Hibrit Çalışma Modelinde Örgütsel Adanmışlık: Kuşaklar Arası ve Cinsiyet Temelli Farklılıkların Rol Kuramı Çerçevesinde Değerlendirilmesi

Abstract

Bu araştırma, hibrit çalışma modelinde istihdam edilen bireylerin örgütsel adanmışlık düzeylerinin kuşak ve cinsiyet değişkenleri bağlamında nasıl farklılaştığını Rol Kuramı çerçevesinde incelemeyi amaçlamaktadır. Türkiye'de hibrit çalışma modeliyle çalışan 400 katılımcıdan elde edilen veriler; İki Yönlü Varyans Analizi, Tukey HSD post-hoc testi ve hiyerarşik regresyon analizi ile incelenmiştir. Bulgular, örgütsel adanmışlık düzeyinin kuşaklar arasında istatistiksel olarak anlamlı biçimde farklılaştığını ortaya koymuştur. Post-hoc karşılaştırmalar, üç kuşak çiftinin de birbirinden anlamlı biçimde ayrıştığını göstermiş; Z Kuşağı en yüksek, Y Kuşağı orta düzey ve X Kuşağı en düşük adanmışlık ortalamasına sahip olmuştur. Cinsiyetin tek başına anlamlı bir ana etki oluşturmadığı belirlenmiş; ancak kuşak ve cinsiyet değişkenlerinin etkileşim etkisinin istatistiksel olarak anlamlı olduğu saptanmıştır. Ayrıva hiyerarşik regresyon analizi, cinsiyetin örgütsel adanmışlık üzerindeki etkisinin bağımsız bir grup farklılığı biçiminde değil, kuşak yapısıyla birlikte işleyen koşullu bir etki olarak ortaya çıktığını göstermiştir. Basit etkiler analizi, cinsiyet farkının yalnızca Y Kuşağında istatistiksel anlamlılığa ulaştığını; Z Kuşağında ise örüntünün tersine döndüğünü ve kadın çalışanların erkek çalışanlardan daha yüksek örgütsel adanmışlık sergilediğini ortaya koymuştur. Rol Kuramı çerçevesinde değerlendirilen bu bulgular, örgütsel adanmışlığın tekil demografik değişkenlerle değil, bu değişkenlerin kesişimsel yapısıyla şekillendiğini göstermekte; hibrit çalışma bağlamında demografik çeşitliliğin bütüncül ve kapsayıcı bir çerçeveden ele alınması gerektiğini ortaya koymaktadır.

Keywords

• Hibrit çalışma modeli
• örgütsel adanmışlık
• kuşaklar
• cinsiyet
• rol kuramı.

Supporting Institution

Bu çalışmada herhangi bir dış finansman veya teknik yardım desteği alınmamıştır.

Ethical Statement

Bu çalışmanın yürütülmesi sürecinde bilimsel araştırma ve yayın etiğine ilişkin tüm etik kurallara uyulmuştur.

Organizational Engagement in the Hybrid Working Model: An Evaluation of Generational and Gender-Based Differences within the Framework of Role Theory

Abstract

This study examines how organizational engagement levels of individuals employed under the hybrid work model differ across generational and gender variables within the theoretical framework of Role Theory. Data were collected from 400 employees working under hybrid work arrangements in Türkiye and analyzed using Two-Way Analysis of Variance, Tukey HSD post-hoc tests, and hierarchical regression analysis. The findings reveal that organizational engagement differs significantly across generational cohorts. Post-hoc comparisons indicate that all three generational pairs are significantly distinct from one another, with Generation Z exhibiting the highest engagement, Generation Y a moderate level, and Generation X the lowest. Gender does not produce a statistically significant main effect on its own; however, the interaction between generation and gender is found to be statistically significant. Hierarchical regression analysis demonstrates that the effect of gender on organizational engagement does not manifest as a straightforward between-group difference but rather as a conditional effect that emerges within the generational structure of the sample. Simple effects analyses reveal that gender differences reach statistical significance only within Generation Y, whereas in Generation Z the pattern reverses, with female employees exhibiting higher engagement than their male counterparts. Interpreted through Role Theory, these findings indicate that organizational engagement is shaped not by isolated demographic variables but by their intersectional configuration, underscoring the need for holistic and inclusive approaches to demographic diversity management in hybrid work contexts.

Keywords

• Hybrid working model
• organizational engagement
• generations
• gender
• role theory.

Supporting Institution

This study did not receive any external funding or technical assistance.

Ethical Statement

This study was conducted in accordance with ethical principles and research ethics guidelines.

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