ABSTRACT

The online job market is transforming the workplace, offering more autonomy and flexibility, including remote work and telecommuting. The COVID-19 pandemic has accelerated telework adoption, impacting women who have historically faced barriers in traditional jobs. Using Schlossberg’s Transition Theory, the study investigates how the online job market affects work dynamics, with a focus on women. Data on job satisfaction and related characteristics are gathered through an online survey questionnaire created with Google Forms. The study, which has 53 participants, focuses on Pakistani women’s job satisfaction those shifts from traditional to online work. Demographic studies suggest a diverse group, mostly aged 18-35, who perceive online jobs favorably, claiming incentives such paid time-off, reduced work overload, better working environment, work flexibility and enhanced work-life balance. The attraction is further enhanced by the savings on daycare and travel costs. The complex relationships are shown by correlation studies, which highlight the influence of experience, income, age, and flexible work schedules on job satisfaction. Positive changes due to low stress levels, schedule flexibility, and higher income are experienced by transitioning individuals. But there are still uncertainties, such project durations and income stability. The study also looks at the dynamics of online employment, linking thoughts about leaving present online jobs to thoughts about switching to a government career. Transition recommendations to those working in traditional markets are influenced by the perception of career continuity in the online market. Qualitative insights reveal obstacles such as unstable income and time constraints. Flexibility, autonomy, work-life balance, and teamwork are key components of positive experiences. The policy recommendations highlight the need for a comprehensive strategy that includes income stability, flexible work schedules, ethical government collaboration, and training in digital skills to ensure long-term positive effects on women’s participation and well-being in the rapidly changing online employment market. Policy interventions should remove cultural barriers, ensure transportation safety, support digital inclusion, ease their transition to online employment, and improve access to education.