Remote Work and Its Effects on Career Satisfaction and Relationship Resilience

In today’s work landscape we are witnessing a significant shift towards remote work, a trend that has been growing notably especially following the COVID-19 pandemic. This change has led to a steady rise in the adoption and appeal of remote work practices. This Study seeks to understand the effect of remote work on personal relationship and career satisfaction in the realm of expanding career opportunities within the remote work failed. As remote work becomes extremely more demanding, particularly after the pandemic, redefining the landscape of professional engagement and personal life management. Existing research predominantly focuses on the impact of remote work, either on career satisfaction or relationship resilience a comprehensive exploration of these factors jointly has been a critical gap within the current literature. Adopting a qualitative research methodology, reinforced by a phenomenological approach, this study focuses on lived experiences of individuals actively working in a remote work environment. Key thematic areas include the assessment of remote work's influence in forming career satisfaction and relational resilience.

Beyond the Office Walls: An Exploration of Remote Work and Its Effects on Career Satisfaction and Relationship Resilience

The rise of remote work, accelerated by COVID-19 pandemic, has developed a new era in the workplace, creating a new area of exploration on career satisfaction. Likewise, with the development of information and technology remote work has enabled new opportunities to transition traditional on-site roles to remote work (Howe & Menges, 2022). This research aims to examine the complex dynamics between remote work and its impact on professional and interpersonal relationship. However, majority of the existing research is focused on the effect of remote work either in regard to relationship and/or career satisfaction; however, seldom combined the effect of career on both aspects forming a gap in the existing research allowing for further exploration.

The shift from traditional on-site work to remote work presents a unique opportunity to analyze how these changes affect job satisfaction and personal relationships The applicability of this research is rooted in the shift towards remote work modalities, a trend that increasingly developed and growing among numerous professions. This shift not only altered traditional work environment but formed questions on the balance between professional obligations and personal life. This study delves into the complexities of remote work, concentrating on how career shapes professional and personal satisfaction. Furthermore, this study involves an exploration of professional and personal life, especially as boundaries between these domains become blurred in remote work settings. Employing a qualitative research methodology, this study is set to capture, experiences of individuals actively engaged in remote work; particularly, as it allows for an in-depth exploration of individual and perceptional experiences, providing a comprehensive understanding of remote work impact on career satisfaction and relationship resilience. This underscores the needed link to recognize the nuanced of remote work, offering the stage for narratives to be explored. The significance of this research lies in its potential to contribute to organizational development, career growth, and relationship dynamics. By examining remote work on career satisfaction and relationship resilience, as independent and interconnected, this study purposes to bridge the gap in existing literature allowing for a better understanding when exploring options that can support not only the employees but the employers. The findings are expected to offer valuable insights for stakeholders including organizations, individuals engaged or considering remote work, and mental health professionals. Understanding the implications on these key qualities can also promote growth and well-being.

Literature Review

Life satisfaction, a fundamental aspect of well-being, holds significant relevance in the workplace context (Topino, 2022). The ongoing transition to remote work from an on-site position specially, among leaders has also been a major focus in recent research. Howe & Menges (2022) explored the emergence of this era, largely due to COVID-19 pandemic's impact on job efficiency (Akanji et al., 2023). As the onset of COVID-19 pandemic has transformed working from home (WFH) into the predominant mode of operation for countless employees worldwide (Galanti et al., 2021). In the context of workplace dynamics, particularly the surge in remote work. In the context of exploring the benefits of remote work for maintaining healthy relationships, Tump et al. (2022) offers valuable insights. Leveraging smartwatch technology and self-report questionnaires, delved into the stressors and destressors associated with working from home, particularly for understanding how remote work can influence personal relationships positively.

Key findings were identification of destressors inherent in the remote work environment. Access to sunlight and fresh air during work hours, along with flexibility to take breaks, engage in physical exercise, and social interactions outside of work, all found to significantly reduce stress levels among remote workers (Tump et al., 2022). These elements contribute to a relaxed and controlled work environment, which can likewise indirectly benefit personal relationships. When individuals are less stressed with greater autonomy over work environment and schedule are likely to have more emotional bandwidth and energy to invest in their personal lives and relationships.

