The impact of remote work on employee and stress and

productivity and we'll being

Muhammad Ijaz

UNIVERSTY OF EDUCATION LAHORE, VEHARI CAMPUS

2024
The impact of remote work on employee and stress and
productivity and we'll being

MUHAMMAD IJAZ
BSF2005992
BBA-2024

A Thesis submitted in partial fulfillment of the

requirement for the award of the degree of
Bachelors of Management and Business Administration

UNIVERSITY OF EDUCATION
VEHARI
6TH MAY 2024
 UNDERTAKING

I solemnly declare that research work presented in the thesis entitled “The impact of remote work
on employee and stress and productivity and we'll being” is solely my research work with no
significant contribution from any other person. Small contribution wherever taken has been duly
acknowledged and that complete thesis has been written by me.
I understand the zero-tolerance policy of the HEC and University of Education, Lahore towards
plagiarism. Therefore, I as an Author of the above titled thesis declare that no portion of my
research project has been plagiarized and any material used as reference is properly referred.
I undertake that if I am found guilty of any formal plagiarism in the above titled thesis even after
award of BBA, the University reserves the rights to withdraw my BS degree and that HEC and the
University has the right to publish my name on the HEC/University Website on which names of
students are placed who submitted plagiarized thesis.

Name: __________________________________________
Signature: __________________________________________
Date: __________________________________________
 DEDICATION

This thesis is dedicated to my brother and teachers, who have been a constant source of
inspiration and support throughout my journey. Their confidence in my abilities has strengthened
my determination to learn new things and strive for excellence. The unwavering support, love,
and sacrifices they have made are all reflected in this work. They never lost faith in me, and for
that, I will be eternally grateful.
 Acknowledgement
I am deeply grateful to Almighty Allah for making the successful completion of this project
possible. I am taking this opportunity to express my great pleasure and gratitude to our Supervisor,
Dr. Tahir Khan, for his continuous encouragement, support, and guidance throughout the project.
Furthermore, I would like to pay my sincere gratitude and give special thanks to our respected Co-
Supervisor, Dr. Asrar Ahmad Sabir, for his constant guidance, advice, encouragement, and
invaluable assistance in the overall preparation of this project.
Additionally, I would like to highly acknowledge and appreciate Dr. Tahir Khan for his continuous
support, personal attention, encouragement, and assistance, which have made me more confident
and capable in completing this project.
Table of Contents

Contents
Abstract ......................................................................................................................................................... 8
1 CHAPTER NO.1 INTRODUCTION: ................................................................................................. 9
1.1. Background Information: .............................................................................................................. 9
1.2. Problem Statement ...................................................................................................................... 10
1.3. Research Objectives: ................................................................................................................... 11
1.4. Research Questions: .................................................................................................................... 11
1.5. Proposed Thesis Structure:.......................................................................................................... 12
1.6. Significance: ............................................................................................................................... 12
1.7. Scope:.......................................................................................................................................... 13
1.8. Limitation.................................................................................................................................... 13
2 CHAPTER NO. 2 LITERATIRE REVIEW........................................................................................ 14
2.1. Remote Work ................................................................................................................................... 14
2.2. Job Satisfaction: ............................................................................................................................... 15
2.3. Techno-Stress ................................................................................................................................... 15
2.4. Conceptual Framework: ................................................................................................................... 17
2.5. Research Hypotheses Development ................................................................................................. 18
2.6. Empirical Study ............................................................................................................................... 19
2.6.1. Remote Work Theory .......................................................................................................... 19
3 CHAPTER NO. 3. METHODOLOGY: .............................................................................................. 21
3.1. Introduction:..................................................................................................................................... 21
3.2. Research Design: ............................................................................................................................. 21
3.3. Target Population: ............................................................................................................................ 21
3.4. Sample and sample size: .................................................................................................................. 21
3.5. Sampling Techniques: ...................................................................................................................... 22
3.6. Data Collection Method: .................................................................................................................. 22
3.7. Resources: ........................................................................................................................................ 22
3.8. Dependent Variable .......................................................................................................................... 23
3.9. Independent Variables ...................................................................................................................... 23
3.10. Research Questionnaire.................................................................................................................. 23
3.11. Ethical Consideration: ............................................................................................................. 24
3.12. Limitations of the Study:......................................................................................................... 25
 3.13 Timetable/Research Plan:................................................................................................................ 25
3.14. Summary ........................................................................................................................................ 25
4 CHAPTER NO. 4 RESULTS:............................................................................................................. 26
4.1. Results:............................................................................................................................................ 26
5. CHAPTER NO. Findings and Conclusions ....................................................................................... 31
5.1. FINDINGS .................................................................................................................................. 31
5.2. Conclusions ................................................................................................................................. 31
6. CHAPTER NO.................................................................................................................................... 33
6.1. FUTURE RECOMMENDATIONS ............................................................................................ 33
7. References ........................................................................................................................................... 34
8. Appendix ............................................................................................................................................. 36
Abstract
The rapid global shift to remote work due to the COVID-19 pandemic has raised significant concerns about
its impact on employee stress, productivity, and well-being. While remote work arrangements offer various
benefits, such as increased flexibility and reduced commuting time, they also present unique challenges that
can potentially affect employee mental health and work performance. Existing research has primarily
focused on specific aspects of remote work, without considering the broader, interconnected impact on
employee health and organizational outcomes. This study aims to address the research gap by conducting a
comprehensive and interdisciplinary investigation of the complex relationship between remote work,
employee stress, productivity, and well-being. The study will employ a mixed-methods approach,
combining quantitative and qualitative data collection and analysis techniques, to provide a more holistic
understanding of the research topic. Participants will be recruited from a diverse range of industries and
company sizes within the Pakistani context, which has witnessed a significant increase in remote work
adoption during the pandemic.

