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AN EVALUATION ON REMOTE WORKING METHOD IN CONTEXT OF WORK-LIFE BALANCE, PRODUCTIVITY, TRUST AND FLEXIBILITY

Year 2023, Volume: 10 Issue: 1, 193 - 207, 31.01.2023

Meri Taksi Deveciyan Hazal Koray Alay

Abstract

Due to the outbreak of the Covid-19 epidemic, the remote working method has become a necessity rather than a choice for businesses and employees. This compelling and sudden change in working life created new conditions. In turn, they have brought the factors affecting employee productivity as a determining factor in the success of businesses to the agenda again. In this context, this study aims to examine the impact of flexible working conditions, the environment of trust and work-life balance variables on employees' productivity with a focus on remote working methods. The cross-sectional survey method is used as a data collection and analysis method in the research. The data obtained from 571 people and collected by convenience sampling were analyzed through the SPSS 20 program. In light of its findings, it has been found that the variables of flexibility, trust environment, and work-life balance were related to the productivity variable and that the flexibility and trust environment variables had a high explanatory power for the productivity variable. Although the work-life balance variable has a negative relationship with productivity, it has been found that its explanatory power is low. The findings are very inspiring for future studies, as they reveal the role played by remote working as a widely used method today on productivity.

Keywords

Remote work flexibility trust work-life balance productivity

References

  • Alkan Meşhur, H. F. (2007). Geleceğin çalışma biçimi tele çalışmaya ilişkin yaklaşımlar. Akademik Bilişim, 7(09), 265-272.
  • Almer, E. D., & Kaplan, S. E. (2002). THA effects of flexible work arrangements on stressors, burnout, and behavioral job outcomes in public accounting. Behavioral Research in Accounting, 14(1), 1-34.
  • Anderson, D., Kelliher, C. (2020). Enforced remote working and thework-life interfaceduringlockdown. Gender in Management: An International Journal.
  • Barber, L.K., Santuzzi, A.M. (2015), “Pleaserespond ASAP: workplacetelepressureandemployeerecovery”, Journal of OccupationalHealthPsychology, Vol. 20, p. 172.
  • Bentley, T., Teo, S., Mcleod, L., Tan, F., Bosua, R. andGloet, M. (2016), “The role of organisationalsupport in teleworkerwellbeing: a socio-technicalsystemsapproach”, AppliedErgonomics, Vol. 52, pp. 207-215.
  • Blomqvist, K. (1997). TheManyFaces of Trust, ScandinavianJournal of Management, 13: 3, 271-286
  • Blomqvist, K., &Ståhle, P. (2000, September). Buildingorganizationaltrust. In 16th Annual IMP Conference, Bath, UK (pp. 7-9).
  • Bloom, N., Liang, J., Roberts, J.,Ying, Z.J. (2015), “Doesworkingfromhomework? Evidencefrom a Chineseexperiment”, TheQuarterlyJournal of Economics, Vol. 130, pp. 165-218.
  • Bond, J.; Galinsky, E.WorkplaceFlexibilityandLow-WageEmployees. WorkforceResearch: NationalStudy of theChanginWorkforce. 2011.
  • Chesley, N. (2010), “Technologyuseandemployeeassessments of workeffectiveness, workload, andpace of life”, Information, CommunicationandSociety, Vol. 13, pp. 485-514.
  • Chesley, N. (2014), “Information andcommunicationtechnologyuse, workintensificationandemployeestrainanddistress”, Work, EmploymentandSociety, Vol. 28, pp. 589-610.
  • Fonner, K. L., Roloff, M.E. (2010), “Whyteleworkersaremoresatisfiedwiththeirjobsthanareoffice-basedworkers: whenlesscontact is beneficial”, Journal of AppliedCommunicationResearch, Vol. 38, pp. 336-361.