Moreover, it highlighted the importance of managing work-life boundaries effectively. The ability to separate work from personal life, despite physical overlap in the home environment, is a crucial factor in mitigating stress, as remote work is linked to diminished levels of psychological and physical stress (Shimura et al., 2021). This balance is essential for maintaining healthy relationships, as it prevents work-related stress from spilling over into personal life.

Furthermore, Tump et al. (2022) use of smartwatche for stress monitoring underscores the potential of technology in facilitating a healthier work-life balance. By providing real-time feedback on stress levels, such technology, empowering individuals to take steps to manage stress, which is beneficial for both professional productivity and personal relationship.

Tump et al. (2022) provides empirical evidence supporting the notion that remote work, when structured effectively, can offer conducive environment for reducing stress and enhancing quality of personal relationships and insights into destressors of remote work environments that can guide employees and employers in optimizing remote work policies to support not only professional productivity but personal well-being.

Neidlinger et al. (2022) conducted a study examining the influence of remote work on leadership roles, focusing on health and work-life balance. This research explores the impact of remote work on career satisfaction and relationship resilience. This study highlights the autonomy and core self-evaluation (CSE) in remote work, it suggests that remote work can serve as a compensatory resource, especially for leaders with lower CSE, enhancing their health and work-life balance (Neidlinger et al., 2022). This insight is crucial in understanding how remote work can differentially impact individuals based on their personality traits and levels of autonomy, suggesting, when remote work is strategically droven it can be a valuable asset, particularly for those with lower personal resources (Srivastava & Madan, 2020).

Neidlinger et al. (2022) research aligns with a broader exploration of remote work and the impact on professional and personal relationship. Highlighting leaders facing high demands experiencing major benefits in mental well-being and work-life balance via remote work. As, leaders who enjoy higher autonomy and engage in remote work report better work-life balance with better professional and personal outcome. This finding aims to delve in remote work on shaping career satisfaction and impacts personal relationships.

Offering a unique lens to examine professional obligations and personal life. Neidlinger et al. (2022) highlighting the role of individual differences in remote work, highlighting the need for an understanding of how remote work can be tailored to enhance career satisfaction and relationship resilience, regarding personality traits and autonomy levels.

Incorporating García-Fernández's (2022) comprehensive study on evolution of sexual knowledge and norms, demonstrates dynamics of remote work influencing relationship health. García-Fernández's research, focused on 1960 and 1975, highlights a shift in sexual discourse, moving from religiously dominated narrative to secular and individual-focused understanding of sexual relationships (García-Fernández, 2022). This transition highlights personal autonomy and satisfaction in relationships, increasingly relevant in the context of remote work.

By nature, remote work alters traditional dynamics of work-life balance, offering flexibility and personal space, beneficial for relationships allowing individuals to create work environments that respects personal needs and boundaries (Szulc et al., 2023). Parallels from García-Fernández's findings, autonomy and personal fulfillment offered within remote work leads in satisfaction and balance in a relationship. The increased control over one's work environment and schedule similar to the sexual autonomy and individual fulfillment discussed, can contribute a healthier and more equitable relationship dynamics.

Furthermore, García-Fernández's analysis of the role of media, such as women's magazines, in shaping public discourse on sexuality and relationships, offers insights to the potential impact of modern communication tools in remote work settings (García-Fernández, 2022). Just as these magazines facilitated a platform for discussion and redefinition of sexual norms, contemporary digital communication in remote work can foster open communication and mutual understanding in relationships. This can lead a more profound connection and partnership, as individuals navigate professional and personal lives more harmoniously.

The historical shift in sexual norms and knowledge, as detailed by García-Fernández (2022), provides a valuable framework for understanding potential benefits of remote work on relationship resilience. Emphasizing personal autonomy, satisfaction, and open communication, central to changes observed, aligning closely with advantages offered within remote work environments, fostering healthier and more fulfilled relationship.

Szulc et al. (2023) study focused on the experiences of neurodivergent employees in remote work environments during the COVID-19 pandemic. Focused on the multifaceted nature of remote work and its impact on a unique segment of the workforce. This study reveals that transition to remote work significantly disrupted routines, crucial for neurodivergent individuals.