The study will explore the psychological and physiological effects of remote work, investigate its impact
on employee productivity and performance, analyze the interplay with employee well-being and
organizational outcomes, and identify effective organizational strategies and individual factors that can
moderate the relationship. The findings will contribute to the development of evidence-based strategies and
best practices to support remote workers and promote positive organizational outcomes.

Keywords: Remote work, employee stress, employee productivity, employee well-being, Pakistan
 1 CHAPTER NO.1 INTRODUCTION:
1.1. Background Information:
Remote work, also known as telecommuting or telework, refers to the practice of employees
performing their job duties outside of a traditional office setting, often from their own homes or
other locations. The COVID-19 pandemic has significantly accelerated the shift towards remote
work, with a large portion of the global workforce transitioning to working from home
(Brynjolfsson et al., 2020). Remote work, also known as telecommuting or telework, refers to the
practice of employees performing their job duties outside of a traditional office setting, often from
their own homes or other locations. The COVID-19 pandemic has significantly accelerated the
shift towards remote work, with a large portion of the global workforce transitioning to working
from home (Brynjolfsson et al., 2020). The COVID-19 pandemic has been a transformative event,
leading to a significant increase in the adoption of remote work arrangements across various
industries and sectors globally. Prior to the pandemic, remote work was already a growing trend,
with technological advancements and the increasing need for flexibility driving its adoption.
However, the pandemic-induced lockdowns and social distancing measures accelerated this shift,
with a large portion of the workforce transitioning to working from home. Remote work, also
known as telecommuting or telework, refers to the practice of employees performing their job
duties outside of a traditional office setting, often from their own homes or other locations. This
arrangement allows for greater flexibility in terms of work schedules, work-life balance, and
reduced commuting time and costs. For many organizations, the shift to remote work was a
necessary and abrupt response to the pandemic, as they sought to maintain business continuity and
ensure the safety of their employees. The potential benefits of remote work are well-documented
in the literature. Increased flexibility and autonomy can lead to improved work-life balance, as
employees are able to better manage their personal and professional responsibilities. Eliminating
the need for a daily commute can result in significant time and cost savings for employees,
contributing to overall well-being and quality of life. Additionally, remote work can enable
organizations to attract and retain a more diverse talent pool, as geographic location becomes less
of a constraint. However, the sudden and widespread implementation of remote work arrangements
has also raised concerns about its impact on employee well-being and organizational performance.
Existing research has highlighted the complex and multifaceted nature of remote work, with
studies exploring various aspects related to employee stress, productivity, and well-being.One of
the key challenges associated with remote work is the potential for increased feelings of isolation
and loneliness. The lack of in-person social interaction and the blurring of work-life boundaries
can lead to higher levels of anxiety, depression, and burnout among remote workers. The need for
self-discipline, self-motivation, and effective time management skills becomes more pronounced
in a remote work setting, as employees must navigate the challenges of working autonomously
from their homes. The impact of remote work on employee productivity has been a subject of
ongoing debate and research. While some studies have found positive effects on performance, such
as increased efficiency and task completion, others have reported challenges in maintaining
engagement, collaboration, and innovation in a remote work environment. Factors such as the
nature of the work, the availability of organizational support, and individual characteristics can
influence the relationship between remote work and productivity. Furthermore, the interplay
between remote work, employee well-being, and organizational outcomes, such as job satisfaction,
turnover, and innovation, has been a focus of recent investigations. Researchers have sought to
understand the complex dynamics between these variables, as remote work can have both positive
and negative implications for both individuals and organizations. To address these multifaceted
challenges, a comprehensive and interdisciplinary approach is needed. Researchers and
practitioners must collaborate to develop a deeper understanding of the impact of remote work on
employee stress, productivity, and well-being, and identify effective strategies and best practices
to support remote workers and promote positive organizational outcomes. This holistic approach
can help organizations navigate the complexities of the remote work landscape and ensure the
well-being and success of their workforce.

1.2. Problem Statement

The rapid shift to remote work due to the COVID-19 pandemic has raised concerns about its
multifaceted impact on employee stress, productivity, and well-being. While remote work offers
benefits such as increased flexibility and reduced commuting time, it also presents unique
challenges that can potentially affect employee mental health and work performance. Existing
studies have primarily focused on specific aspects of remote work, without considering the
broader, interconnected impact on employee health and organizational outcomes. The research gap
lies in the need for a more holistic and interdisciplinary investigation of the complex relationship
between remote work, employee stress, productivity, and well-being. Further research is necessary
to explore the psychological and physiological effects of remote work, investigate its impact on
employee productivity and performance, analyze the interplay with employee well-being and
organizational outcomes, and identify effective organizational strategies and individual factors that
can moderate the relationship. By addressing this research problem, the study aims to provide a
comprehensive understanding of the multifaceted impact of remote work, ultimately contributing
to the development of strategies and best practices to support remote workers and promote positive
organizational outcomes.

1.3. Research Objectives:

The primary objectives of this study on the impact of remote work on employee stress, productivity, and
well-being are as follows:

• To investigate the psychological and physiological effects of prolonged remote work on employee
stress levels, and mental health.
• To examine the impact of remote work on employee productivity, task performance, and work
engagement, and identify the underlying factors that contribute to these outcomes.
• To analyze the interplay between remote work, employee well-being (e.g., physical health, work-
life balance, job satisfaction), and organizational outcomes (e.g., retention, team collaboration,
innovation).
• To identify effective organizational strategies, managerial practices, and employee support
systems that can mitigate the potential negative impacts of remote work and promote positive
outcomes.
• To examine the role of individual differences, such as personality traits, self-regulation skills, and
remote work experience, in moderating the relationship between remote work and employee
stress, productivity, and well-being.

