Palabras clave
job satisfaction
cultural dimensions
national culture
remote work
Cómo citar
Resumen
Purpose – This study examines how national cultural dimensions moderate the relationship between perceived work-from-home-support (WFHS) and job satisfaction (JSAT).
Theoretical framework – It draws on self-determination and social exchange theories to explain how WFHS helps create optimal conditions for employees’ sense of productivity, which in turn motivates and enhances JSAT.
Design/methodology/approach – We surveyed a convenience sample of 241 employees from a multinational company with subsidiaries in four countries and collected cultural dimension scores from “Hofstede’s Globe” to test each hypothesis separately using PROCESS v3.5.3 for SPSS.
Findings – The results show that WFHS enhances JSAT in remote work settings, with culture serving as a significant moderator. Feminine and uncertainty-avoidant societies benefit most from WFHS, while individualistic and long-term oriented societies show no significant effects.
Practical and social implications of the research – The study bridges the gap between cultural dimensions and organizational support in remote work settings, showing that WFHS affects JSAT differently across cultures. Adapting remote work support to cultural expectations can enhance well-being and optimize organizational outcomes. It guides organizations in designing policies that balance autonomy in individualistic settings with structure and recognition in uncertainty-avoidant ones.
Originality/value – This research deepens the understanding of remote work by integrating cultural factors and showing how different national cultures affect the influence of WFHS on JSAT.
Citas
Abbate, C. S., Bonfanti, R. C., Misuraca, R., & Ruggieri, S. (2025). Power distance in the workplace and its effect on prosocial behavioral intentions. Acta Psychologica, 253(March), 104695. https://doi.org/10.1016/j.actpsy.2025.104695. PMid:39813943.
Al, B. (2023). Culture, motivation, and performance: Remote and workplace dynamics in organizations. OPUS Journal of Society Research, 20, 727-750. https://doi.org/10.26466/opusjsr.1343604
Adamovic, M. (2022). How does employee cultural background influence the effects of telework on job stress? The roles of power distance, individualism, and beliefs about telework. International Journal of Information Management, 62, 102437. https://doi.org/10.1016/j.ijinfomgt.2021.102437.
Afota, M. C., Savard, Y. P., Léon, E., & Ollier-Malaterre, A. (2024). Changes in belongingness, meaningful work, and emotional exhaustion among new high-intensity telecommuters: Insights from pandemic remote workers. Journal of Occupational and Organizational Psychology, 97(3), 817-840. https://doi.org/10.1111/joop.12494.
Afrianty, T. W., Artatanaya, I. G., & Burgess, J. (2022). Working from home effectiveness during Covid-19: Evidence from university staff in Indonesia. Asia Pacific Management Review, 27(1), 50-57. https://doi.org/10.1016/j.apmrv.2021.05.002.
Anderson, A. J., Kaplan, S. A., & Vega, R. P. (2014). The impact of telework on emotional experience: When, and for whom, does telework improve daily affective well-being? European Journal of Work and Organizational Psychology, 24(6), 882-897. https://doi.org/10.108
/1359432X.2014.966086
Bilderback, S., & Kilpatrick, M. D. (2024). Global perspectives on redefining workplace presence: The impact of remote work on organizational culture. Journal of Ethics in Entrepreneurship and Technology, 4(1), 62-72. https://doi.org/10.1108/JEET-08-2024-0023
Bolisani, E., Scarso, E., Ipsen, C., Kirchner, K., & Hansen, J. P. (2020). Working from home during COVID-19 pandemic: Lessons learned and issues. Management and Marketing, 15(s1), 458-476. https://doi.org/10.2478/mmcks-2020-0027
Brunton, M., Cook, C., Walker, L., Clendon, J., & Atefi, N. (2020). Home and away: A national mixedmethods questionnaire survey of host and migrant Registered Nurses in New Zealand. Collegian : Journal of the Royal College of Nursing, Australia, 27(2), 164-173.
https://doi.org/10.1016/j.colegn.2019.08.004
Butlewski, M., Czernecka, W., Janiszewski, P., BogajewskaDanek, J., Gajšek, B., Suszyński, M., & Parikh, J. (2024). Does organizational support really influencesatisfaction and well-being during enforced working from home? AnnalesUniversitatis Mariae Curie-Skłodowska, 58(3), 203-215. https://doi.org/10.17951/h.2024.58.3.203-215.
Choudhury, P., Foroughi, C., & Larson, B. (2021). Workfrom-anywhere: The productivity effects of geographic flexibility. Strategic Management Journal, 42(4), 655-683. https://doi.org/10.1002/smj.3251.