Sandoval-Reyes et al. (2021) further explored the relationship between remote work, work stress, and work-life balance during the pandemic in a Latin American context. Their findings indicates that remote work increased perceived stress and affected work-life balance and job satisfaction. Providing valuable insights into the challenges and dynamics of remote work in different cultural contexts. This disruption led to increased distractions and challenges, particularly in time management (Szulc et al., 2023). Additionally, the virtual nature posed communication challenges due to lack of non-verbal cues, which in turn heightened anxiety levels among neurodivergent employees.

Despite these challenges, Szulc et al. (2023) revealed that remote work offered substantial benefits, as it allowed neurodivergent individuals to create and manage personalized work environment tailored to their specific needs. This autonomy in controlling work environments and sensory inputs considerably assisted individuals in aligning their work with their unique requirements and needs. Therefore, not only facilitating better work-life balance but also enhancing overall well-being for neurodivergent employees (Szulc et al., 2023).

Szulc et al. (2023) findings highlight the necessity for human resources in adapting and responding diverse needs of workforce. It highlights the importance of considering and accommodating unique requirements of neurodivergent individuals, in remote work settings. Illuminating both value and challenges presented, offering insights for organizations looking to optimize work policies and practices.

In the broader context of exploring the impact of remote work on career satisfaction and relationship resilience, this research provides a nuanced understanding of how remote work environments can be tailored. It emphasizes the importance of flexibility and individualized approaches, that can significantly contribute to employee satisfaction and well-being. This perspective is vital that aims to in examining the multifaceted effects of remote work on professional and personal aspects of employees' lives.

Althammer et al. (2021) conducted a study to evaluate the effectiveness of a mindfulness intervention, designed as a cognitive-emotional consolidation strategy, in enhancing work-life balance over a three-week period. Specifically assessed for impact on psychological detachment, affective well-being, and psychological and strain-based work-family conflict. This study revealed that the mindfulness intervention has a positive influence on psychological detachment, work-life balance satisfaction, while reducing work-family conflict (Althammer et al., 2021). A key finding was the role of segmentation preference in moderating effects of the mindfulness training. Participants who generally favored a clear separation between work and personal life experienced benefit in psychological detachment. The study also discovered individuals with low segmentation between work and personal life experienced benefits in psychological detachment. Suggesting that mindfulness training can be a valuable tool for enhancing overall well-being, regardless of preference for segmentation.

These findings highlight potential benefits of mindfulness practices and strategies in improving work-life balance. The study suggests that organizations might benefit incorporating brief mindfulness-based programs into work-life balance initiatives. Such programs can cater to a diverse range of employee needs and preferences, leading to better outcomes in regard to not only their position but to their personal life. In the context of remote work, as explored in the broader research on career satisfaction and relationship resilience, Althammer et al. (2021) findings suggest; while remote work can lead to higher outcomes based on the group, there is a need for more active and involved leadership.

This leadership approach is essential not only to achieve organizational goals but to ensure better personal outcomes for employees outside work environment. Mindfulness interventions could be a key component, offering support to employees in managing unique challenges of remote work and enhancing their well-being. Yu and Wu (2021) adopted an event system perspective to study the impact of enforced working from home on employee job satisfaction during COVID-19. Identifying job characteristics affecting satisfaction in remote work settings, such as workspace suitability, autonomy, and digital social support, for understanding various factors contributing to job satisfaction in remote work environments (Yu & Wu, 2021).

Stankevičienė et al. (2021) investigated the mediating effect of work-life balance among work culture and employee well-being. Suggesting work culture components like flexibility, supportive supervision, and operational flexibility impact employee well-being and work-life balance, highlighting the importance of a supportive work culture in enhancing employee well-being (Stankevičienė et al., 2021).

In her 2018 study, Piasna delved into relationship between non-standard working hours, work intensity, and the control over work schedules, focusing on diverse range of employees across EU28 nations. This extensive research highlighted the significant correlation between timing and distribution of work hours and work intensity. It was observed that extended workdays and longer hours are associated with increased work intensity, influenced by who controls the scheduling (Piasna, 2018).

Toscano and Zappalà (2021) explored overall job performance, remote work engagement, and productivity during the pandemic, particularly among employees living with children, emphasizing the mediating role of remote work and moderating effect of living with children on performance and productivity, provides insights into how personal circumstances, such as childcares can bring responsibilities and influence remote work dynamic.

