The growing prevalence of telework has transformed contemporary work practices, making it essential to understand its effects on employee well-being. This study examines how different telework modalities, hybrid work versus full-time remote work, influence job satisfaction through two key psychological mechanisms: perceived autonomy and perceived organizational purpose. Drawing on the Job Demands Resources theory (JD-R), a model that links psychological resources to job satisfaction, we propose a dual mediation model in which both resources shape the relationship between work modality and employee well-being. Using structural equation modeling (SEM) on survey data from 380 hybrid and fully remote employees in Spain, the results show that full-time remote workers report significantly lower levels of autonomy and purpose, which in turn predict lower job satisfaction. The model explained nearly 60% of job satisfaction, with autonomy (β = 0.55) and purpose (β = 0.22) acting as significant mediators. These findings contribute to a better understanding of how flexible work arrangements affect employee outcomes.
Domenech et al. (Mon,) studied this question.