Aisha Mirghani Shibeika
The rapid expansion of remote and hybrid work has fundamentally changed organizational practices, making employee productivity a strategic priority. Despite the increasing adoption of flexible work arrangements in Saudi Arabia, empirical evidence regarding the combined effects of flexible remote work, technological infrastructure, and administrative support remains limited. This study examines the impact of organizational factors on employee productivity in Saudi organizations, exploring the role of job satisfaction as a mediating factor. A quantitative cross-sectional design was used, with a stratified random sample of 200 employees experienced in remote or hybrid work. Data were analyzed by using SPSS through descriptive statistics, exploratory factor analysis (EFA), Pearson correlation, multiple regression, and moderation analysis. The findings revealed that remote work flexibility (β = 0.45, p < 0.001), technological infrastructure (β = 0.42, p < 0.001), and managerial support (β = 0.33, p < 0.001) significantly enhanced employee productivity, with remote work flexibility emerging as the strongest predictor. Job satisfaction also significantly moderated the relationship between remote work flexibility and employee productivity (β = 0.13, p = 0.002), The findings demonstrate that integrating flexible work policies, advanced technological infrastructure, supportive leadership, and initiatives to enhance job satisfaction can boost employee productivity. The results also indicate that employees with higher job satisfaction achieve greater productivity gains through flexible work arrangements. This study offers practical applications for organizational leaders seeking to accelerate digital transformation in line with Saudi Vision 2030 and contributes to the literature by extending the Job Requirements-Resources (JD-R) model to include remote and hybrid work environments across various Saudi organizations.