1.4. Research Questions:

• What are the psychological and physiological effects of prolonged remote work on employee
stress levels, coping mechanisms, and mental health?
• How does remote work impact employee productivity, task performance, and work engagement,
and what are the underlying factors that contribute to these outcomes?
• What is the interplay between remote work, employee well-being (e.g., physical health, work-life
balance, job satisfaction), and organizational outcomes (e.g., retention, team collaboration,
innovation)?
 • What effective organizational strategies, managerial practices, and employee support systems can
be implemented to mitigate the potential negative impacts of remote work and promote positive
outcomes?
• What role do individual differences, such as personality traits, self-regulation skills, and remote
work experience, play in moderating the relationship between remote work and employee stress,
productivity, and well-being?

1.5. Proposed Thesis Structure:

Thesis is breakup into five chapters. The first chapter is an introduction and the second chapter is
a review of the literature which consists of variables and definition and critical literature review
and development of research hypothesis. Chapter third includes methodology which includes
research design, population, sample selection, variables measurement and method or techniques
for analysis. Fourth chapter is explanation about result. Fifth chapter include discussion of results

1.6. Significance:
The proposed study on the impact of remote work on employee stress, productivity, and well-being holds
significant theoretical and practical implications. From a theoretical standpoint, the research aims to address
a notable gap in the existing literature by providing a more holistic and interdisciplinary understanding of
the complex relationship between remote work and its multifaceted impact on employees. By exploring the
psychological and physiological effects of prolonged remote work, investigating its influence on employee
productivity and performance, and analyzing the interplay between remote work, employee well-being, and
organizational outcomes, the study will expand the current knowledge in this domain and contribute to the
theoretical development in these areas. On a practical level, the findings of this study will offer valuable
insights for organizations, enabling them to develop evidence-based strategies and best practices to
effectively support and manage remote workers. This is particularly relevant given the rapid global shift to
remote work due to the COVID-19 pandemic, which has raised significant concerns about the potential
negative impacts on employee stress, productivity, and well-being. The study's contextual focus on the
Pakistani context, where remote work adoption has witnessed a significant increase during the pandemic,
will provide locally relevant insights that can inform the development of organizational policies, managerial
practices, and employee support systems. By addressing the needs of both organizations and employees in
Pakistan, the research will contribute to the local knowledge base and inform policymakers and industry
leaders on the design of guidelines and support systems for remote workers, promoting more effective and
inclusive remote work practices.
Overall, this study holds the potential to make meaningful contributions to the theoretical understanding of
remote work and its multifaceted impact, while also providing practical solutions to help organizations and
employees navigate the complexities of the remote work landscape and foster positive outcomes.

1.7. Scope:
The scope of the proposed study on the impact of remote work on employee stress, productivity, and well-
being is comprehensive and multi-dimensional. The research will extend beyond the examination of
isolated aspects of remote work and instead adopt a holistic approach to investigate the complex
interrelationships between various factors. Firstly, the study will delve into the psychological and
physiological effects of prolonged remote work, exploring how it affects employee stress levels, coping
mechanisms, and overall mental health. This in-depth analysis will shed light on the intricacies of remote
work and its potential influence on the well-being of the workforce. Additionally, the study will examine
the impact of remote work on employee productivity, task performance, and work engagement, identifying
the underlying factors that contribute to these outcomes. This investigation will provide valuable insights
into the nuances of remote work and its influence on organizational performance. Furthermore, the research
will analyze the interplay between remote work, employee well-being (encompassing physical health,
work-life balance, and job satisfaction), and broader organizational outcomes, such as employee retention,
team collaboration, and innovation. By exploring these interconnected elements, the study will offer a
comprehensive understanding of the multifaceted impact of remote work on both individual and
organizational levels. The scope of the study will also include the examination of effective organizational
strategies, managerial practices, and employee support systems that can mitigate the potential negative
impacts of remote work and promote positive outcomes. This aspect of the research will be particularly
valuable in informing the development of evidence-based policies and interventions to support remote
workers and foster a thriving work environment.

Finally, the study will investigate the role of individual differences, such as personality traits, self-regulation
skills, and remote work experience, in moderating the relationship between remote work and employee
stress, productivity, and well-being. This exploration will provide insights into the personalized factors that
contribute to the varied experiences of remote workers, further enhancing the depth and breadth of the
research.

1.8. Limitation
The study's sample size is relatively small (72 respondents), which may limit the generalizability
of the findings to the broader population from Vehari, Burewala and Lahore. Additionally, the
gender distribution within the sample skews heavily towards males (73.2%), potentially
overlooking gender-specific perspectives on remote work.
The analysis in this study is from Vehari, Burewala and Lahore. The study relies solely on primary
data collected through questionnaires, which may be subject to response biases and limitations in
respondents' understanding of the subject matter. Additionally, the exclusion of certain
respondents (e.g., employees above manager level) may introduce selection bias.
By concentrating on Vehari, Burewala and Lahore, the study provides insights specific to these
region but may miss broader trends or variations across different districts or provinces in Pakistan.

2 CHAPTER NO. 2 LITERATIRE REVIEW

2.1. Remote Work
The COVID-19 pandemic has led to a significant increase in remote work, as organizations have
had to adapt to social distancing and lockdown measures. This literature review examines the
current research on the impacts and implications of remote work. Benefits of Remote Work, it
allows employees to have more flexibility in managing their personal and professional
responsibilities, leading to higher job satisfaction and reduced stress (Gajendran & Harrison, 2007;
Bloom et al., 2015). Increased productivity: Many studies have found that remote workers tend to
be more productive than their office-based counterparts, due to factors such as reduced distractions
and commute time (Bloom et al., 2015; Dutcher, 2012). Cost savings: For employers, remote work
can lead to reduced overhead costs, such as office space and maintenance expenses (Barrero et al.,
2021; Mas & Pallais, 2017).

