Business Research,139, pp.1501-1512.
• Delfanti, A., 2021. Machinic dispossession and augmented despotism: Digital work in an Amazon warehouse.New Media & Society,23(1), pp.39-55.
• Delfino, G.F. and Van Der Kolk, B., 2021. Remote working, management control changes and employee responses during the COVID-19 crisis.Accounting, Auditing & Accountability Journal,34(6), pp.1376-1387.
• Delfino, G.F. and Van Der Kolk, B., 2021. Remote working, management control changes and employee responses during the COVID-19 crisis.Accounting, Auditing & Accountability Journal,34(6), pp.1376-1387.
• Donnelly, R. and Johns, J., 2021. Recontextualising remote working and its HRM in the digital economy: An integrated framework for theory and practice.The International Journal of Human Resource Management,32(1), pp.84-105.
• Duckett, L.J., 2021. Quantitative research excellence: Study design and reliable and valid measurement of variables.Journal of Human Lactation,37(3), pp.456-463.
• Fassoni‐Andrade, A.C., Fleischmann, A.S., Papa, F., Paiva, R.C.D.D., Wongchuig, S., Melack, J.M., Moreira, A.A., Paris, A., Ruhoff, A., Barbosa, C. and Maciel, D.A., 2021. Amazon hydrology from space: scientific advances and future challenges.Reviews of Geophysics,59(4), p.e2020RG000728.
• Ferreira, R., Pereira, R., Bianchi, I.S. and da Silva, M.M., 2021. Decision factors for remote work adoption: advantages, disadvantages, driving forces and challenges.Journal of Open Innovation: Technology, Market, and Complexity,7(1), p.70.
• Ferreira, R., Pereira, R., Bianchi, I.S. and da Silva, M.M., 2021. Decision factors for remote work adoption: advantages, disadvantages, driving forces and challenges.Journal of Open Innovation: Technology, Market, and Complexity,7(1), p.70.
• Fischer, H.E., Boone, W.J. and Neumann, K., 2023. Quantitative research designs and approaches. InHandbook of research on science education(pp. 28-59). Routledge.
• Galanti, T., Guidetti, G., Mazzei, E., Zappalà, S. and Toscano, F., 2021. Work from home during the COVID-19 outbreak: The impact on employees’ remote work productivity, engagement, and stress.Journal of occupational and environmental medicine,63(7), pp.e426-e432.
• Galanti, T., Guidetti, G., Mazzei, E., Zappalà, S. and Toscano, F., 2021. Work from home during the COVID-19 outbreak: The impact on employees’ remote work productivity, engagement, and stress. Journal of occupational and environmental medicine, 63(7), pp.e426-e432.
• Galanti, T., Guidetti, G., Mazzei, E., Zappalà, S. and Toscano, F., 2021. Work from home during the COVID-19 outbreak: The impact on employees’ remote work productivity, engagement, and stress. Journal of occupational and environmental medicine, 63(7), pp.e426-e432.
• Galanti, T., Guidetti, G., Mazzei, E., Zappalà, S. and Toscano, F., 2021. Work from home during the COVID-19 outbreak: The impact on employees’ remote work productivity, engagement, and stress.Journal of occupational and environmental medicine,63(7), pp.e426-e432.
• Girdwichai, L. and Sriviboon, C., 2020. Employee motivation and performance: Do the work environment and the training matter?.Journal of Security & Sustainability Issues,9.
• Grant, C.A., Wallace, L.M., Spurgeon, P.C., Tramontano, C. and Charalampous, M., 2019. Construction and initial validation of the E-Work Life Scale to measure remote e-working.Employee Relations,41(1), pp.16-33.
• Hanrahan, B.V., Martin, D., Willamowski, J. and Carroll, J.M., 2019. Investigating the Amazon Mechanical Turk market through tool design.Computer Supported Cooperative Work (CSCW),28, pp.795-814.
• Hodge, S.R., 2020. Quantitative research. InRoutledge Handbook of Adapted Physical Education(pp. 147-162). Routledge.
• Ipsen, C., van Veldhoven, M., Kirchner, K. and Hansen, J.P., 2021. Six key advantages and disadvantages of working from home in Europe during COVID-19.International journal of environmental research and public health,18(4), p.1826.
