Background:Working in virtual teams from a distance has been a trend for the past decades and today, it is how many companies operate. As a company grows and gets more global, the leadership of the company gets more challenging and more complex. This puts high pressure on the workers and requires team members that have special skill to be operating a team from distance. Purpose:The purpose of this study was to get a deeper understanding on the effect of different personality traits based on propensity to trust and technology communication anxiety, which are the predictors of job satisfaction in remote virtual team, according to the literature. Hypotheses:Hypothesis 1A: Conscientiousness is negatively correlated with propensity to trust. Hypothesis 1B: Extraversion is positively correlated with propensity to trust. Hypothesis 1C: Agreeableness is positively correlated with propensity to trust.Hypothesis 2a: Neuroticism is positively correlated with technology communication anxiety.Hypothesis 2b: Openness is negatively correlated with technology communication anxiety.Hypothesis 3: Propensity to trust is positively correlated with perceived virtual teams usefulnessHypothesis 4: Technology communication anxiety is negatively correlated with job satisfaction in remote virtual team.Hypothesis 5: Perceived remote virtual team usefulness is positively correlated with job satisfaction in remote virtual teams. Methodology:A quantitative study was conducted to address the aim of the study. In total, 54 questionnaires were gathered. After the quantitative study was analyzed, three interviews were conducted to interpret the findings.Findings:Among five personality traits, only two of them are found to be predictors of technology communication anxiety and propensity to trust. Perceived usefulness is found to be the strongest predictor for job satisfaction. However, the R square shows that there are some other factors that affect job satisfaction.