Challenges of Remote Work, while remote work has many benefits, it also presents several
challenges, including: Isolation and loneliness: Lack of in-person social interaction can lead to
feelings of isolation and loneliness among remote workers, which can negatively impact mental
health and well-being (Golden et al., 2008; Lika & Viljoen, 2021). Communication and
collaboration difficulties: Coordinating tasks and maintaining effective communication can be
more challenging in a remote work environment, especially for teams that are used to in-person
collaboration (Dahlander & Frederiksen, 2012; Choudhury et al., 2021). Blurred work-life
boundaries: The lack of physical separation between work and home can make it difficult for
remote workers to "switch off" and maintain a healthy work-life balance (Dubey & Tripathi, 2020;
Kazekami, 2020). The literature on remote work suggests that it can provide significant benefits
for both employees and employers, but also highlights the need to address the challenges
associated with this mode of work. Effective strategies for managing remote teams, maintaining
employee well-being, and fostering communication and collaboration will be crucial as remote
work continues to evolve in the post-pandemic landscape.

2.2. Job Satisfaction:

Job satisfaction has been a widely studied topic in the field of organizational behavior and human
resources management. Numerous studies have examined the factors that contribute to job
satisfaction and its impact on various organizational outcomes. One of the key benefits of job
satisfaction is its positive association with employee well-being and work-life balance. Gajendran
and Harrison (2007) found that remote work arrangements can lead to higher job satisfaction due
to increased flexibility and autonomy, which in turn can improve work-life balance and reduce
stress. Similarly, Bloom et al. (2015) demonstrated that remote work can enhance job satisfaction
and productivity, as employees are able to manage their personal and professional responsibilities
more effectively. In addition to work-life balance, job satisfaction has also been linked to higher
levels of employee motivation and organizational commitment. Kazekami (2020) suggested that
remote work can increase job satisfaction by allowing employees to have more control over their
work environment and schedule, leading to greater intrinsic motivation. Mas and Pallais (2017)
found that workers are often willing to accept lower wages in exchange for the option to work
remotely, indicating the value they place on job flexibility and autonomy. However, remote work
is not without its challenges, and studies have highlighted the potential negative impact on job
satisfaction. Golden et al. (2008) found that excessive professional isolation and lack of face-to-
face interaction can lead to decreased job satisfaction and higher turnover intentions among remote
workers. Lika and Viljoen (2021) further emphasized the importance of maintaining social
connections and addressing feelings of loneliness to support the well-being and job satisfaction of
remote employees. Overall, the literature on job satisfaction in the context of remote work suggests
that while remote work can provide significant benefits, organizations must carefully consider the
potential challenges and implement strategies to support the well-being and satisfaction of their
remote workforce.

2.3. Techno-Stress
The rapid adoption of technology in the workplace has led to the emergence of a new phenomenon
known as "techno-stress." Techno-stress refers to the stress and anxiety experienced by individuals
due to the constant demands and pressures associated with the use of technology in their work
environment (Tarafdar et al., 2007). Several studies have examined the impact of techno-stress on
employee well-being and organizational performance. One of the primary contributors to techno-
stress is the constant connectivity and availability that modern technologies, such as smartphones
and email, demand from employees (Barber & Santuzzi, 2015). This "always-on" culture can lead
to work-life imbalance, as employees struggle to separate their professional and personal lives.
Gaudioso et al. (2017) found that high levels of techno-stress can result in emotional exhaustion,
job dissatisfaction, and reduced productivity. Moreover, the complexity and rapid pace of
technological change can also be a source of techno-stress for employees. Ragu-Nathan et al.
(2008) identified several dimensions of techno-stress, including techno-overload, techno-
complexity, and techno-invasion, which can negatively impact employee performance and well-
being. Suh and Lee (2017) further demonstrated that individuals with higher levels of techno-stress
are more likely to experience burnout and job-related anxiety. To mitigate the negative impacts of
techno-stress, researchers have proposed various organizational and individual-level strategies.
Galluch et al. (2015) suggested that organizations should implement policies and practices that
promote healthy technology use, such as setting clear boundaries for after-hours communication
and providing training on effective technology management. Additionally, individual coping
strategies, such as mindfulness and self-regulation, have been found to be effective in reducing the
adverse effects of techno-stress (Pirkkalainen & Salo, 2016). Overall, the literature on techno-
stress highlights the importance of understanding and addressing the challenges posed by the
increasing integration of technology in the workplace. Effective strategies at both the
organizational and individual level will be crucial in helping employees manage the demands of
technology and maintain their well-being and productivity.

2.4. Work Life Balance

The concept of work-life balance has garnered significant attention in recent years, as both
employers and employees recognize the importance of maintaining a healthy equilibrium between
professional and personal responsibilities. The existing literature on work-life balance has
identified several key factors that contribute to this balance and its impact on employee well-being
and organizational outcomes. One of the primary drivers of work-life balance is the flexibility and
autonomy afforded to employees, particularly in the context of remote work. Gajendran and
Harrison (2007) found that remote work arrangements can lead to improved work-life balance, as
employees have more control over their time and can better integrate their personal and
professional commitments. Similarly, Bloom et al. (2015) demonstrated that remote work can
enhance employee productivity and job satisfaction by allowing them to manage their work and
family responsibilities more effectively. However, the blurring of work-life boundaries can also
pose challenges to maintaining a healthy work-life balance. Dubey and Tripathi (2020) identified
that the lack of physical separation between work and home can make it difficult for remote
workers to "switch off" and disengage from work, leading to increased stress and burnout.
Kazekami (2020) further emphasized the importance of establishing clear boundaries and work
routines to support the well-being of remote employees. In addition to the impact of remote work,
the literature also highlights the role of organizational culture and support in fostering work-life
balance. Golden et al. (2008) found that a supportive work environment, with strong
communication and access to resources, can mitigate the negative effects of professional isolation
and improve the job satisfaction and retention of remote workers. Mas and Pallais (2017) further
suggested that the ability to work remotely is often viewed as a valuable job benefit, indicating the
demand for flexible work arrangements among employees. Overall, the literature on work-life
balance underscores the need for a multifaceted approach that considers the individual,
organizational, and technological factors that influence this critical aspect of employee well-being.
Effective strategies that promote flexibility, communication, and work-life integration will be
crucial in supporting the overall productivity and satisfaction of the workforce, particularly in the
context of remote and hybrid work models.