Piasna's approach to understanding the dynamics of work hours, including their duration, distribution, and the degree of flexibility provides crucial insights on the impact of work on employees. This study highlights the importance of working from home, where employees have more control over working hours, offering greater flexibility and improved time management. This aspect is particularly important in the context well-being and performance, as it emphasizes time arrangements and implications on work.

This analysis links to the framework of organizations and employee dynamics, as it explores the relationship by considering various dimensions of time. Exploring how career satisfaction and relationship resilience are shaped by remote work dynamics, including work intensity and schedule control, the study provides insights into the complexities of remote work. A key finding linked between working intensity and the timing of work. Specifically, it observed that longer working hours, including nights, often correlate with greater working intensity.

Thus, in regard to career satisfaction, and relationship resilience, Piasna (2018) provides a fundamental understanding of how various work schedules a common feature in remote work, can impact the intensity and nature of work, directly influencing career satisfaction, as working intensity can affect job fulfillment, stress levels, and engagement. Furthermore, the study highlights flexibility of schedules, offering valuable perspective on work-life integration challenges faced, directly feeding relationship resilience dynamics.

Wood, et al., (2020) offers a comprehensive examination of the link between work engagement and work-life balance (WLB). Highlighting the bidirectional relationship important when seeking to further understand how remote work can positively influence healthy relationships. Emphasizing that work engagement, state of mind (Schaufeli et al., 2006), significantly impacting employee and organizational outcomes, while positively associated with job satisfaction, commitment, and performance, related to turnover intentions (Halbesleben, 2010). Highlighting that employees tend to exhibit higher productivity and commitment crucial for organizational success and the importance of WLB in organizational contexts, which refers to achieving satisfactory levels of engagement in work and personal life (Clark & c, 2000), recognized as a key factor in well-being. The study reveals that WLB acts as an antecedent, suggesting employees who perceive a balance between professional and personal lives are likely to be engaged at work. Particularly relevant in the context of remote work, where the boundaries are more fluid. Furthermore, Wood et al. (2020) highlights the reciprocal nature of relationship of work engagement and WLB.

Suggesting not only healthy WLB foster work engagement, but engaged employees are more likely to achieve WLB, crucial in understanding the dynamics of remote work, where employees have autonomy in managing their work and personal life. Haider et al. (2018) examined how work-life balance affects employee performance and the role of satisfaction with coworkers. This study found psychological well-being mediates the relationship between work-life balance and job performance, while satisfaction with coworkers enhances this effect.

Problem Statement

The recent transition of on-site work to remote work, impacted by COVID-19 pandemic, has led in start of a new era within the workplace dynamics, fundamentally altering traditional work. This shift sparked growing interest in understanding ways that remote work impacts aspects of professional and personal life, particularly career satisfaction and relationship resilience. While remote work is linked to higher job satisfaction (Kondratowicz et al., 2022), while current research predominantly explores aspects in isolation, focusing either on impact of remote work on relationships resilience or career satisfaction, though rarely examining the link between these areas. This creates a significant gap in the literature, as the linked effect of remote work on professional and personal relationship resilience remain underexplored.

Remote work offers a unique blend of flexibility and autonomy to everyday life, potentially leading to enhanced job satisfaction while providing improved personal relationship resilience, however, boundaries between work and personal life in remote settings raises questions about balance and integration of professional obligations and personal well-being. The existing body of research provides insights into various facets of remote work, such as impact on stress levels, work-life balance, and individual well-being that can offer great outlook for a better understanding of its multidimensionality from a singular angle. However, a lack of comprehensive understanding of how remote work shapes dual aspects of career satisfaction and relationship resilience simultaneously remines hidden. Especially when recognizing how interconnected these subjects can be offering valuable solution and inside to not only the employees, employers, but also to the policy makers.

This study aims to bridge this existing gap by exploring how remote work can and will influences career satisfaction and quality of personal relationships within its umbrella of effects. Adopting a qualitative research approach, this study seeks to delve into lived experiences of individuals engaged in remote work, offering deeper understanding of how remote work reshapes professional and likewise the personal dynamics of individuals. The significance of this research lies in its potential contributing to organizational development, career growth/exploration, and relationship dynamics, providing valuable insights for stakeholders, including organizations, individuals considering remote work, and even supporting mental health professionals to better understand how remote work a positive or negative impact can have, crucial for promoting growth and well-being in the landscape of work modalities.