  • Gajendran, R.S., Harrison, D.A. (2007), “Thegood, thebad, andtheunknownabouttelecommuting: meta-analysis of psychologicalmediatorsandindividualconsequences”, Journal of AppliedPsychology, Vol. 92, p. 1524.
  • Golden, L. (2001). Flexibleworkschedules: Whatarewetradingofftogetthem. MonthlyLab. Rev., 124, 50.
  • Golden, L. (2008). WorkplaceFlexibilityandSalariedWorkers: Access, Gaps, andEffects on Work-Family. Presentation at WorkingforChange: A Conversation on WorkplaceFlexibilityResearch, Business Practice, andPublicPolicy: Georgetown Law, Washington DC, USA.
  • Golden, T.D. (2012), “Alteringtheeffects of workandfamilyconflict on exhaustion: teleworkduringtraditionalandnontraditionalworkhours”, Journal of Business andPsychology, Vol. 27, pp. 255-269.
  • Grant, C., Wallace, M. andSpurgeon, P. (2011), “Thedevelopment of an ‘actionable’ e-work life scalewithreferenceto self-reportedwell-beingandjobeffectiveness”, Unpublisheddoctoralthesis, CoventryUniversity, Coventry.
  • Grant, C.A., Wallace, L.M. Spurgeon, P.C. (2013), “An exploration of thepsychologicalfactorsaffectingremote e-worker’sjobeffectiveness, well-beingandwork-life balance”, EmployeeRelations, Vol. 35 No. 5, pp. 527-546.
  • Halpern, D. F. (2005). How time‐flexibleworkpolicies can reducestress, improvehealth, andsavemoney. Stressandhealth, 21(3), 157-168.
  • Kandemir, Murat: İş Hukuku ve Sosyal Güvenlik Hukuku Açısından Tele Çalışma, İstanbul, Legal Kitapevi, Nisan, 2011, s. 46-111.
  • Kapız, S. 2002. İş-Aile Yaşamı Dengesi ve Dengeye Yönelik Yeni Bir Yaklaşım: Sınır Teorisi, Dokuz Eylül Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 4(3), ss. 139-153.
  • Kim, J., Henly, J. R., Golden, L. M., & Lambert, S. J. (2020). Workplaceflexibilityandworkerwell‐beingbygender. Journal of marriageandfamily, 82(3), 892-910.
  • Kossek, E. E. (2015). Capturingsocialandculturalinfluences: Relatingindividualwork-life experiencestocontext. Community, Work&Family, 18(4), 371-376.
  • Lal, B., (2009). “Homeworkers’ usage of mobile phones; socialisolation in thehomeworkplace”, Journal Of Enterprise Information Management, C: XXII, No:3.
  • Luhman, N., (2000) Vertrauen. EinMechanismus der ReduktionsozialerKomplexitaet, Stuttgart Enke 4. Auflage, Germany.
  • Phillips, S. (2020). Workingthroughthepandemic: Acceleratingthetransitiontoremoteworking. Business Information Review, 37(3), 129-134.
  • Prasad, D. K., Mangipudi, D. M. R., Vaidya, D. R., &Muralidhar, B. (2020). Organizationalclimate, opportunities, challengesandpsychologicalwellbeing of theremoteworkingemployeesduring COVID-19 pandemic: a general linear model approachwith reference toinformationtechnologyindustry in hyderabad. International Journal of Advanced Research in EngineeringandTechnology (IJARET), 11(4).
  • Soysal, T., (2006). Tele çalışma. Legal İş Hukuku ve Sosyal Güvenlik Hukuku Dergisi, 9 (1), ss. 133-165
  • Sullivan, C. (2012). Remote workingandwork-life balance. In Workandquality of life (pp. 275-290). Springer, Dordrecht.
  • Thompson, R. J., &Kossek, E. E. (2018). Workplaceflexibility: Strategiestohelporganizationsnavigate global expansion.
  • Ülkü, M., (2022).Uzaktan Çalışmada Verimlilik: Zonguldak Devlet Okullarında Bir Araştırma,Yüksek Lisans Tezi, Zonguldak
  • Wang, B., Liu, Y., Qian, J., &Parker, S. K. (2021). Achievingeffectiveremoteworkingduringthe COVID‐19 pandemic: A workdesignperspective. Appliedpsychology, 70(1), 16-59.
  • Yazıcıoğlu, Y., & Ve Erdoğan, S. (2004). SPSS Uygulamali Bilimsel Arastirma Yöntemleri. Ankara: Detay Yayincilik, 49, 50.
  • Zhou J, Lopez J, Deng R, Bao F (2005) Information security, 8th internationalconference, ISC 2005, Singapore, September 20–23, Proceedings, lecturenotes in computingscience, p 483