2.4. Conceptual Framework:

The research framework of this study involves presenting the conceptual framework either
descriptively or graphically. This framework illustrates the relationships among the independent
variables (remote work arrangements, work environment, personal factors, and organizational
support) and the dependent variables (employee stress and productivity), all of which are examined
in the context of their impact on employee well-being during remote work.

Research framework of this study is explained below:

o Dependent Variable: (Job Satisfaction)

o Independent Variable: (Work Life Balance and Techno-Stress)
2.5. Research Hypotheses Development

1. Hypothesis 1 (H1)

o Null Hypothesis (H0): Remote work has no significant impact on employee stress
levels.
o Alternative Hypothesis (H1): Remote work is positively associated with increased
employee stress levels.
 2. Hypothesis 2 (H2)

o Null Hypothesis (H0): Remote work has no significant effect on employee

productivity.
o Alternative Hypothesis (H1): Remote work positively influences employee
productivity levels.

3.Hypothesis 3 (H3)

o Null Hypothesis (H0): Remote work has no significant impact on employee well-
being.
o Alternative Hypothesis (H1): Remote work contributes positively to enhancing
employee well-being.

2.6. Empirical Study

Various theories can offer valuable insights into understanding the effects of remote work on
employee stress, productivity, and well-being. Some of these theories include:

2.6.1. Remote Work Theory

Explore theories related to remote work, such as theories of virtual teamwork, telecommuting, and
work-life balance. Consider how these theories explain the dynamics of remote work
environments, including stress factors, productivity drivers, and effects on employee well-being.

2.6.2. Technology Integration Theory

Investigate theories related to the integration of technology in the workplace, particularly in remote
work settings. Examine how technology tools and platforms influence communication,
collaboration, task management, and overall work performance in remote teams.

2.6.3. Psychological Contract Theory

Analyze theories regarding the psychological contract between employers and employees in
remote work arrangements. Explore concepts of trust, autonomy, job expectations, and the impact
of fulfilling or breaching these psychological contracts on employee stress levels, productivity, and
well-being.
 2.6.4. Organizational Behavior Theory

Consider theories from organizational behavior, such as motivation theories, leadership styles, and
organizational culture frameworks. Evaluate how these theories apply to remote work contexts and
their effects on employee engagement, job satisfaction, and mental health.

2.6.5. Social Exchange Theory

Examine social exchange theories to understand the dynamics of relationships between remote
workers, supervisors, and organizations. Explore concepts of reciprocity, social support, and
emotional well-being in remote work settings, and how these factors influence stress and
productivity outcomes.

2.7. Summary:

This chapter delves into the Literature Review and Hypothesis Development concerning the
impact of remote work on employee stress, productivity, and well-being. It offers a concise
explanation of remote work dynamics and their effects on employees' mental and physical well-
being, as well as their work performance. The discussion includes an exploration of various factors
such as work-life balance, communication technologies, and organizational support in remote
work settings. Additionally, this chapter outlines the hypotheses developed based on existing
literature, aiming to uncover the relationships among the variables studied and identify potential
solutions to the challenges posed by remote work.
 3 CHAPTER NO. 3. METHODOLOGY:
3.1. Introduction:
This chapter provides an overview of the research method used in the study, focusing on the
approach adopted by the researcher. It covers key elements such as the study's structure, the group
being studied, how participants were selected, and the tools and methods used to collect and
analyze data.

3.2. Research Design:

Creswell and Creswell (2018) emphasize the importance of selecting an appropriate sampling
strategy in qualitative research. They suggest that purposeful sampling, where participants are
deliberately chosen based on their ability to provide rich and relevant information, is a common
approach in qualitative studies. Patton (2015) further expands on this, highlighting the various
types of purposeful sampling, such as maximum variation sampling, which aims to capture a
diverse range of perspectives, and critical case sampling, which focuses on cases that are
particularly informative for the research question. Yin (2018) recommends using multiple sources
of evidence in case study research, as this helps to enhance the construct validity of the study.
Saunders, Lewis, and Thornhill (2019) suggest that in-depth interviews, focus groups, and
document analysis are commonly used data collection methods in qualitative research, as they
allow researchers to gain a deeper understanding of the phenomena under investigation. Braun and

3.3. Target Population:

Target population would be employees who are working remotely or have experience with remote
work arrangements. This includes individuals from various industries and sectors who have
transitioned to remote work due to factors like the COVID-19 pandemic or organizational policies
promoting telecommuting.

3.4. Sample and sample size:

The sub set of the population is known as the sample (Sekaran and Bougie, 2016). Our target
population are the employees from Vehari, Burewala and Lahore from different organizations and
IT Companies to gather the data and to boost the productivity and well-being.

