LINDA OMORI2026-03-312026-03-312025-08https://repository.cuea.edu/handle/123456789/644ThesisThis research aimed to determine the impact of Remote Work practices on employee satisfaction at Nestle Kenya Ltd. The research aimed to ascertain the impact of work flexibility, work autonomy, virtual teams, and work-life balance on employee happiness. This also investigated the moderating influence of organizational culture on the connection between remote work practices and employee happiness. This research was influenced by Spillover Theory, Social Contract Theory, and Control Theory. The research was conducted at Nestle Kenya Ltd. The research used a descriptive methodology. The research sample included 113 workers from Nestle Kenya. Due to the relatively small population, a census method was used, resulting in a sample of 113 workers from Nestle Kenya Ltd. The research was significant for the management and staff of Nestlé Kenya and other firms using remote work methods. Additional researchers will explore the idea and results of this study. Furthermore, the study results will facilitate informed policy choices by various organizations. Primary data was gathered with a five-point Likert scale questionnaire. Secondary data was acquired from academic publications and organizational magazines and newsletters. A piloting test was done with a sample of 13 people, constituting 11.5% of the total sample size. The data was examined using descriptive and inferential analysis. The descriptive statistics included measures of central tendency, like the mean and frequency of occurrence, while the inferential statistics used correlation and regression analyses to ascertain relationships between variables. The analyzed data was given in tabular form. The multiple regression analysis indicated that all four independent variables—work flexibility, work autonomy, virtual teams, and work-life balance—substantially influenced employee satisfaction. The research shows that the synergistic effects of work flexibility, autonomy, virtual teams, and work-life balance substantially improve employee happiness. Human Resource departments have to incorporate the study's results into their operations by formulating complete remote work policies that include job flexibility, autonomy, virtual teams, and work-life balance. These rules must to be routinely evaluated and revised in accordance with employee input and evolving work situations. Future study should focus on the impact of AI on remote work.en-USRemote work practicesemployee satisfactiontelecommutingwork flexibilityemployee engagementorganizational performanceNestlé KenyaThesis