Year 2023, Volume: 10 Issue: 1, 193 - 207, 31.01.2023

Meri Taksi Deveciyan Hazal Koray Alay

Abstract

Keywords

Remote work flexibility trust work-life balance productivity

References

  • Alkan Meşhur, H. F. (2007). Geleceğin çalışma biçimi tele çalışmaya ilişkin yaklaşımlar. Akademik Bilişim, 7(09), 265-272.
  • Almer, E. D., & Kaplan, S. E. (2002). THA effects of flexible work arrangements on stressors, burnout, and behavioral job outcomes in public accounting. Behavioral Research in Accounting, 14(1), 1-34.
  • Anderson, D., Kelliher, C. (2020). Enforced remote working and thework-life interfaceduringlockdown. Gender in Management: An International Journal.
  • Barber, L.K., Santuzzi, A.M. (2015), “Pleaserespond ASAP: workplacetelepressureandemployeerecovery”, Journal of OccupationalHealthPsychology, Vol. 20, p. 172.
  • Bentley, T., Teo, S., Mcleod, L., Tan, F., Bosua, R. andGloet, M. (2016), “The role of organisationalsupport in teleworkerwellbeing: a socio-technicalsystemsapproach”, AppliedErgonomics, Vol. 52, pp. 207-215.
  • Blomqvist, K. (1997). TheManyFaces of Trust, ScandinavianJournal of Management, 13: 3, 271-286
  • Blomqvist, K., &Ståhle, P. (2000, September). Buildingorganizationaltrust. In 16th Annual IMP Conference, Bath, UK (pp. 7-9).
  • Bloom, N., Liang, J., Roberts, J.,Ying, Z.J. (2015), “Doesworkingfromhomework? Evidencefrom a Chineseexperiment”, TheQuarterlyJournal of Economics, Vol. 130, pp. 165-218.
  • Bond, J.; Galinsky, E.WorkplaceFlexibilityandLow-WageEmployees. WorkforceResearch: NationalStudy of theChanginWorkforce. 2011.
  • Chesley, N. (2010), “Technologyuseandemployeeassessments of workeffectiveness, workload, andpace of life”, Information, CommunicationandSociety, Vol. 13, pp. 485-514.
  • Chesley, N. (2014), “Information andcommunicationtechnologyuse, workintensificationandemployeestrainanddistress”, Work, EmploymentandSociety, Vol. 28, pp. 589-610.
  • Fonner, K. L., Roloff, M.E. (2010), “Whyteleworkersaremoresatisfiedwiththeirjobsthanareoffice-basedworkers: whenlesscontact is beneficial”, Journal of AppliedCommunicationResearch, Vol. 38, pp. 336-361.
  • Gajendran, R.S., Harrison, D.A. (2007), “Thegood, thebad, andtheunknownabouttelecommuting: meta-analysis of psychologicalmediatorsandindividualconsequences”, Journal of AppliedPsychology, Vol. 92, p. 1524.
  • Golden, L. (2001). Flexibleworkschedules: Whatarewetradingofftogetthem. MonthlyLab. Rev., 124, 50.
  • Golden, L. (2008). WorkplaceFlexibilityandSalariedWorkers: Access, Gaps, andEffects on Work-Family. Presentation at WorkingforChange: A Conversation on WorkplaceFlexibilityResearch, Business Practice, andPublicPolicy: Georgetown Law, Washington DC, USA.
  • Golden, T.D. (2012), “Alteringtheeffects of workandfamilyconflict on exhaustion: teleworkduringtraditionalandnontraditionalworkhours”, Journal of Business andPsychology, Vol. 27, pp. 255-269.