The population of the study comprised of different organizations employees from Vehari, Burewala
and Lahore. I used chain-referral sampling and got 72 accurate responses of the people from the
different companies. Moreover, the response rate was 65% that truly represented the population.
 3.5. Sampling Techniques:
Various sampling techniques fall into two broad categories: probability sampling and non-
probability sampling. For this study the chosen sampling techniques is chain-referral sampling due
to limitations in resources and time. By selecting respondent who have a genuine interest and can
provide valuable insights, this sampling techniques reduces the likelihood of gathering data from
non-serious or uninterested participants. As a result, chain-referral sampling can positively
influence the outcomes and reliability of the research. In the context oof this study a non-
probability sampling technique, specifically snowball sampling is utilized to collect data from
employees who work remotely in different organizations and cities. This approach allows for the
inclusion of remote work employees in the area and facilitates data collection within the available
resources and time frame.

3.6. Data Collection Method:

Smith, J., & Brown, A. (2020) suggest that using a combination of secondary and primary data
sources to enhance the comprehensiveness of research findings.
A structured questionnaire will be used for data collection from who works remotely in the
different field of organization. The reason behind selecting the Vehari, Burewala and Lahore for
data collection is that it is convenient. The researcher will collect valuable data as the data
gathering will be speedy due to chain-referral sampling.

3.7. Resources:
The current study used primary data collected through a personally administered questionnaire
organized into fifteen subsections to judge the scope of Islamic finance, especially Musharakah,
in District Vehari, Punjab Pakistan.

The study used five-point Likert scale

1= Strongly Agree

2=Agree

3=Neutral

4=Disagree

5= Strongly Disagree
 3.8. Dependent Variable
o Job Satisfaction

3.9. Independent Variables

o Work Life Balance
o Techno-Stress

3.10. Research Questionnaire

The instruments used to accumulate the information was survey. A survey with three sections was
utilized for various factors of the review:

1. Part A for Introduction of topic and consent form for Participation

2. Part B for Demographic details
3. Part C for employers Responses
Part A: Introduction of topic and consent form for Participation:
In this segment specialist first give little presentation about point and afterward make an assent
structure for welcome respondent and taking partake in the exploration.
Part B: Employee Demographics:
This segment gives general data about the member which helps in how we might interpret the
study respondents' socioeconomics. The motivation behind the poll is to assemble data about
the respondents' age, orientation, level of training, and information on administration styles.
Part C: Employers Responses:
Representative execution is characterized as how well an individual executes their work
obligations and obligations. Many organizations survey their representatives' presentation on
a yearly or quarterly premise to characterize specific regions that need improvement and to
support further progress in regions that are meeting or surpassing assumptions

These are the following items used in this research:

Table 1: constructs and their measurement items

Constructs proposed measurement items

JS 1: My line manager allows me to flex my hours to meet my needs, providing all the work
is completed.
 2: My work is so flexible I could easily take time off e-working remotely, if and when I
want to

3: My organization trusts me to be effective in my role when I work remotely.

4: When e-working I can concentrate better on my work tasks.

5: I am happy with my work life balance when e-working remotely.

TS 6: I am forced by technology to work much faster.

7: I am forced by technology to do more work than I can handle.

8: I am forced by technology to work with very tight time schedules.

9: I am forced to change my work habits to adapt to new technologies.

WLB 10: My job's demands on my time are excessive.

11: I'm forced to work extra hours.

12: I have to miss out on important personal activities because of my work.

13: My workload is too heavy.

14: I often neglect my personal needs because of the demands of my work.

3.11. Ethical Consideration:

In this research study, the well-being and rights of the participants are of the utmost importance.
The researchers will follow strict ethical guidelines to ensure that the study is conducted in a
responsible and respectful manner. All participants will be provided with a clear explanation of the
study, and they will be asked to give their voluntary consent before taking part. They will be
informed that they can withdraw from the study at any time without any consequences. This aligns
with the ethical principles outlined by the American Psychological Association (APA, 2017). The
researchers will take great care to protect the confidentiality of the participants' information. All
the data collected, including personal details and any sensitive organizational information, will be
kept secure and accessible only to the research team. The participants and their organizations will
not be identified in any publications or reports. These measures adhere to the data protection
guidelines recommended by the General Data Protection Regulation (GDPR, 2016).

3.12. Limitations of the Study:

This study is focused on organizations and employees located only in the cities of Vehari,
Burewala, and Lahore. This means that the findings of the study may not apply to other regions
or cities. The experience of remote work and its impact on employees can be different in other
parts of the country or in different cultural and economic environments. The concentration on
these three specific cities may not capture all the important factors that could influence the
relationship between remote work and employee outcomes, such as stress, productivity, and
well-being. The characteristics of these cities may not represent the broader business landscape
in the country. Additionally, studying only these three cities may result in a relatively small
sample size for the research. This could limit the ability of the researchers to detect significant
patterns and relationships in the data. The researchers should be aware of these limitations and be
cautious about generalizing the findings of this study to other geographical areas. Future research
may need to include a wider range of cities or regions to provide a more comprehensive
understanding of the impact of remote work on employees.

3.13 Timetable/Research Plan:

Survey data will be collected with help of questionnaire within period of one month. Some days
will be required for analyzing the collected data. Some days will require writing up and organizing
complete thesis overall 2 to 3 months are required for research.

3.14. Summary
In this chapter research methodology used for analysis is discussed to find the relationship among
the variables of the study. A concise explanation about method used data set and population of the
study is discussed in this part. It also indicates the all the ways through which problem will be
solved Research is a systematic procedure to find solution of problem or to develop new idea and
theory about any change. Indeed, it is necessary to use scientific and systematic approach to extract
actual result of the study because this approach provides basic foundations to grow results.
Specifically, research includes all procedure of planning, data collection and solution of problems.
Post-Pre-Analysis:

After collecting and analyzing the data, the researchers likely conducted post-pre analysis to
compare the responses before and after any interventions or changes in variables, if applicable.
This analysis could provide further insights into the effectiveness of remote work productivity and
well-being

4 CHAPTER NO. 4 RESULTS:

4.1. Results:
This section analyzes the sourced data and interprets the analytical results, converting the findings
into meaningful research information that can be used to make informed business decisions. The
research data was gathered completely through primary sources.