Purpose section

The purpose of this study is to further understand the dynamics of remote work, particularly the influence on career satisfaction and relationship resilience. This research develops to bridge the gap in existing literature regarding the link between work satisfaction and personal relationship resilience in the context of remote work. As remote work becomes increasingly widespread, understanding the dual impact both career and personal life is highly important.

There are two key research questions are key factors when considering this research. This study seeks to better understand remote work and how remote work can influences career satisfaction. This research is also seeking to better understand and examine ways remote work impacts resilience within the relationship of employees, particularly for individuals engaged in full-time remote positions.

Through addressing these questions, this study intends to uncover nuanced experiences of remote workers and understanding the multifaceted nature of remote work and its implications on professional growth and personal well-being being the relationship resilience. The findings are anticipated to contribute to the body of knowledge, offering practical implications for organizations, employees, and mental health professionals, and remote work policies. As remote work has influenced employee satisfaction and productivity, leading to enhancements in organizational performance and life experience (Chatterjee et al., 2022).

Methodology

Research Design and Approach

This study will adopt if phenomenological approach, focusing on the lived experiences of individuals who are actively engaged in remote work. This qualitative method is chosen for its effectiveness in exploring the depth and complexity of personal and interpersonal experiences, particularly this method can aid in understanding how career can potentially shape career satisfaction and relationship resilience. By incorporating a phenomenological framework, we can comprehensively explore the reality of our participants, providing insight into perception, feeling, experiences, and satisfaction. Utilizing phenomenologists approach is able to seek and explicate lived experience of participants ensuring accurate representation of the phenomenon being investigated (Finlay, 2014). This stance represents a deep, thoughtful, and methodical approach in observing with new inquisitive perspectives, as a unique methodology distinct from other approaches into experience and subjectivity.

Participants

This is study, will involve individuals currently and actively working remotely who transitioned from an on-site role. The selection criteria include adults, age 18 and up who are employed in full-time position. Furthermore, participants must be in an active romantic relationship living with their partners. The proposed sample size is 20 participants insuring a diverse representation in age, gender, ethnicity, and job rules. This diversity is crucial for capturing a wide range of experiences, and perspectives.

Recruitment and Data Collection Procedures

Participants will be recruited through online advertisements, and social media. The recruitment strategy involves reaching out to participants by email or through social media, with an emphasis on voluntary participation and confidentiality. Data will be collected through in-depth semi-structured interviews virtually. Interviews will cover experiences on remote work, focusing on impact toward career satisfaction and relationship resilience.

Before participating, participants will be provided with informed consent form. This form will detail the study's purpose, nature of involvement, data collection procedures, rights (including withdrawal from the study at any time), and confidentiality measures. Participants will need to agree and sign this form electronically. Exclusion criteria involves individuals who are not engaged in remote work or are in a romantic relationship living with their partners.

Data will be collected through in-depth semi-structured interviews, conducted virtually. The investigator will utilize informal, semi-structured guide containing key phenomenological topics, the emphasis is on eliciting detailed accounts of fundamental existential elements (Englander & Morley, 2023). Interviews will cover participants' experiences on remote work, focusing on impact toward career satisfaction and relationship resilience. Each interview will be conducted using video conferencing tools and expected to last between 45 to 60 minutes. The semi-structured format permits participants to freely express views while enabling a deeper dive into topics. Interviews will be recorded with participants' consent and transcribed verbatim. Identifying information will be removed or altered in the transcripts to maintain utmost confidentiality, securely stored, and accessible only to the research team.

Instrumentation

Data collection instrument will be semi-structured interview guide, developed based on research questions and existing literature. This will include open-ended questions designed to elicit detailed responses on participants' experiences. The interview guide will be pilot tested and refined ensuring clarity and relevance. The creation of the interview guide will involve a thorough review of existing literature and previous studies in field of remote work and its impact on career satisfaction and relationship resilience. This review will help formulating questions relevant to research objectives and insightfulness for participants. The guide will be structured to start with general questions, gradually moving towards specific topics related to research.