  • Grant, C., Wallace, M. andSpurgeon, P. (2011), “Thedevelopment of an ‘actionable’ e-work life scalewithreferenceto self-reportedwell-beingandjobeffectiveness”, Unpublisheddoctoralthesis, CoventryUniversity, Coventry.
  • Grant, C.A., Wallace, L.M. Spurgeon, P.C. (2013), “An exploration of thepsychologicalfactorsaffectingremote e-worker’sjobeffectiveness, well-beingandwork-life balance”, EmployeeRelations, Vol. 35 No. 5, pp. 527-546.
  • Halpern, D. F. (2005). How time‐flexibleworkpolicies can reducestress, improvehealth, andsavemoney. Stressandhealth, 21(3), 157-168.
  • Kandemir, Murat: İş Hukuku ve Sosyal Güvenlik Hukuku Açısından Tele Çalışma, İstanbul, Legal Kitapevi, Nisan, 2011, s. 46-111.
  • Kapız, S. 2002. İş-Aile Yaşamı Dengesi ve Dengeye Yönelik Yeni Bir Yaklaşım: Sınır Teorisi, Dokuz Eylül Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 4(3), ss. 139-153.
  • Kim, J., Henly, J. R., Golden, L. M., & Lambert, S. J. (2020). Workplaceflexibilityandworkerwell‐beingbygender. Journal of marriageandfamily, 82(3), 892-910.
  • Kossek, E. E. (2015). Capturingsocialandculturalinfluences: Relatingindividualwork-life experiencestocontext. Community, Work&Family, 18(4), 371-376.
  • Lal, B., (2009). “Homeworkers’ usage of mobile phones; socialisolation in thehomeworkplace”, Journal Of Enterprise Information Management, C: XXII, No:3.
  • Luhman, N., (2000) Vertrauen. EinMechanismus der ReduktionsozialerKomplexitaet, Stuttgart Enke 4. Auflage, Germany.
  • Phillips, S. (2020). Workingthroughthepandemic: Acceleratingthetransitiontoremoteworking. Business Information Review, 37(3), 129-134.
  • Prasad, D. K., Mangipudi, D. M. R., Vaidya, D. R., &Muralidhar, B. (2020). Organizationalclimate, opportunities, challengesandpsychologicalwellbeing of theremoteworkingemployeesduring COVID-19 pandemic: a general linear model approachwith reference toinformationtechnologyindustry in hyderabad. International Journal of Advanced Research in EngineeringandTechnology (IJARET), 11(4).
  • Soysal, T., (2006). Tele çalışma. Legal İş Hukuku ve Sosyal Güvenlik Hukuku Dergisi, 9 (1), ss. 133-165
  • Sullivan, C. (2012). Remote workingandwork-life balance. In Workandquality of life (pp. 275-290). Springer, Dordrecht.
  • Thompson, R. J., &Kossek, E. E. (2018). Workplaceflexibility: Strategiestohelporganizationsnavigate global expansion.
  • Ülkü, M., (2022).Uzaktan Çalışmada Verimlilik: Zonguldak Devlet Okullarında Bir Araştırma,Yüksek Lisans Tezi, Zonguldak
  • Wang, B., Liu, Y., Qian, J., &Parker, S. K. (2021). Achievingeffectiveremoteworkingduringthe COVID‐19 pandemic: A workdesignperspective. Appliedpsychology, 70(1), 16-59.
  • Yazıcıoğlu, Y., & Ve Erdoğan, S. (2004). SPSS Uygulamali Bilimsel Arastirma Yöntemleri. Ankara: Detay Yayincilik, 49, 50.
  • Zhou J, Lopez J, Deng R, Bao F (2005) Information security, 8th internationalconference, ISC 2005, Singapore, September 20–23, Proceedings, lecturenotes in computingscience, p 483

