The research aims to explore how remote work affects employees organizational identification and, therefore, can influence their performance and satisfaction. To theoretically substantiate the work, a literature review was carried out on the positive and negative impacts of teleworking on employees daily work, and on their identification with the organization. A case study was carried out, with a qualitative approach, semi-structured interviews with thirteen employees of a port logistics company, who currently carry out their work remotely, whether partial or full. The analysis was restricted to employees from the Rio de Janeiro and São Paulo business units. The results of the interviews were analyzed considering the literature consulted, aiming to explore the basis of the exchange relationships between the interviewees and the companies in which they work. We identified that, although most professionals appreciate teleworking, and emphasize that this model provides an improvement in quality of life, presence in the office is still a determining factor for organizational identification. As a result of these perceptions, most interviewees suggested a hybrid model, where it is possible to maintain the relationship and identification with the company and guarantee the quality of life that teleworking provides.