Hamid Shafizadeh - Associate Professor, Department of Educational Management, Garmsar Branch, Islamic Azad University, Garmsar, Iran.

The transition to remote work has raised critical questions about how job characteristics such as autonomy and performance feedback influence job satisfaction. This study aims to explore the relationship between job autonomy, performance feedback, and job satisfaction among remote workers, addressing gaps in existing literature and providing insights for enhancing remote work experiences. A cross-sectional study design was used, involving ۳۵۰ remote workers who responded to standardized instruments measuring job satisfaction (Job Descriptive Index), job autonomy (Work Autonomy Scales), and performance feedback (Multifactor Leadership Questionnaire feedback component). Data were analyzed using Pearson correlation and multiple linear regression in SPSS version ۲۷ to examine the relationships and predictive powers of the independent variables on job satisfaction. Job autonomy and performance feedback were both significantly associated with job satisfaction. Pearson correlation coefficients revealed strong positive relationships between job satisfaction and job autonomy (r = ۰.۶۴, p < ۰.۰۰۱) and performance feedback (r = ۰.۵۹, p < ۰.۰۰۱). The regression model explained ۳۴% of the variance in job satisfaction (R² = ۰.۳۴), with job autonomy (B = ۰.۳۴, β = ۰.۴۴, p < ۰.۰۰۱) and performance feedback (B = ۰.۲۹, β = ۰.۳۸, p < ۰.۰۰۱) both making significant contributions. The findings confirm that both job autonomy and performance feedback are crucial for job satisfaction among remote workers. Enhancing these elements can significantly improve remote work satisfaction and potentially increase productivity and employee retention. This study underscores the need for organizations to carefully design remote work policies that foster autonomy and provide effective performance feedback.The transition to remote work has raised critical questions about how job characteristics such as autonomy and performance feedback influence job satisfaction. This study aims to explore the relationship between job autonomy, performance feedback, and job satisfaction among remote workers, addressing gaps in existing literature and providing insights for enhancing remote work experiences. A cross-sectional study design was used, involving ۳۵۰ remote workers who responded to standardized instruments measuring job satisfaction (Job Descriptive Index), job autonomy (Work Autonomy Scales), and performance feedback (Multifactor Leadership Questionnaire feedback component). Data were analyzed using Pearson correlation and multiple linear regression in SPSS version ۲۷ to examine the relationships and predictive powers of the independent variables on job satisfaction. Job autonomy and performance feedback were both significantly associated with job satisfaction. Pearson correlation coefficients revealed strong positive relationships between job satisfaction and job autonomy (r = ۰.۶۴, p < ۰.۰۰۱) and performance feedback (r = ۰.۵۹, p < ۰.۰۰۱). The regression model explained ۳۴% of the variance in job satisfaction (R² = ۰.۳۴), with job autonomy (B = ۰.۳۴, β = ۰.۴۴, p < ۰.۰۰۱) and performance feedback (B = ۰.۲۹, β = ۰.۳۸, p < ۰.۰۰۱) both making significant contributions. The findings confirm that both job autonomy and performance feedback are crucial for job satisfaction among remote workers. Enhancing these elements can significantly improve remote work satisfaction and potentially increase productivity and employee retention. This study underscores the need for organizations to carefully design remote work policies that foster autonomy and provide effective performance feedback.

remote work, job satisfaction, job autonomy, performance feedback, organizational psychology