Chowhan, J., & Pike, K. (2023). Workload, work-life interface, stress, job satisfaction, and job performance: A job demand–resource model study during COVID-19. International Journal of Manpower, 44(4), 653-670. https://doi.org/10.1108/IJM-05-2022-0254
Cook, K.S., Cheshire, C., Rice, E.R.W., Nakagawa, S. (2013). Social Exchange Theory. In: DeLamater, J., Ward, A. (eds) Handbook of Social Psychology. Handbooks of Sociology and Social Research. Springer, Dordrecht. https://doi.org/10.1007/978-94-007-6772-0_3
Deci, E. L., & Ryan, R. M. (2000). The” what” and” why” of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227-268. https://doi.org/10.1207/S15327965PLI1104_01.
Donaldson, C. D., Handren, L. M., & Lac, A. (2017). Applying multilevel modeling to understand individual and cross-cultural variations in attitudes toward homosexual people across 28 European countries. Journal of Cross-Cultural Psychology, 48(1), 93-112.
https://doi.org/10.1177/0022022116672488
Dziuba, A.; Tienari, J.; Välikangas, L. Idea work online: shelters and crutches in remote collaborative autoethnography. Journal of Organizational Ethnography, v. 10, n. 3, p. 303–316, 2021. Emerald Group Holdings Ltd. https://doi.org/10.1108/JOE-01-2021-0007
Eagly, A. H., & Wood, W. (2012). Social role theory of sex differences. In P. Van Lange, A. Kruglanski & E. Higgins (Eds.), Handbook of theories of social psychology. Sage Publications. https://doi.org/10.4135/9781446249222.n49.
Emerson, R.M. (1976). Social Exchange Theory. Annual Review of Sociology, 2, 335–362. http://www.jstor.org/stable/2946096
Escalas, J. E., & Bettman, J. R. (2005). Self-construal, reference groups, and brand meaning. The Journal of Consumer Research, 32(3), 378-389. https://doi.org/10.1086/497549
Fonner, K.L., & Roloff, M.E. (2010). Why Teleworkers are More Satisfied with Their Jobs than are Office-Based Workers: When Less Contact is Beneficial. Journal of Applied Communication Research, 38(4), 336–361. https://doi.org/10.1080/00909882.2010.513998
Fuller, C. M., Simmering, M. J., Atinc, G., Atinc, Y., & Babin, B. J. (2016). Common methods variance detection in business research. Journal of Business Research, 69(8), 3192-3198. https://doi.org/10.1016/j.jbusres.2015.12.008.
Gajendran, R. S., & Harrison, D. A. (2007). The good, the bad, and the unknown about telecommuting: Meta-analysis of psychological mediators and individual consequences. The Journal of Applied Psychology, 92(6), 1524-1541. https://doi.org/10.1037/00219010.92.6.1524. PMid:18020794
Gu, M.L., Tan, C.M., Ho, Y.S., & Liu, L.C. (2022). Work–family conflict and happiness:The moderating role of national culture. Evidence-based HRM, 10 (3), 293-311.https://doi.org/10.1108/ebhrm-01-2021-0001
Gu, M., Tan, J.L., Amin, M., Mostafiz, I., & Yeoh, K. (2021). Revisiting the moderating roleof culture between job characteristics and job satisfaction: A multilevel analysis of33 countries. https://doi.org/10.1108/ER-03-2020-0099
Hair, J.F.; Black, W.C.; Babin, B.J.; Anderson, R.E.; Tatham, R. L. (2009) Multivariate data analysis. (Trad.) Adonai Schlup Sant'Anna. Porto Alegre: Bookman.
Hayes, Andrew F. (2018) Introduction to Mediation, Moderation, and Conditional Process Analysis: A Regression-Based Approach. 2. ed. New York: The Guilford Press.
Himawan, Karel Karsten, Jessica Helmi, & Jappy P. Fanggidae. 2022. “The Sociocultural Barriers of Work-from-Home Arrangement Due to COVID-19 Pandemic in Asia: Implications and Future Implementation.” Knowledge and Process Management 29 (2): 185–93. https://doi.org/10.1002/kpm.1708
Hofstede’s Globe. (2024, January 30). Hofstede’s globe.https://geerthofstede.com/hofstedes-globe/
Hofstede, G., Hofstede, G. J., & Minkov, M. (2010) Cultures and organizations: Software of the mind: Intercultural cooperation and its importance for survival (2nd ed.). McGraw-Hill
Hofstede, G. Culture’s consequences: Comparing values, behaviors, institutions, and organizations across nations.Sage Publications, 2001
Hofstede, G. (2011). Dimensionalizing cultures: The hofstede model in context. Online Readings in Psychology and Culture, 2(1). https://doi.org/10.9707/2307-0919.1014.