The questions will be open-ended to encourage participants to share experiences and perceptions, providing depth and richness to the data. They will be designed to explore various aspects of remote work, including changes in dynamics, satisfaction, balance, and impact on relationships. Prior to the main data collection phase, the interview guide will be pilot tested with a small group of individuals who fit participant criteria. This pilot test will help in assessing clarity, relevance, and flow of questions. Feedback from pilot phase will be used to refine questions ensuring effective capture of needed information.

The sample questions will be representative of broader themes and topics covered in the interviews. Career satisfaction and relationship resilience are operationalized through participants' narratives. Career satisfaction is explored in term of job fulfillment, engagement, and performance. While relationship resilience will be examined through adaptability, communication, and support within the relationship. Initially, by engage with the data, this involves activities such as thoroughly listening to the entire interview and repeatedly reviewing transcript to gain comprehensive understanding of entire content (Finlay, 2014).

Data Analysis

Data analysis will involve transcribing the interviews and thematic analysis Aim to establish patterns such as themes and categories through different cases (Braun & Victoria, 2021). This process includes coding data, identifying patterns, and extracting themes relevant to research questions. The analysis will focus on understanding how remote work influences career satisfaction and resilience, with emphasis on nuances and complexities of experiences.

Thematic analysis is chosen for its flexibility and ability to provide a rich, detailed, and complex account of data discerning explicit and implicit meanings within the data, utilizing methods for coding and evolving themes, and maintaining adaptability in the theoretical context that reinforces the study (Braun & Victoria, 2021). Nowell et al. (2017) explain, thematic analysis as a method for identifying, analyzing, organizing, describing, and reporting themes found within a data set, particularly suitable such studies, where the goal is to explore and report on lived experiences and perceptions of individuals as thematic analysis is not tied to specific theoretical framework, allowing for an inclusive approach to understand what diverse such experiences (Nowell et al., 2017).

This method is also advantageous for its theoretical freedom, offering flexible approach that can be tailored to specific needs of the study as it enables the examination of perspectives in participants, highlighting similarities and differences generating unanticipated insights (Braun & Clarke, 2006; Nowell et al., 2017). Furthermore, thematic analysis is useful for summarizing key features of a large data set, which aligns with our goal of capturing a broad range of experiences regarding remote work.

In line with the trustworthiness criteria outlined by Lincoln and Guba (1985), as discussed by Nowell et al. (2017), thematic analysis goal is to confirm trustworthiness, transferability, dependability, and confirmability of research findings (Lincoln & Guba, 1985). This will be achieved through a rigorous process of data familiarization, code generation, theme development, review, as well as through maintaining a comprehensive review track and engaging in reflexive practices throughout the process.

Addressing Potential Biases

To mitigate social desirability bias strategies such as building trust, anonymity, exploitation of indirect questioning will be utilized. Additionally, triangulation will be used to cross-validate findings, and reflective practices will be adopted for bias minimization.

Delimitations, Assumptions, and Limitations

The study bounded to full-time remote work position individuals, active committed relationship, assuming honest and reflective responses. A limitation is the potential for subjective interpretation of qualitative data and challenge in generalizing findings to all remote workers.

Proposed Analyses

In the proposed study, analytical journey begins with meticulous transcription of interview recordings. This step is crucial in preserving authenticity of participants' narratives, ensuring accurate representation in subsequent analysis. The transcriptions are cross-referenced with recordings to guarantee precision, setting strong foundation for in-depth analysis.

Thematic analysis, a method particularly adept at identifying and interpreting patterns within qualitative data, serve as cornerstone of analytical approach. Initially, the process involves immersive engagement with data, where transcripts are read and re-read, allowing holistic understanding of content. This immersion is not merely a brief glance but deep dive into experience and perspectives shared. During this phase that initial ideas for coding begin to surface, laying the groundwork for more structured analysis.

As analysis progresses, a systematic coding of the data will be undertaken. This involves breaking down text into manageable and meaningful segments – a process that is methodical and creative. These initial codes are not set in stone but instead open to adaptation as new themes and patterns emerge from data. The flexibility of coding process is key in capturing richness and complexity of experiences.

