Meaningfulness as an Avenue to Eudaimonic Well-Being in Remote Workers

This quantitative study examined the relationship between the perception of meaningful work (MW) and eudaimonic well-being (EW) in remote workers, its predictive capacity, and the mediating roles of autonomy, competence, and relatedness. Using the Work and Meaning Inventory (Steger et al., 2012), the Psychological Well-Being Scale (Ryff, 1989), and the Basic Psychological Needs at Work Scale (Ryan & Deci, 2000), data was collected and analyzed through Pearson correlation, simple regression, and mediation analysis using the PROCESS macro for SPSS. Results revealed a significant positive relationship between MW and EW (r = .56, p < .001), with MW significantly predicting EW (R² = .316, F(1,113) = 52.23, p < .001). Competence was found to mediate this relationship (β = .625, p < .001), while autonomy (β = .481, p = .425) and relatedness (β = .454, p = .274) did not demonstrate significant mediation effects. The study extends Ryff’s Psychological Well-Being Model and Self-Determination Theory by emphasizing competence as a key mediator in remote work settings. Practically, the findings highlight the importance of fostering MW through purpose-driven job design and providing remote workers with the necessary training, resources, and feedback to enhance competence and improve well-being.