| dc.description.abstract | The rise of technological advancements has significantly transformed the
traditional work environment, making remote work feasible in many occupations.
This thesis investigates the impact of three factors; autonomy supportive
leadership, work-life balance and social connection - on intrinsic motivation
within the context of remote work. These variables were selected due to their
possible link to intrinsic motivation within the remote work context. The thesis
goal is to analyze the variables in a shared setting, as there is limited literature on
the various factors affecting employee intrinsic motivation in a remote work
context. A cross sectional design was chosen as a research method, and the data
was gathered through an online survey, ensuring 144 respondents working
remotely one day a week or more. The analyses demonstrated a positive
correlation between autonomy supportive leadership and intrinsic motivation, as
well as between work-life balance and intrinsic motivation. Furthermore, the
indirect effect of autonomy supportive leadership on intrinsic motivation, was
found to be significant through work-life balance as a mediator. However, social
connection as a moderator proved not to impact the indirect relationship between
autonomy supportive leadership, work-life balance and intrinsic motivation. SDT
was used as a theoretical framework, emphasizing autonomy as a possible
underlying explanation for the results. Theoretically, the findings demonstrate
both work-life balance and autonomy supportive leadership to be essential in
explaining intrinsic motivation for remote workers. The findings emphasize the
importance of leader support, and fostering an environment that promotes worklife
balance in a remote work context. | en_US |