Reliability Statistics

Cronbach's Alpha N of Items

.870 14

Interpretation:

The Cronbach's Alpha value of .870 obtained from the reliability analysis in SPSS indicates a high
level of internal consistency reliability for the scale used in the study. A Cronbach's Alpha value
closer to 1.0 suggests that the items in the scale are highly correlated and measure the same
underlying construct consistently. In this case, the value of .870 indicates that the items in the scale
are reliable and provide consistent measurements of the construct being assessed. Having 14 items
in total also adds to the robustness of the reliability analysis, as a larger number of items can
contribute to increased reliability. The reliability statistics suggest that the scale used in the study
is internally consistent and can be considered reliable for measuring the intended construct.
Researchers can have confidence in the consistency and accuracy of the data collected using this
scale.
Regression test:

Table No 1:

Model Summary

Adjusted R Std. Error of

Model R R Square Square the Estimate

1 .430a .185 .162 2.95191

a. Predictors: (Constant), WLB, TS

Interpretation:

The regression model summary provides valuable insights into the relationship between the
predictor variables (Work-Life Balance and Team Support) and the outcome variable. The
correlation coefficient (R) of .430 indicates a moderate positive relationship between the predictors
and the outcome. The coefficient of determination (R Square) of .185 suggests that approximately
18.5% of the variance in the outcome variable can be explained by the predictors in the model.
The adjusted R Square value of .162 considers the number of predictors and provides a more
accurate estimate of the variance explained. The standard error of the estimate of 2.95191 reflects
the model's accuracy in predicting the outcome variable. Overall, the model shows a moderate
level of explanatory power, indicating that the predictors have some influence on the outcome
variable. Further analysis of the coefficients and significance of the predictors is necessary to fully
understand the relationship between the variables and the predictive ability of the model.
Table No 2:

Coefficients

Standardized 95.0% Confidence Inter

Unstandardized Coefficients Coefficients B

Model B Std. Error Beta t Sig. Lower Bound Upper B

1 (Constant) 4.684 .918 5.103 .000 2.853 6.515

TS .389 .116 .471 3.346 .001 .157 .621

WLB -.048 .098 -.069 -.493 .623 -.244 .147

a. Dependent Variable: JS

Interpretation:

I apologize for the oversight. Let me provide the correct interpretation of the coefficients with the
corrected variable name "Techno-Stress" instead of "Team Support."

The coefficients table provides insights into the relationship between the predictor variables
(Techno-Stress and Work-Life Balance - WLB) and the outcome variable (Job Satisfaction - JS).
The constant term in the model is 4.684, indicating the expected Job Satisfaction score when all
predictors are zero. Techno-Stress shows a significant positive impact on Job Satisfaction, with a
coefficient of 0.389 and a standardized coefficient (Beta) of 0.471. This suggests that a one-unit
increase in Techno-Stress is associated with a 0.389 unit increase in Job Satisfaction. On the other
hand, Work-Life Balance (WLB) does not show a statistically significant effect on Job
Satisfaction, as indicated by the non-significant coefficient of -0.048 and a p-value of .623. These
results suggest that Techno-Stress plays a more influential role in predicting Job Satisfaction
compared to Work-Life Balance in this model. Further analysis and consideration of the context
are essential to fully understand the implications of these findings for the study's objectives.

Table no 3:

Correlations

JS TS WLB

JS Pearson Correlation 1 .427** .230

Sig. (2-tailed) .000 .052

N 72 72 72

TS Pearson Correlation .427** 1 .636**

Sig. (2-tailed) .000 .000

N 72 72 72

WLB Pearson Correlation .230 .636** 1

Sig. (2-tailed) .052 .000

N 72 72 72

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

Interpretation:

The correlation results reveal the relationships between Job Satisfaction (JS), Techno-Stress (TS),
and Work-Life Balance (WLB). A moderate positive correlation of 0.427 exists between Job
Satisfaction and Techno-Stress, indicating a significant association at the 0.01 level. Conversely,
the correlation between Job Satisfaction and Work-Life Balance is weakly positive at 0.230,
although it is not statistically significant at the 0.01 level. In contrast, a strong positive correlation
of 0.636 between Techno-Stress and Work-Life Balance is both significant and noteworthy. These
 findings suggest that Techno-Stress has a more influential relationship with both Job Satisfaction
and Work-Life Balance compared to the relationship between Job Satisfaction and Work-Life
Balance. Further analysis and contextual considerations are essential to fully comprehend the
implications of these correlations for the study's objectives.

Descriptive Statistics

Std. Varianc
N Range Minimum Maximum Sum Mean Deviation e Skewness

Std. Std.
Statistic Statistic Statistic Statistic Statistic Statistic Error Statistic Statistic Statistic Error

JS 72 20.00 5.00 25.00 502.00 6.9722 .37994 3.22391 10.394 3.084 .283

TS 72 16.00 4.00 20.00 522.00 7.2500 .45996 3.90287 15.232 1.191 .283

WLB 72 19.00 5.00 24.00 795.00 11.0417 .54580 4.63130 21.449 .570 .283

Valid N (listwise) 72

Descriptive Statistics

Mean Std. Deviation N

JS 6.9722 3.22391 72

TS 7.2500 3.90287 72

WLB 11.0417 4.63130 72

 5. CHAPTER NO. Findings and Conclusions
5.1. FINDINGS
The results of my research indicate a significant positive impact of Techno-Stress on Job
Satisfaction, it seems counterintuitive based on the common understanding that techno-stress is
adverse for productivity and employee well-being. In this context, these findings could be viewed
as concerning or unexpected, as high levels of Techno-Stress are typically associated with negative
outcomes such as decreased productivity, increased burnout, and reduced job satisfaction. The lack
of a statistically significant relationship between Work-Life Balance and Job Satisfaction may also
raise questions about the factors influencing job satisfaction levels in your study. While Work-Life
Balance is generally considered a crucial aspect of employee well-being and job satisfaction, the
absence of a significant relationship in your findings suggests that other variables or factors may
be more influential in determining job satisfaction levels in your specific context. The moderate
positive association between Job Satisfaction and Techno-Stress, as well as the strong positive
correlation between Techno-Stress and Work-Life Balance, may require further exploration and
interpretation to understand the underlying dynamics and implications for employee well-being
and organizational outcomes.

