The impact of remote work on job satisfaction, engagement and individual work performance in the banking sector

Purpose This study aimed to explore various effects of remote work on employee job satisfaction, engagement and aspects of individual work performance, namely task performance, contextual performance and counterproductive work behaviour, in the banking sector. Design/methodology/approach We used a survey-based quantitative approach. The sample comprised 403 bank employees in Lithuania, Denmark, Norway, Finland and Sweden. To analyse the data, we employed a confirmatory factor analysis, a CB-SEM multiple regression analysis, mediation analysis and moderation analysis. Findings The analysis of direct effects showed that the intensity of remote work has a positive impact on job satisfaction, a negative impact on engagement and a nonsignificant impact on individual performance. Job satisfaction has a positive impact on engagement and task performance and a nonsignificant impact on contextual performance and counterproductive behaviour. Engagement improves task performance and contextual performance and decreases counterproductive work behaviour. Job satisfaction positively mediates the impact of remote work on engagement; however, the total impact of remote work on engagement is negative. The intensity of remote work significantly moderates the impact of job satisfaction on engagement. Practical implications This study provides insights that allow for the optimisation of individual work performance by means of the proper management of the intensity of remote work, job satisfaction and engagement. Originality/value We present the original discovery that the intensity of remote work acts as a moderator of the impact of job satisfaction on engagement.