Running Head: Research Questions and Alignment Summary
Research Questions and Alignment Summary
Samantha Powell
University of Phoenix
RES/709
June 27, 2022

Research Questions and Alignment Summary
Proposed Dissertation Title
1. Program of Study (DBA, DHA, DM, EDD): including specialization, when applicable
2. Background of the Problem and Problem Statement
Remote working has brought a lot of problems to organizations. Some of the
challenges include managing projects, poor collaboration among workers, building and
maintaining tasks, and tracking various tasks and productivity, among other challenges
(Brooks, 2021). Gigi and Sangeetha (2020) pointed out that companies with higher
remote working experience low customer loyalty and profitability levels compared to
other companies. Remote working is considered one of the major factors that lower
workers’ motivation levels. Many sectors implemented the working from home policy,
especially during the Covid-19 pandemic. The primary purpose of this policy was to
prevent its spread. Despite the pandemic being contained, remote working is still
prevalent in many organizations. Indeed, the US has experienced a doubling of remote
workers over the last two decades based on its potential to increase flexibility (Kossek,
Thompson, and Lautsch, 2015). The dramatic shift has brought about questions about its
effect on employee motivation. Motivation among workers in a particular organization
plays an instrumental role in dictating the productivity and well-being of individuals;
therefore, this issue needs to be addressed.
The primary problem is that remote working inhibits social and group
interactions, resulting in lower motivation levels through loneliness and isolation of
employees. Remote working has suddenly become the new way of working in various
sectors; therefore, there is plenty of literature on this issue. The primary purpose of this
study on remote working is to address the impact of remote work on employee
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Research Questions and Alignment Summary
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motivation. Motivation is instrumental in having high-producing workers working from
home (Zamani et al., 2021). Past studies have indicated that working from home
increases the motivation of employees (Zamani et al., 2021). However, this might not be
the case. Working from home offers workers the flexibility they need; they decide what
time is best for them to work, increasing their production.
However, when employees work from home, positive work experience is not
visible; therefore, their motivation to work is affected. Remote working predisposes
workers to unrealistic performance expectations and numerous online meetings;
therefore, their motivation is significantly affected (Zamani et al., 2021). Additionally,
the pressure to meet deadlines also results to stress among workers. On the other hand,
it’s vital to note that a work-life conflict emerges due to remote working. Among female
workers, it might not be easy to work due to domestic responsibilities. What we do not
yet know about this phenomenon is how organizations will deal with this issue. This
study explores how remote working inhibits social and group interactions, resulting in
lower motivation levels through employees’ loneliness and isolation.