Hur, S. (2022). Telework, organizational culture, and job satisfaction: Focused on themoderating effects of organizational culture. Korean Policy Sciences Review, 26(1), 89-109. https://doi.org/10.31553/kpsr.2022.3.26.1.89.
Hur, S. (2022). Telework, organizational culture, and job satisfaction: Focused on themoderating effects of organizational culture. Han'gug jeongchaeg gwahaghaghoebo, 26 (1), 89-109. https://doi.org/10.31553/kpsr.2022.3.26.1.89
Hussain, Imran; Sia, Surendra Kumar . (2017). Power Distance Orientation Dilutes the Effect of Abusive Supervision on Workplace Deviance. Management and Labour Studies, (), 0258042X1773198–. doi:10.1177/0258042X17731981
Irawanto, D., Novianti, K., & Roz, K. (2021). Work from home: Measuring satisfaction between work-life balance and work stress during the COVID-19 pandemic in Indonesia. Economies, 9(3), 96. https://doi.org/10.3390/economies9030096
Javidan, M., Stahl, G. K., Brodbeck, F., & Wilderom, C. P. M. (2005). Cross-border transfer of knowledge: Cultural lessons from project GLOBE. The Academy of Management Perspectives, 19(2), 59-76. https://doi.org/10.5465/ame.2005.16962801
Jackowska, M., & Lauring, J. (2021). What are the effects of working away from the workplace compared to using technology while being at the workplace? Assessing work context and personal context in a global virtual setting. Journal of International Management, 27(1), e100826. https://doi.org/10.1016/j.intman.2021.100826
Judge, T. A., Weiss, H. M., Kammeyer-Mueller, J. D., & Hulin, C. L. (2017). Job attitudes, job satisfaction, and job affect: A century of continuity and of change. The Journal of Applied Psychology, 102(3), 356-374. https://doi.org/10.1037/apl0000181. PMid:28125260
Kadic-Maglajlic, S., Micevski, M., Arslanagic-Kalajdzic, M., & Lee, N. (2017). Customer and selling orientations of retail salespeople and the sales manager’s ability-to-perceiveemotions: A multi-level approach. Journal of Business Research, 80, 53-62. https://doi.org/10.1016/j.jbusres.2017.06.023
Kerksieck, P., Brauchli, R., de Bloom, J., Shimazu, A., Kujanpää, M., Lanz, M., & Bauer, G. F. (2022). Crafting work-nonwork balanceinvolving life domain boundaries: Development and validation of a novel scale across five countries. Frontiers in Psychology, 13, 892120. https://
doi.org/10.3389/fpsyg.2022.892120. PMid:36186286.
Kirkman, B. L., Lowe, K. B., & Gibson, C. B. (2006). A quarter century of “Culture’s Consequences”: A review of empirical research incorporating hofstede’s cultural dimensions. Journal of International Business Studies, 37(3), 285-320. https://doi.org/10.1057/palgrave.jibs.8400202.
Koprowski, S., Mazzioni, S., Dal Magro, C.B., Rosa, F.S., (2021). Cultura Nacional e Responsabilidade Social Corporativa. Revista Brasileira de Gestão de Negócios, 23(3), p.488-502. https://doi.org/10.7819/rbgn.v.23i3.4115
Kwon, M., & Jeon, S. H. (2020). Do leadership commitment and performance-oriented culture matter for federal teleworker satisfaction with telework programs? Review of Public Personnel Administration, 40(1), 36-55. https://doi.org/10.1177/0734371X18776049
Lakshmi, D., & Jindal, D. (2024). The impact of remote work on the culture and performance of multinational corporations. Journal of Informatics Education and Research, 3(2), 2873-2881. https://doi.org/10.52783/jier.v3i2.489.
