The widespread use of information and communication technology has dramatically changed the way many organizations work. Working from home brings numerous benefits for employees, organizations and society as a whole. Research shows that employees who work from home are more satisfied with their work and achieve higher work performance than those who work in the office. The aim of this research was to examine the connection and contribution of virtuality, attitudes towards virtual work, virtual work self-efficacy, virtual work climate and intrinsic motivation in explaining job satisfaction and work performance. In addition, the moderating effect of virtuality and virtual work climate on the relationship between attitudes towards virtual work and virtual work self-efficacy as predictors and job satisfaction and work performance as criterion variables was also examined. The survey was conducted online and involved 185 employees (112 men and 73 women) of the IT sector who have the opportunity to work from home on average at least once a week. The age range of the respondents ranged from 22 to 60 years. The results showed that virtual work self-efficacy and intrinsic motivation significantly predict work performance and that virtual work self-efficacy, intrinsic motivation and virtual work climate are significant predictors of job satisfaction. Furthermore, a significant positive moderating effect of virtual work climate on the relationship between attitudes towards virtual work and job satisfaction was obtained, as well as a significant negative moderating effect of virtuality on the relationship between virtual work self-efficacy and job satisfaction. Therefore, in order for employees to be satisfied with the work they do outside the office and have a higher work performance, it is especially important to monitor and develop their intrinsic motivation, as well as self-efficacy for virtual work and to create a suitable and supportive work climate in the virtual work environment.