Since the onset of the COVID-19 pandemic, the world has moved into mandated work--from-home options. Necessitated due to external compulsions, organisations have embraced the new normal way of functioning, that of hybrid workspaces. Employee experiences, positive or negative, also have changed accordingly. In this context, our study explores negative leadership occurring remotely and its impact on the employee’s life satisfaction experiences. Drawing support from the conservation of resources theory, cognitive appraisal theory, and self-determination theory, we investigated the link between remote abusive supervision (RAS) and life satisfaction (LS) through the mediating roles of obsessive work passion (OWP) and work-to-life conflict (WLC). We have also focused on the moderating role of information and communication technology (ICT) usage in the above relations through the underpinning of self-determination theory. We tested our hypotheses, using structural equation modelling, from the responses of 236 adults working from home, employed in an ITES company in India. Data were collected longitudinally in four phases over 4 months during early 2022. Results supported our hypothesised model. RAS is negatively related to LS, and the relationship is positively mediated by OWP and WLC. Additionally, ICT usage moderates between OWP, WLC, and LS.