• Johari, S. and Jha, K.N., 2020. Impact of work motivation on construction labor productivity.Journal of management in engineering,36(5), p.04020052.
• Kłopotek, M., 2019. The advantages and disadvantages of remote working from the perspective of young employees.Organizacja i Zarządzanie: kwartalnik naukowy, (4), pp.39-49.
• Kniffin, K.M., Narayanan, J., Anseel, F., Antonakis, J., Ashford, S.P., Bakker, A.B., Bamberger, P., Bapuji, H., Bhave, D.P., Choi, V.K. and Creary, S.J., 2021. COVID-19 and the workplace: Implications, issues, and insights for future research and action.American psychologist,76(1), p.63.
• Kowalski, G. and Ślebarska, K., 2022. Remote working and work effectiveness: a leader perspective.International Journal of Environmental Research and Public Health,19(22), p.15326
• Kurdi, B., Alshurideh, M. and Alnaser, A., 2020. The impact of employee satisfaction on customer satisfaction: Theoretical and empirical underpinning. Management Science Letters, 10(15), pp.3561-3570.
• Kuswati, Y., 2020. The effect of motivation on employee performance.Budapest International Research and Critics Institute-Journal (BIRCI-Journal),3(2), pp.995-1002.
• Lund, S., Madgavkar, A., Manyika, J. and Smit, S., 2020. What’s next for remote work: An analysis of 2,000 tasks, 800 jobs, and nine countries.McKinsey Global Institute, pp.1-13.
• Manzoor, F., Wei, L. and Asif, M., 2021. Intrinsic rewards and employee's performance with the mediating mechanism of employee's motivation.Frontiers in psychology,12, p.563070.
• Mehrad, A. and Zangeneh, M.H.T., 2019. Comparison between qualitative and quantitative research approaches: Social sciences.International Journal For Research In Educational Studies, Iran,5(7), pp.1-7.
• Moretti, A., Menna, F., Aulicino, M., Paoletta, M., Liguori, S. and Iolascon, G., 2020. Characterization of home working population during COVID-19 emergency: a cross-sectional analysis.International journal of environmental research and public health,17(17), p.6284.
• Nash, M. and Churchill, B., 2020. Caring during COVID‐19: A gendered analysis of Australian university responses to managing remote working and caring responsibilities.Gender, Work & Organization,27(5), pp.833-846.
• Nguyen, H.N., Le, Q.H., Tran, Q.B., Tran, T.H.M., Nguyen, T.H.Y. and Nguyen, T.T.Q., 2020. The impact of organizational commitment on employee motivation: A study in Vietse enterprises.The Journal of Asian Finance, Economics and Business,7(6), pp.439-447.
• Nguyen, P.T., Yandi, A. and Mahaputra, M.R., 2020. Factors that influence employee performance: motivation, leadership, environment, culture organization, work achievement, competence and compensation (A study of human resource management literature studies).Dinasti International Journal of Digital Business Management,1(4), pp.645-662.
• Niebuhr, F., Borle, P., Börner-Zobel, F. and Voelter-Mahlknecht, S., 2022. Healthy and happy working from home? Effects of working from home on employee health and job satisfaction. International journal of environmental research and public health, 19(3), p.1122.
• Niebuhr, F., Borle, P., Börner-Zobel, F. and Voelter-Mahlknecht, S., 2022. Healthy and happy working from home? Effects of working from home on employee health and job satisfaction. International journal of environmental research and public health, 19(3), p.1122.
• Ozimek, A., 2020. The future of remote work.Available at SSRN 3638597.
• Paais, M. and Pattiruhu, J.R., 2020. Effect of motivation, leadership, and organizational culture on satisfaction and employee performance.The journal of asian finance, economics and business,7(8), pp.577-588.
• Paca, V.H.D.M., Espinoza-Dávalos, G.E., Hessels, T.M., Moreira, D.M., Comair, G.F. and Bastiaanssen, W.G., 2019. The spatial variability of actual evapotranspiration across the Amazon River Basin based on remote sensing products validated with flux towers.Ecological Processes,8(1), pp.1-20.
• Papanikolaou, D. and Schmidt, L.D., 2022. Working remotely and the supply-side impact of Covid-19.The Review of Asset Pricing Studies,12(1), pp.53-111.