Lamot, M., & Kirbiš, A. (2024). Multilevel analysis of COVID-19 vaccination intention: The moderating role of economic and cultural country characteristics. European Journal of Public Health, 34(2), 380-386. https://doi.org/10.1093/eurpub/ckae022. PMid:38569192
Latinometrics Internet News. (2024). Why are 71% of LatAm companies embracing the hybrid work model? https://www.linkedin.com/posts/latinometrics_why-are-71-of-latamcompanies-embracing-activity-7168243974539845633-7YFe
Liu, H. L., & Lo, V. H. (2018). An integrated model of workload, autonomy, burnout, job satisfaction, and turnover intention among Taiwanese reporters. Asian Journal of Communication, 28(2), 153-169. https://doi.org/10.1080/01292986.2017.1382544
Lukasik-Stachowiak, K. (2022). Organizational culture in remote working conditions– home office. Humanities and Social Sciences Quarterly, 29(4), 31-43. https://doi.org/10.7862/rz.2022.hss.24
Mangla, N. (2021). Working in a pandemic and postpandemic period – Cultural intelligence is the key. International Journal of Cross Cultural Management, 21(1), 53-69. https://doi.org/10.1177/14705958211002877
Margheritti, S., Picco, E., Gragnano, A., Dell’aversana, G., & Miglioretti, M. (2023). How to promote teleworkers’ job satisfaction? The Telework Quality Model and its application in small, medium, and large companies. Human Resource Development International, 27(4), 481-500. https://doi.org/10.1080/13678868.2023.2244705
Maurer, M., Bach, N., & Oertel, S. (2022). Forced to go virtual. Working-from-home arrangements and their effect on team communication during COVID-19 lockdown. German Journal of Human Resource Management, 36(3),
-269. https://doi.org/10.1177/23970022221083698
Masood, M., Aggarwal, A., & Reidpath, D. D. (2019). Effect of national culture on BMI: A multilevel analysis of 53 countries. BMC Public Health, 19(1), 1212. https://doi.org/10.1186/s12889-019-7536-0. PMid:31481044
Michinov, E., Ruiller, C., Chedotel, F., Dodeler, V., & Michinov, N. (2022). Work-from-home during COVID-19 lockdown: When employees’ well-being and creativity depend on their psychological profiles. Frontiers in Psychology, 13, 862987. https://doi.org/10.3389/fpsyg.2022.862987
Minkov, M., & Kaasa, A. (2022). Do dimensions of culture exist objectively? Validation of the revised Minkov-Hofstede model of culture with World Values Survey items and scores for 102 countries. Journal of International Management, 28(4), 100971. https://doi.org/10.1016/j.intman.2022.100971.
Neufeld, D. J., & Fang, Y. (2005). Individual, social, and situational determinants of telecommuter productivity. Information & Management, 42(7), 1037-1049. https://doi.org/10.1016/j.im.2004.12.001
Nezlek, J. (2010) Multilevel Modelling and Cross-Cultural Research. In D. Masumoto & F.J. Van de Vijver (Eds.), Cross-cultural research methods in psychology (pp. 299-345). Cambridge University Press. https://doi.org/10.1017/CBO9780511779381.015
Oleksa-Marewska, K., & Tokar, J. (2023). Organizational culture and job satisfaction ofemployees working remotely: A cross-cultural analysis. Zeszyty Naukowe Null, 2023(182), 347-360. https://doi.org/10.29119/1641-3466.2023.182.20
Parent-Lamarche, A., & Marchand, A. (2023). Trajectories of teleworking via workorganization conditions: Unraveling the effect on work engagement and intentionto quit with path analyses. Sustainability, 15(11), 8476. https://doi.org/10.3390/su15118476
Podsakoff, P. M., MacKenzie, S. B., Lee, J. Y., & Podsakoff, N. P. (2003). Common method biases in behavioral research: A critical review of the literature and recommended remedies. The Journal of Applied Psychology, 88(5), 879-903. https://doi.org/10.1037/0021-9010.88.5.879. PMid:14516251
Prasad, K. D. V., Vaidya, R., & Rani, R. (2023). Remote working and occupational stress: Effects on IT-enabled industry employees in Hyderabad Metro, India. Frontiers in Psychology, 14, 1069402. https://doi.org/10.3389/fpsyg.2023.1069402. PMid:37063549.
Raghuram, S., & Fang, D. (2014). Telecommuting and the role of supervisory power in China. Asia Pacific Journal of Management, 31(2), 523-547. https://doi.org/10.1007/s10490-013-9360-x
Rietveld, J. R., Hiemstra, D., Brouwer, A. E., & Waalkens, J. (2022). Motivation and productivity of employees in higher education during the first lockdown. Administrative Sciences, 12(1), 1–11. https://doi.org/10.3390/admsci12010001
Rhoades, L., & Eisenberger, R. (2002). Perceived organizational support: A review of the literature. The Journal of Applied Psychology, 87(4), 698-714. https://doi.org/10.1037/0021-9010.87.4.698. PMid:12184574.
Sandoval-Reyes, J., Idrovo-Carlier, S., & Duque-Oliva, E. J. (2021). Remote work, work stress, and work-life during pandemic times: A Latin America situation. International Journal of Environmental Research and Public Health, 18(13), 7069.https://doi.org/10.3390/ijerph18137069. PMid:34281007.