The evolution of analysis sees codes gradually coalesce into potential themes. This stage is similar to building a puzzle, where pieces of data are grouped under thematic umbrellas. These themes then meticulously reviewed and refined. This iterative process involves redefining, combining, even discarding initial themes, ensuring final themes accurately encapsulate core narratives present in data.

In defining and naming themes, detailed examination of each is undertaken. This involves delving into what they represent, ensuring they are not just labels but meaningful constructs that offer insight into participants' experience. The themes are named thoughtfully, in a manner that captures their relevance to research questions.

The culmination of this analytical process is production of coherent and compelling narrative. These narrative weaves together thematic analysis, supported by vivid extracts from data. These extracts are not mere illustrations but serve as windows into lived experiences of participants, bringing the themes to life.

Throughout this analytical drive, maintaining consistency and credibility is paramount. Strategies such as participant validation, where participants are invited to review/validate the interpretations of narratives, play critical role. Additionally, researcher reflexivity is maintained, with reflexive journal used to record and reflect on biases or assumptions that may arise. Where possible, triangulation with existing literature or other sources is employed to support validity of the findings.

Ethical considerations, around confidentiality and the sensitive nature of personal experiences, are of utmost importance. Participants are assured of their anonymity in the presentation of data, with all identifying information carefully obscured or altered.

Conclusion

This research aims to contribute to understanding the impact of remote work on career satisfaction and relationship resilience. Through phenomenological approach and qualitative methods, the study can provide an in-depth insight in individuals perceptions navigating the complexities of remote work and its effects on professional and personal lives. Analytical approach is meticulously designed to unravel the complexities of how remote work influences career satisfaction and relationship resilience. By delving into the qualitative data, this study aims to enrich existing literature on remote work, offering insights into its psychological impacts on individuals' professional and personal lives.

References

Akanji, B., Mordi, C., Ajonbadi, H., & Adekoya, O. (2023). The impact of COVID-19 on the work–life balance of working mothers: evidence from Nigerian academics. Personnel Review, 52(3), 703-723. 10.1108/PR-08-2020-0636

Althammer, S. E., Reis, D., van der Beek, S., Beck, L., & Michel, A. (2021). A mindfulness intervention promoting work–life balance: How segmentation preference affects changes in detachment, well‐being, and work–life balance. Journal of Occupational and Organizational Psychology, 94(2), 282-308. 10.1111/joop.12346

Braun, V., & Clarke, V. (2021). Can I use TA? Should I use TA? Should I not use TA? Comparing reflexive thematic analysis and other pattern‐based qualitative analytic approaches. Counselling and Psychotherapy Research, 21(1), 37-47. 10.1002/capr.12360

Chatterjee, S., Chaudhuri, R., & Vrontis, D. (2022). Does remote work flexibility enhance organization performance? Moderating role of organization policy and top management support. Journal of Business Research, 139, 1501-1512. 10.1016/j.jbusres.2021.10.069

Englander, M., & Morley, J. (2023). Phenomenological psychology and qualitative research. Phenomenology and the Cognitive Sciences, 22(1), 25-53. 10.1007/s11097-021-09781-8

Finlay, L. (2014). Engaging Phenomenological Analysis. Qualitative Research in Psychology, 11(2), 121-141. 10.1080/14780887.2013.807899

Galanti, T., Guidetti, G., Mazzei, E., Zappalà, S., & Toscano, F. (2021). Work from Home during the COVID-19 Outbreak: The Impact on Employees' Remote Work Productivity, Engagement and Stress. Journal of Occupational and Environmental Medicine, 63(7), e426-e432. 10.1097/JOM.0000000000002236

García-Fernández, M. (2022). ‘A Healthy Sex Life’: Love, Marriage and Sexual Knowledge in Franco’s Spain (1960–1975). Social History of Medicine : The Journal of the Society for the Social History of Medicine, 35(4), 1334-1355. 10.1093/shm/hkab132

Halbesleben, J. R. B. (2010). A meta-analysis of work engagement: Relationships with burnout, demands, resources, and consequences. (pp. 102-117). Psychology Press. 10.4324/9780203853047

Howe, L. C., & Menges, J. I. (2022). Remote work mindsets predict emotions and productivity in home office: A longitudinal study of knowledge workers during the Covid-19 pandemic. Human-Computer Interaction, 37(6), 481-507. 10.1080/07370024.2021.1987238

Kondratowicz, B., Godlewska-Werner, D., Połomski, P., & Khosla, M. (2022). Satisfaction with job and life and remote work in the COVID-19 pandemic: the role of perceived stress, self-efficacy and self-esteem. Current Issues in Personality Psychology, 10(1), 49-60. 10.5114/cipp.2021.108097

Lincoln, Y. S., & Guba, E. G. (1985). Naturalistic inquiry. Sage Publications. 