AN EVALUATION ON REMOTE WORKING METHOD IN CONTEXT OF WORK-LIFE BALANCE, PRODUCTIVITY, TRUST AND FLEXIBILITY

Year 2023, Volume: 10 Issue: 1, 193 - 207, 31.01.2023

Meri Taksi Deveciyan Hazal Koray Alay

Abstract

Due to the outbreak of the Covid-19 epidemic, the remote working method has become a necessity rather than a choice for businesses and employees. This compelling and sudden change in working life created new conditions. In turn, they have brought the factors affecting employee productivity as a determining factor in the success of businesses to the agenda again. In this context, this study aims to examine the impact of flexible working conditions, the environment of trust and work-life balance variables on employees' productivity with a focus on remote working methods. The cross-sectional survey method is used as a data collection and analysis method in the research. The data obtained from 571 people and collected by convenience sampling were analyzed through the SPSS 20 program. In light of its findings, it has been found that the variables of flexibility, trust environment, and work-life balance were related to the productivity variable and that the flexibility and trust environment variables had a high explanatory power for the productivity variable. Although the work-life balance variable has a negative relationship with productivity, it has been found that its explanatory power is low. The findings are very inspiring for future studies, as they reveal the role played by the remote working as a widely used method today on productivity.

Keywords

Remote work flexibility trust work-life balance productivity

References

  • Alkan Meşhur, H. F. (2007). Geleceğin çalışma biçimi tele çalışmaya ilişkin yaklaşımlar. Akademik Bilişim, 7(09), 265-272.
  • Almer, E. D., & Kaplan, S. E. (2002). THA effects of flexible work arrangements on stressors, burnout, and behavioral job outcomes in public accounting. Behavioral Research in Accounting, 14(1), 1-34.
  • Anderson, D., Kelliher, C. (2020). Enforced remote working and thework-life interfaceduringlockdown. Gender in Management: An International Journal.
  • Barber, L.K., Santuzzi, A.M. (2015), “Pleaserespond ASAP: workplacetelepressureandemployeerecovery”, Journal of OccupationalHealthPsychology, Vol. 20, p. 172.
  • Bentley, T., Teo, S., Mcleod, L., Tan, F., Bosua, R. andGloet, M. (2016), “The role of organisationalsupport in teleworkerwellbeing: a socio-technicalsystemsapproach”, AppliedErgonomics, Vol. 52, pp. 207-215.
  • Blomqvist, K. (1997). TheManyFaces of Trust, ScandinavianJournal of Management, 13: 3, 271-286
  • Blomqvist, K., &Ståhle, P. (2000, September). Buildingorganizationaltrust. In 16th Annual IMP Conference, Bath, UK (pp. 7-9).
  • Bloom, N., Liang, J., Roberts, J.,Ying, Z.J. (2015), “Doesworkingfromhomework? Evidencefrom a Chineseexperiment”, TheQuarterlyJournal of Economics, Vol. 130, pp. 165-218.
  • Bond, J.; Galinsky, E.WorkplaceFlexibilityandLow-WageEmployees. WorkforceResearch: NationalStudy of theChanginWorkforce. 2011.
  • Chesley, N. (2010), “Technologyuseandemployeeassessments of workeffectiveness, workload, andpace of life”, Information, CommunicationandSociety, Vol. 13, pp. 485-514.
  • Chesley, N. (2014), “Information andcommunicationtechnologyuse, workintensificationandemployeestrainanddistress”, Work, EmploymentandSociety, Vol. 28, pp. 589-610.
  • Fonner, K. L., Roloff, M.E. (2010), “Whyteleworkersaremoresatisfiedwiththeirjobsthanareoffice-basedworkers: whenlesscontact is beneficial”, Journal of AppliedCommunicationResearch, Vol. 38, pp. 336-361.
