Ongoing changes in work environment create new demands on employers as well as on employees and lead to adjustments of working methods. New concepts provide employees more flexibility and autonomy in the way where, when and how the work can be done. Employers see in these new ways of working lots of benefits, among others they expect to gain effectivity, productivity and job satisfaction. In this thesis four forms of autonomy are defined and the dependency with job satisfaction is investigated. The aim is to determine which forms of autonomy occur when using the new working methods and how they affect job satisfaction. For this purpose, a qualitative social research was carried out in a branch of an international company which operates in the electronic sector. The data to be evaluated are provided by ten employees who were interviewed twice, the first time before the working method changed and the second time after a one year period. The processing and analysis of the data was worked out according to a modified guideline of Mayring for qualitative content analysis. Referred to the results it appears that there is a strong correlation between the forms of autonomy and job satisfaction. On the one hand it turns out that the forms of autonomy affect the job satisfaction differently and on the other hand the results represent that there are connections between the forms of autonomy too.