Neidlinger, S. M., Felfe, J., & Schübbe, K. (2022). Should I Stay or Should I Go (to the Office)?-Effects of Working from Home, Autonomy, and Core Self-Evaluations on Leader Health and Work-Life Balance. International Journal of Environmental Research and Public Health, 20(1), 6. 10.3390/ijerph20010006

Nowell, L. S., Norris, J. M., White, D. E., & Moules, N. J. (2017). Thematic Analysis: Striving to Meet the Trustworthiness Criteria.International Journal of Qualitative Methods, 16(1), 1-13. 10.1177/1609406917733847

Piasna, A. (2018). Scheduled to work hard: The relationship between non‐standard working hours and work intensity among European workers (2005–2015). Human Resource Management Journal, 28(1), 167-181. 10.1111/1748-8583.12171

Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The Measurement of Work Engagement With a Short Questionnaire: A Cross-National Study. Educational and Psychological Measurement, 66(4), 701-716. 10.1177/0013164405282471

Shimura, A., Yokoi, K., Ishibashi, Y., Akatsuka, Y., & Inoue, T. (2021). Remote Work Decreases Psychological and Physical Stress Responses, but Full-Remote Work Increases Presenteeism. Frontiers in Psychology, 12, 730969. 10.3389/fpsyg.2021.730969

Srivastava, S., & Madan, P. (2020). The relationship between resilience and career satisfaction: Trust, political skills and organizational identification as moderators. Australian Journal of Career Development, 29(1), 44-53. 10.1177/1038416219886317

Stankevičienė, A., Tamaševičius, V., Diskienė, D., Grakauskas, Ž, & Rudinskaja, L. (2021). THE MEDIATING EFFECT OF WORK-LIFE BALANCE ON THE RELATIONSHIP BETWEEN WORK CULTURE AND EMPLOYEE WELL-BEING. Journal of Business Economics and Management, 22(4), 988-1007. 10.3846/jbem.2021.14729

Szulc, J. M., McGregor, F., & Cakir, E. (2023). Neurodiversity and remote work in times of crisis: lessons for HR. Personnel Review, 52(6), 1677-1692. 10.1108/PR-06-2021-0469

Topino, E., Svicher, A., Di Fabio, A., & Gori, A. (2022). Satisfaction with life in workers: A chained mediation model investigating the roles of resilience, career adaptability, self-efficacy, and years of education. Frontiers in Psychology, 13, 1011093. 10.3389/fpsyg.2022.1011093

Toscano, F., & Zappalà, S. (2021). Overall Job Performance, Remote Work Engagement, Living With Children, and Remote Work Productivity During the COVID-19 Pandemic: A Mediated Moderation Model. European Journal of Psychology Open, 80(3), 133-142. 10.1024/2673-8627/a000015

Tump, D., Narayan, N., Verbiest, V., Hermsen, S., Goris, A., Chiu, C., & Van Stiphout, R. (2022). Stressors and Destressors in Working From Home Based on Context and Physiology From Self-Reports and Smartwatch Measurements: International Observational Study Trial. JMIR Formative Research, 6(11), e38562. 10.2196/38562

Wood, J., Oh, J., Park, J., & Kim, W. (2020). The Relationship Between Work Engagement and Work–Life Balance in Organizations: A Review of the Empirical Research. SAGE Publications. 10.1177/1534484320917560

Yu, J., & Wu, Y. (2021). The Impact of Enforced Working from Home on Employee Job Satisfaction during COVID-19: An Event System Perspective. International Journal of Environmental Research and Public Health, 18(24), 13207. 10.3390/ijerph182413207