  • Gajendran, R.S., Harrison, D.A. (2007), “Thegood, thebad, andtheunknownabouttelecommuting: meta-analysis of psychologicalmediatorsandindividualconsequences”, Journal of AppliedPsychology, Vol. 92, p. 1524.
  • Golden, L. (2001). Flexibleworkschedules: Whatarewetradingofftogetthem. MonthlyLab. Rev., 124, 50.
  • Golden, L. (2008). WorkplaceFlexibilityandSalariedWorkers: Access, Gaps, andEffects on Work-Family. Presentation at WorkingforChange: A Conversation on WorkplaceFlexibilityResearch, Business Practice, andPublicPolicy: Georgetown Law, Washington DC, USA.
  • Golden, T.D. (2012), “Alteringtheeffects of workandfamilyconflict on exhaustion: teleworkduringtraditionalandnontraditionalworkhours”, Journal of Business andPsychology, Vol. 27, pp. 255-269.
  • Grant, C., Wallace, M. andSpurgeon, P. (2011), “Thedevelopment of an ‘actionable’ e-work life scalewithreferenceto self-reportedwell-beingandjobeffectiveness”, Unpublisheddoctoralthesis, CoventryUniversity, Coventry.
  • Grant, C.A., Wallace, L.M. Spurgeon, P.C. (2013), “An exploration of thepsychologicalfactorsaffectingremote e-worker’sjobeffectiveness, well-beingandwork-life balance”, EmployeeRelations, Vol. 35 No. 5, pp. 527-546.
  • Halpern, D. F. (2005). How time‐flexibleworkpolicies can reducestress, improvehealth, andsavemoney. Stressandhealth, 21(3), 157-168.
  • Kandemir, Murat: İş Hukuku ve Sosyal Güvenlik Hukuku Açısından Tele Çalışma, İstanbul, Legal Kitapevi, Nisan, 2011, s. 46-111.
  • Kapız, S. 2002. İş-Aile Yaşamı Dengesi ve Dengeye Yönelik Yeni Bir Yaklaşım: Sınır Teorisi, Dokuz Eylül Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 4(3), ss. 139-153.
  • Kim, J., Henly, J. R., Golden, L. M., & Lambert, S. J. (2020). Workplaceflexibilityandworkerwell‐beingbygender. Journal of marriageandfamily, 82(3), 892-910.
  • Kossek, E. E. (2015). Capturingsocialandculturalinfluences: Relatingindividualwork-life experiencestocontext. Community, Work&Family, 18(4), 371-376.
  • Lal, B., (2009). “Homeworkers’ usage of mobile phones; socialisolation in thehomeworkplace”, Journal Of Enterprise Information Management, C: XXII, No:3.
  • Luhman, N., (2000) Vertrauen. EinMechanismus der ReduktionsozialerKomplexitaet, Stuttgart Enke 4. Auflage, Germany.
  • Phillips, S. (2020). Workingthroughthepandemic: Acceleratingthetransitiontoremoteworking. Business Information Review, 37(3), 129-134.
  • Prasad, D. K., Mangipudi, D. M. R., Vaidya, D. R., &Muralidhar, B. (2020). Organizationalclimate, opportunities, challengesandpsychologicalwellbeing of theremoteworkingemployeesduring COVID-19 pandemic: a general linear model approachwith reference toinformationtechnologyindustry in hyderabad. International Journal of Advanced Research in EngineeringandTechnology (IJARET), 11(4).
  • Soysal, T., (2006). Tele çalışma. Legal İş Hukuku ve Sosyal Güvenlik Hukuku Dergisi, 9 (1), ss. 133-165
  • Sullivan, C. (2012). Remote workingandwork-life balance. In Workandquality of life (pp. 275-290). Springer, Dordrecht.
  • Thompson, R. J., &Kossek, E. E. (2018). Workplaceflexibility: Strategiestohelporganizationsnavigate global expansion.
  • Ülkü, M., (2022).Uzaktan Çalışmada Verimlilik: Zonguldak Devlet Okullarında Bir Araştırma,Yüksek Lisans Tezi, Zonguldak
  • Wang, B., Liu, Y., Qian, J., &Parker, S. K. (2021). Achievingeffectiveremoteworkingduringthe COVID‐19 pandemic: A workdesignperspective. Appliedpsychology, 70(1), 16-59.
  • Yazıcıoğlu, Y., & Ve Erdoğan, S. (2004). SPSS Uygulamali Bilimsel Arastirma Yöntemleri. Ankara: Detay Yayincilik, 49, 50.
  • Zhou J, Lopez J, Deng R, Bao F (2005) Information security, 8th internationalconference, ISC 2005, Singapore, September 20–23, Proceedings, lecturenotes in computingscience, p 483