Schwartz, S. H. (1992). Universals in the content and structure of values: Theoretical advances and empirical tests in 20 countries. In M.P. Zanna (Ed.), Advances in experimental social psychology (Vol. 24, pp. 1-65). Academic Press. https://doi.org/10.1016/S0065-2601(08)60281-6
Schwartz, S. H. (2006). A theory of cultural value orientations: Explication and applications. Comparative Sociology, 5(2), 137-182. https://doi.org/10.1163/156913306778667357.
Shahriar, H., Makhdum, L. N., & Hossen, B. E. (2024). Organizational culture and its influence on employee job satisfaction. International Journal of Engineering Applied Sciences and Technology, 9(04), 52-61. https://doi.org/10.33564/IJEAST.2024.v09i04.005
Schriesheim, C., & Tsui, A. S. (1980). Development and validation of a short satisfaction instrument for use in survey feedback interventions. Western Academy of Management Meeting, 1980, 115-117. https://doi.org/10.1504/IJTM.2008.018061
Spruk, R., & Kešeljević, A. (2016). Institutional origins of subjective well-being: Estimating the effects of economic freedom on national happiness. Journal of Happiness Studies, 17(2), 659-712. https://doi.org/10.1007/s10902-015-9616-x
Sterjo, A. (2023). The culture of organizational performance impact of remote working: The case of Yeme Architect. Jurnal Studi Pemerintahan, 14(1), 22-44. https://doi.org/10.18196/jgp.v14i1.16620
Taras, V., Steel, P., & Kirkman, B. L. (2011). Three decades of research on national culture in the workplace: Do the differences still make a difference? Organizational Dynamics, 40(3), 189-198. https://doi.org/10.1016/j.orgdyn.2011.04.006.
Taras, V., Kirkman, B. L., & Steel, P. (2010). Examining the impact of Culture’s consequences: A three-decade, multilevel, meta-analytic review of Hofstede’s cultural value dimensions. The Journal of Applied Psychology, 95(3), 405-439. https://doi.org/10.1037/a0018938.
PMid:20476824.
Think Insights Online. (2024, January 13). Hofstede’s cultural dimensions. https://thinkinsights.net/leadership/hofstedeculturaldimensions/
Urien, B., & Erro-Garcés, A. (2024). Do you prefer logging in? The relevance of the experience of telework for well-being. Employee Relations, 46(3), 641-656. https://doi.org/10.1108/ER-10-2022-0487
Van der Lippe, T., Jager, A., & Kops, Y. (2006). Combination pressure: The paid work-family balance of men and women in European countries. Acta Sociologica, 49(3), 303-319. https://doi.org/10.1177/0001699306067711.
Van der Lippe, T., & Lippényi, Z. (2020). Co‐workers working from home and individual and team performance. New Technology, Work and Employment, 35(1), 60-79. https://doi.org/10.1111/ntwe.12153. PMid:32214593.
Wulandari, N. (2025). Work culture revolution in human resource management in the era of remote work
flexibility and global collaboration. International Journal of Education, 3(1), 30-44.https://ejournal.yasinalsys.org/IJEMT/article/view/4327.
Yoo, B., Donthu, N., & Lenartowicz, T. (2011). Measuring Hofstede’s Five Dimensions of Cultural Values at the Individual Level: Development and Validation of CVSCALE. Journal of International Consumer Marketing, 23(3–4), 193–210. https://www.tandfonline.com/doi/abs/10.1080/08961530.2011.578059.
Una vez aprobada la publicación del artículo, el/los autor/es cede/n los derechos de copyright a la Revista Brasileira de Gestão de Negócios – RBGN.
Es OBLIGATORIO que los autores envíen a la RBGN el formulario de Cesión de Derechos de Autor debidamente cumplimentado y firmado según el modelo: [Derechos de autor]
Las condiciones de la Cesión de Derechos de Autor indican que la Revista Brasileira de Gestão de Negócios – RBGN goza a título gratuito y en carácter definitivo de los derechos de autor patrimoniales de los artículos publicados por ella. A pesar de la Cesión de los Derechos de Autor, la RBGN faculta a los autores al uso de estos derechos sin restricciones.
Los autores se responsabilizan de los textos publicados en la RBGN.
La RBGN adopta el modelo de licencia CC-BY Creative Commons Attribution 4.0, permitiendo la redistribución y reutilización de los artículos garantizando que la autoría esté debidamente acreditada.