Özet:

Goal: The COVID-19 pandemic, which has affected almost all countries around the world since the beginning of 2020, has also affected the working life and has led to some changes. In particular in the framework of quarantine applications, remote work has begun to be compulsory. Distance work (home work) has not entered our lives with pandemic for the first time, but has become much more common and has also led to changes in employees’ attitudes to work. This new form of work has also influenced all the actors of the work life. This study also examined how the work stress, work satisfaction and intention to leave work were affected during the pandemic process and how the relationship between them arose. Method: The study reached 915 participants working on a distance through easy sampling. In the questionnaire form prepared by the survey method, demographic questions were used as well as the work stress, work satisfaction and the intention of leaving the job scales. The ethical board has been granted permission for the survey form in the application section of the study. The findings: According to the findings, it has been found that there are meaningful relationships between the participants’ work satisfaction, work stress and the intention to leave the job. It has also been found that work satisfaction and work stress have an impact on the intention to leave the job. Result: It is a fact that more measures should be considered to protect the health of employees during remote work, which is expected to become more prevalent among employees in the future periods. Thus, the change and development of employee behavior, such as work satisfaction, work stress and the intention to leave the job, will become even more important. New working conditions will also affect the psychosocial behavior of employees. Originality: When the scan is done, a limited number of work has been achieved to study the work stress, work satisfaction and the intention to leave the work. However, these three variations have not been found in the study that deals with the distance work context. In this context, it is believed that it will contribute to the work. Abstract Purpose: The COVID-19 Pandemic, which has affected almost all countries of the world since the beginning of 2020, has also affected working life and led to some changes. Especially within the framework of quarantine practices, remote working has been started to be compulsory. Although remote working (working from home) did not enter our lives for the first time with the pandemic, it has come to the fore more widely and has led to changes in the attitudes of employees towards work. This relatively new way of working has also affected all actors in the working life. This study examined how remote workers’ work stress, job satisfaction, and intention to leave work were affected during the pandemic process and what kind of relationship arose between them. Method: In the research, 915 remote employees were reached through convenience employment. The questionnaire method and demographic questions, Job Stress, Job Satisfaction, and Intention to Leave Scales were used during the short question. Ethics committee approval was obtained for the study. Findings: In line with the findings, it was determined that there were significant relationships between the participants' job satisfaction, job stress, and intention to leave. It has also been found that job satisfaction and job stress affect the intention to leave. Implications: It is a fact that more measures should be considered to protect employees’ health during remote work, which is expected to become more widespread among employees in the future. Therefore, the change and development of employee behaviors such as job satisfaction, job stress, and intention to leave will become even more important. The new working conditions will also have an impact on the psychosocial behaviors of the employees. Originality: A limited number of studies examining job stress, job satisfaction, and turnover intention were found when the literature was reviewed. However, no study has been found that addresses these three variables in the context of remote work. In this context, it is thought that the study will contribute to the literature.

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