Year 2023, Volume: 10 Issue: 1, 193 - 207, 31.01.2023

Meri Taksi Deveciyan Hazal Koray Alay

Abstract

Keywords

Remote work flexibility trust work-life balance productivity

References

  • Alkan Meşhur, H. F. (2007). Geleceğin çalışma biçimi tele çalışmaya ilişkin yaklaşımlar. Akademik Bilişim, 7(09), 265-272.
  • Almer, E. D., & Kaplan, S. E. (2002). THA effects of flexible work arrangements on stressors, burnout, and behavioral job outcomes in public accounting. Behavioral Research in Accounting, 14(1), 1-34.
  • Anderson, D., Kelliher, C. (2020). Enforced remote working and thework-life interfaceduringlockdown. Gender in Management: An International Journal.
  • Barber, L.K., Santuzzi, A.M. (2015), “Pleaserespond ASAP: workplacetelepressureandemployeerecovery”, Journal of OccupationalHealthPsychology, Vol. 20, p. 172.
  • Bentley, T., Teo, S., Mcleod, L., Tan, F., Bosua, R. andGloet, M. (2016), “The role of organisationalsupport in teleworkerwellbeing: a socio-technicalsystemsapproach”, AppliedErgonomics, Vol. 52, pp. 207-215.
  • Blomqvist, K. (1997). TheManyFaces of Trust, ScandinavianJournal of Management, 13: 3, 271-286
  • Blomqvist, K., &Ståhle, P. (2000, September). Buildingorganizationaltrust. In 16th Annual IMP Conference, Bath, UK (pp. 7-9).
  • Bloom, N., Liang, J., Roberts, J.,Ying, Z.J. (2015), “Doesworkingfromhomework? Evidencefrom a Chineseexperiment”, TheQuarterlyJournal of Economics, Vol. 130, pp. 165-218.
  • Bond, J.; Galinsky, E.WorkplaceFlexibilityandLow-WageEmployees. WorkforceResearch: NationalStudy of theChanginWorkforce. 2011.
  • Chesley, N. (2010), “Technologyuseandemployeeassessments of workeffectiveness, workload, andpace of life”, Information, CommunicationandSociety, Vol. 13, pp. 485-514.
  • Chesley, N. (2014), “Information andcommunicationtechnologyuse, workintensificationandemployeestrainanddistress”, Work, EmploymentandSociety, Vol. 28, pp. 589-610.
  • Fonner, K. L., Roloff, M.E. (2010), “Whyteleworkersaremoresatisfiedwiththeirjobsthanareoffice-basedworkers: whenlesscontact is beneficial”, Journal of AppliedCommunicationResearch, Vol. 38, pp. 336-361.
  • Gajendran, R.S., Harrison, D.A. (2007), “Thegood, thebad, andtheunknownabouttelecommuting: meta-analysis of psychologicalmediatorsandindividualconsequences”, Journal of AppliedPsychology, Vol. 92, p. 1524.
  • Golden, L. (2001). Flexibleworkschedules: Whatarewetradingofftogetthem. MonthlyLab. Rev., 124, 50.
  • Golden, L. (2008). WorkplaceFlexibilityandSalariedWorkers: Access, Gaps, andEffects on Work-Family. Presentation at WorkingforChange: A Conversation on WorkplaceFlexibilityResearch, Business Practice, andPublicPolicy: Georgetown Law, Washington DC, USA.
  • Golden, T.D. (2012), “Alteringtheeffects of workandfamilyconflict on exhaustion: teleworkduringtraditionalandnontraditionalworkhours”, Journal of Business andPsychology, Vol. 27, pp. 255-269.
