Introduction: The rapid expansion of telework has profoundly reshaped contemporary work environments, increasing flexibility and autonomy while also intensifying digital demands, constant connectivity, and potential risks for technostress. Understanding the motivational factors underlying the choice to engage in telework is therefore essential for promoting healthier and more sustainable digital work contexts. Drawing on Self-Determination Theory (SDT), this study examines how different types of motivation for telework are associated with employees' well-being and perceived performance.
Purpose: This research explores the associations between autonomous and controlled motivations for telework and their impact on life satisfaction and perceived job performance, contributing to the identification of psychological risk and protective factors in digital work environments.
Method: A total of 265 participants took part in the study, 64.4% of whom were women, with a mean age of 37 years. Most participants held a higher education degree (89.8%). Regarding work arrangements, 42.6% worked in a hybrid format, while 22.6% worked fully remotely. Data were collected through an online survey including validated measures of telework motivation, life satisfaction, and perceived performance.
Results: Results indicated that work modality significantly influenced both perceived performance and life satisfaction, with fully remote workers reporting higher levels of both outcomes compared to hybrid workers. Correlational analyses showed that autonomous forms of motivation were positively associated with life satisfaction and perceived performance, whereas controlled motivations were negatively related to these outcomes.
Conclusions: Consistent with SDT, the findings suggest that autonomous motivation functions as a key protective factor in digital work contexts, fostering psychological well being and perceived effectiveness in telework. In contrast, controlled motivation appears to be associated with poorer adjustment and lower well-being. These results highlight the importance of autonomy-supportive organizational practices as a strategy to promote occupational well-being and to mitigate the negative effects of digital overload and technostress in telework settings.