• Parashakti, R.D., Fahlevi, M., Ekhsan, M. and Hadinata, A., 2020, April. The influence of work environment and competence on motivation and its impact on employee performance in health sector. In3rd Asia Pacific International Conference of Management and Business Science (AICMBS 2019)(pp. 259-267). Atlantis Press.
• Prasad, D.K., Mangipudi, D.M.R., Vaidya, D.R. and Muralidhar, B., 2020. Organizational climate, opportunities, challenges and psychological wellbeing of the remote working employees during COVID-19 pandemic: A general linear model approach with reference to information technology industry in Hyderabad.International Journal of Advanced Research in Engineering and Technology (IJARET),11(4).
• Pura, J.J., 2022. Linking motivation and employee engagement through gamification in remote working.International Journal of Academe and Industry Research,3(1), pp.52-69.
• Rakha, N.A., 2023. Ensuring Cyber-security in Remote Workforce: Legal Implications and International Best Practices.International Journal of Law and Policy,1(3).
• Reinders, S., Alva, A., Huicho, L. and Blas, M.M., 2020. Indigenous communities’ responses to the COVID-19 pandemic and consequences for maternal and neonatal health in remote Peruvian Amazon: a qualitative study based on routine programme supervision.BMJ open,10(12), p.e044197.
• Sandoval-Reyes, J., Idrovo-Carlier, S. and Duque-Oliva, E.J., 2021. Remote work, work stress, and work–life during pandemic times: A Latin America situation. International Journal of Environmental Research and Public Health, 18(13), p.7069.
• Sandoval-Reyes, J., Idrovo-Carlier, S. and Duque-Oliva, E.J., 2021. Remote work, work stress, and work–life during pandemic times: A Latin America situation. International Journal of Environmental Research and Public Health, 18(13), p.7069.
• Sandoval-Reyes, J., Idrovo-Carlier, S. and Duque-Oliva, E.J., 2021. Remote work, work stress, and work–life during pandemic times: A Latin America situation.International Journal of Environmental Research and Public Health,18(13), p.7069.
• Shirmohammadi, M., Au, W.C. and Beigi, M., 2022. Remote work and work-life balance: Lessons learned from the covid-19 pandemic and suggestions for HRD practitioners.Human Resource Development International,25(2), pp.163-181.
• Šmite, D., Moe, N.B., Klotins, E. and Gonzalez-Huerta, J., 2023. From forced Working-From-Home to voluntary working-from-anywhere: Two revolutions in telework. Journal of Systems and Software, 195, p.111509.
• Toscano, F. and Zappalà, S., 2020. Social isolation and stress as predictors of productivity perception and remote work satisfaction during the COVID-19 pandemic: The role of concern about the virus in a moderated double mediation.Sustainability,12(23), p.9804.
• Tovmasyan, G. and Minasyan, D., 2020. The Impact of Motivation on Work Efficiency for Both Employers.Business Ethics and Leadership,4(3).
• Van Zoonen, W. and Sivunen, A.E., 2022. The impact of remote work and mediated communication frequency on isolation and psychological distress. European Journal of Work and Organizational Psychology, 31(4), pp.610-621.
• Wang, B., Liu, Y., Qian, J. and Parker, S.K., 2021. Achieving effective remote working during the COVID‐19 pandemic: A work design perspective.Applied psychology,70(1), pp.16-59.
• Wang, B., Liu, Y., Qian, J. and Parker, S.K., 2021. Achieving effective remote working during the COVID‐19 pandemic: A work design perspective.Applied psychology,70(1), pp.16-59.
• Wang, B., Liu, Y., Qian, J. and Parker, S.K., 2021. Achieving effective remote working during the COVID‐19 pandemic: A work design perspective.Applied psychology,70(1), pp.16-59.
• Yang, L., Holtz, D., Jaffe, S., Suri, S., Sinha, S., Weston, J., Joyce, C., Shah, N., Sherman, K., Hecht, B. and Teevan, J., 2022. The effects of remote work on collaboration among information workers.Nature human behaviour,6(1), pp.43-54.
• Yang, L., Holtz, D., Jaffe, S., Suri, S., Sinha, S., Weston, J., Joyce, C., Shah, N., Sherman, K., Hecht, B. and Teevan, J., 2022. The effects of remote work on collaboration among information workers. Nature human behaviour, 6(1), pp.43-54