  • Grant, C., Wallace, M. andSpurgeon, P. (2011), “Thedevelopment of an ‘actionable’ e-work life scalewithreferenceto self-reportedwell-beingandjobeffectiveness”, Unpublisheddoctoralthesis, CoventryUniversity, Coventry.
  • Grant, C.A., Wallace, L.M. Spurgeon, P.C. (2013), “An exploration of thepsychologicalfactorsaffectingremote e-worker’sjobeffectiveness, well-beingandwork-life balance”, EmployeeRelations, Vol. 35 No. 5, pp. 527-546.
  • Halpern, D. F. (2005). How time‐flexibleworkpolicies can reducestress, improvehealth, andsavemoney. Stressandhealth, 21(3), 157-168.
  • Kandemir, Murat: İş Hukuku ve Sosyal Güvenlik Hukuku Açısından Tele Çalışma, İstanbul, Legal Kitapevi, Nisan, 2011, s. 46-111.
  • Kapız, S. 2002. İş-Aile Yaşamı Dengesi ve Dengeye Yönelik Yeni Bir Yaklaşım: Sınır Teorisi, Dokuz Eylül Üniversitesi Sosyal Bilimler Enstitüsü Dergisi, 4(3), ss. 139-153.
  • Kim, J., Henly, J. R., Golden, L. M., & Lambert, S. J. (2020). Workplaceflexibilityandworkerwell‐beingbygender. Journal of marriageandfamily, 82(3), 892-910.
  • Kossek, E. E. (2015). Capturingsocialandculturalinfluences: Relatingindividualwork-life experiencestocontext. Community, Work&Family, 18(4), 371-376.
  • Lal, B., (2009). “Homeworkers’ usage of mobile phones; socialisolation in thehomeworkplace”, Journal Of Enterprise Information Management, C: XXII, No:3.
  • Luhman, N., (2000) Vertrauen. EinMechanismus der ReduktionsozialerKomplexitaet, Stuttgart Enke 4. Auflage, Germany.
  • Phillips, S. (2020). Workingthroughthepandemic: Acceleratingthetransitiontoremoteworking. Business Information Review, 37(3), 129-134.
  • Prasad, D. K., Mangipudi, D. M. R., Vaidya, D. R., &Muralidhar, B. (2020). Organizationalclimate, opportunities, challengesandpsychologicalwellbeing of theremoteworkingemployeesduring COVID-19 pandemic: a general linear model approachwith reference toinformationtechnologyindustry in hyderabad. International Journal of Advanced Research in EngineeringandTechnology (IJARET), 11(4).
  • Soysal, T., (2006). Tele çalışma. Legal İş Hukuku ve Sosyal Güvenlik Hukuku Dergisi, 9 (1), ss. 133-165
  • Sullivan, C. (2012). Remote workingandwork-life balance. In Workandquality of life (pp. 275-290). Springer, Dordrecht.
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There are 34 citations in total.

Details

Primary Language English
Journal Section Research Article
Authors

Meri Taksi Deveciyan 0000-0001-9206-0315

Hazal Koray Alay 0000-0002-6638-3089

Publication Date January 31, 2023
Published in Issue Year 2023 Volume: 10 Issue: 1

Cite

APA Taksi Deveciyan, M., & Alay, H. K. (2023). AN EVALUATION ON REMOTE WORKING METHOD IN CONTEXT OF WORK-LIFE BALANCE, PRODUCTIVITY, TRUST AND FLEXIBILITY. Avrasya Sosyal Ve Ekonomi Araştırmaları Dergisi, 10(1), 193-207.
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