In summary, if the results of your research show a significant positive impact of Techno-Stress on
Job Satisfaction and a lack of significant relationship between Work-Life Balance and Job
Satisfaction, it may raise concerns about the potential effects of Techno-Stress on employee well-
being and productivity. Further analysis and contextual understanding are essential to interpret
these findings and determine the appropriate strategies for addressing and mitigating the adverse
effects of Techno-Stress in the workplace.

5.2. Conclusions
The research findings highlight the complex interplay between Techno-Stress, Work-Life Balance,
and Job Satisfaction in the workplace. The unexpected significant positive impact of Techno-Stress
on Job Satisfaction raises concerns about the potential adverse effects of technological stressors
on employee well-being and productivity. This underscores the importance of addressing and
managing Techno-Stress to enhance overall employee satisfaction levels and organizational
outcomes. The lack of a statistically significant relationship between Work-Life Balance and Job
Satisfaction suggests that other factors may have a more prominent influence on job satisfaction
levels in the study context. Further exploration of these factors and their implications for employee
well-being is warranted to develop targeted strategies for improving job satisfaction and overall
organizational performance. The moderate positive association between Job Satisfaction and
Techno-Stress, along with the strong positive correlation between Techno-Stress and Work-Life
Balance, underscores the interconnectedness of these factors in shaping employee well-being.
Organizations can benefit from implementing comprehensive approaches to mitigate Techno-
Stress, promote a healthy Work-Life Balance, and enhance employee satisfaction and productivity.
Overall, the research highlights the importance of recognizing and addressing Techno-Stress as a
critical factor in fostering a supportive work environment that prioritizes employee well-being and
job satisfaction. By understanding the nuanced relationships between these variables,
organizations can develop targeted interventions to create a positive and productive work
environment that promotes employee satisfaction and organizational success.
 6. CHAPTER NO.
6.1. FUTURE RECOMMENDATIONS
To effectively manage Techno-Stress, organizations should implement comprehensive stress
management programs that provide employees with coping strategies and resources to mitigate the
negative effects of technological stressors. Training sessions, workshops, and wellness initiatives
focused on stress reduction techniques can help employees better manage Techno-Stress and
improve their overall well-being. Enhancing Work-Life Balance policies and practices is crucial
for promoting employee satisfaction and retention. Organizations should explore flexible work
arrangements, telecommuting options, and wellness programs to support employees in achieving
a healthy balance between their professional responsibilities and personal life. Creating a
supportive work environment that values work-life harmony can contribute to improved job
satisfaction and overall employee morale. Future research endeavors should delve deeper into the
intricate relationships between Techno-Stress, Work-Life Balance, and Job Satisfaction to uncover
underlying mechanisms and identify additional factors that may influence employee well-being.
Longitudinal studies and in-depth analyses can provide valuable insights for developing targeted
interventions and strategies to enhance employee satisfaction and organizational performance.
Implementing employee support programs, such as mental health resources, counseling services,
and peer support networks, can help employees navigate the challenges associated with Techno-
Stress and maintain their well-being. Establishing a culture of open communication, support, and
understanding can empower employees to seek assistance when needed and foster a positive work
environment conducive to employee growth and development. Furthermore, organizations should
prioritize creating a positive organizational culture that emphasizes employee well-being,
recognizes the importance of Work-Life Balance, and promotes healthy technology use.
Encouraging mindfulness practices, setting boundaries for digital communication, and providing
opportunities for relaxation and rejuvenation can contribute to a healthier and more productive
work environment that prioritizes employee health and satisfaction.
 7. References

References:

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performance and turnover intentions: Does time spent teleworking, interacting face-to-face, or having
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lockdown. Frontiers in Psychology, 12

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107(12), 3722-59.

References:

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Gajendran, R. S., & Harrison, D. A. (2007). The good, the bad, and the unknown about telecommuting:
meta-analysis of psychological mediators and individual consequences. Journal of Applied Psychology,
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Kazekami, S. (2020). Mechanisms to improve labor productivity by performed telework.

Telecommunications Policy, 44(2), 101868.

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meta-analysis of psychological mediators and individual consequences. Journal of Applied Psychology,
92(6), 1524.

Golden, T. D., Veiga, J. F., & Dino, R. N. (2008). The impact of professional isolation on teleworker job
performance and turnover intentions: Does time spent teleworking, interacting face-to-face, or having
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Kazekami, S. (2020). Mechanisms to improve labor productivity by performed telework.

Telecommunications Policy, 44(2), 101868.

Mas, A., & Pallais, A. (2017). Valuing alternative work arrangements. American Economic Review,
107(12), 3722-59.
 8. Appendix
I assure you that your response will remain anonymous for he researches on the topic of “The impact of
remote work on employee and stress and productivity and we'll being: A Case Study of Vehari, Burewala
and Lahore Punjab, Pakistan”. Your pursue will be used for research purpose accomplishment. In this
regard your co-operation will be highly appreciated.

Muhammad Ijaz

Reg. No. 20-UE-07803

muhammadijaz0676123@gmail.com