DOES WORKING FROM HOME ENHANCE WORKFLOW EXPERIENCE? A STUDY OF DEMOGRAPHIC DIFFERENCES AMONG BANK EMPLOYEES

Abstract

The main purpose of this study is to examine the relationship between Work from Home (WFH) and workflow experience with considering demographic differences (gender, age, marital status, tennure, number of children, other family members living together living together). Data obtained from 421 professionalsbank professionals were analyzed using simple linear regression, ANOVA, post hoc comparison tests, and PROCESS Macro analysis methods methods. The results pointed out that WFH had statistically positive and significant effect on workflow experience. Furthermore, no significant demographic differences (except marital status) were found regarding WFH practice. However, there were significant demographic differences (except marital status) regarding workflow experience. One of the remarkable contribution of the study was that demographic differences were important determinants of workflow experience. Another important result of the study was that WFH had a small impact on employees' workflow experiences. Additionally, the suprising surprising finding finding of the study was that demographic factors did not have a moderating role between WFH and workflow experience.

Keywords

• work from home
• workflow experience
• demografi differences
• e-work life
• bank empleyees

EVDEN ÇALIŞMAK İŞ AKIŞI DENEYİMİNİ ARTIRIR MI? BANKA ÇALIŞANLARI ARASINDA DEMOGRAFİK FARKLILIKLARIN İNCELENMESİ

Abstract

Bu çalışmanın temel amacı evden çalışma ile iş akışı deneyimi arasındaki ilişkiyi demografik farklılıkları (cinsiyet, yaş, medeni durum, kıdem, çocuk sayısı, birlikte yaşanan diğer aile üyeleri) dikkate alarak incelemektir. 421 uzman banka çalışanından elde edilen veriler basit doğrusal regresyon, ANOVA, post-hoc karşılaştırma testleri ve Process Makro Analizi yöntemleri kullanılarak analiz edildi. Sonuçlar, evden çalışmanın iş akışı deneyimi üzerinde istatistiksel olarak olumlu ve anlamlı bir etkiye sahip olduğunu gösterdi. Ayrıca, evden çalışma uygulamasına ilişkin anlamlı bir demografik farklılık (medeni durum hariç) bulunmamıştır. Ancak iş akışı deneyimine ilişkin önemli demografik farklılıklar (medeni durum hariç) vardır. Araştırmanın dikkate değer katkılarından biri demografik farklılıkların iş akışı deneyiminin önemli belirleyicileri olmasıdır. Çalışmanın bir diğer önemli sonucu da evden çalışmanın iş akışı deneyimleri üzerinde küçük bir etkisinin olmasıydı. Ayrıca, demografik faktörlerin evden çalışma ile iş akışı deneyimi arasında düzenleyici bir role sahip olmaması çalışmanın sürpriz, şaşırtıcı bulgusudur.

Keywords

• Evden çalışma
• İş akış deneyimi
• Demografik farklılıklar
• Uzaktan çalışma
• Banka çalışanları

References

1. Akman, A. Z., Evliyaoglu, F., Çolak, H. E. E., & Erdirencelebi, M. (2023). Uzaktan çalışma yaşam ölçeği: Geçerlik ve güvenirlik çalışması. Anadolu Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 24(1), 254-277. https://doi.org/10.53443/anadoluibfd.1169089
2. Aprilina, R. and Mardianty, F. (2021). “The role of hybrid-working in improving employees' satisfaction, perceived productivity, and organizations' capabilities”. Journal of Theoretical and Applied Management, 16(2), 206-222. https://doi.org/10.20473/jmtt.v16i2.45632
3. Bakker, A. B. (2008). “The work-related flow inventory: Construction and initial validation of the WOLF”. Journal of Vocational Behavior, 72(3), 400-414. https://doi.org/10.1016/j.jvb.2007.11.007
4. Başol, O. and Çömlekçi, M. F. (2021). “A research on remote working and its relation with social and demographic variables”. Eskisehir Osmangazi University Journal of Economics and Administrative Sciences, 6(3), 755- 776. https://doi.org/10.17153/oguiibf.941442
5. Belanger, F. (1999). “Workers’ propensity to telecommute: An empirical study”. Information Management, 35(3), 139-153. https://doi.org/10.1016/S0378-7206(98)00091-3
6. Bonaiuto, M., Mao, Y., Roberts, S., Psalti, A., Ariccio, S., Ganucci Cancellieri, U. and Csikszentmihalyi, M. (2016). “Optimal experience and personal growth: Flow and theconsolidation of place identity”. Frontiers in Psychology, 7, 1654. https://doi.org/10.3389/fpsyg.2016.01654
7. Grant, C.A., Wallace, L.M., Spurgeon P.G., Tramontano. C. and Charalampous, M. (2019). “Construction and initial validation of the e-work life scale to measure remote e-working”. Employee Relations, 41(1), 16-33. https://doi.org/10.1108/ER-09-2017-0229
8. Csikszentmihalyi, M. (1975). Beyond Boredom and Anxiety: Experiencing Flow in Work and Play. New Jersey: Jossey-Bass Publishers.

9. Csikszentmihalyi, M. (1990). Flow: The psychology of optimal experience. New York: Harper & Row.
10. Csikszentmihalyi, M. (1998). Flow: The psychology of engagement with everyday life. New York: HarperCollins Publishers.
11. Demirhan, A. and Bulgur, E. N. (2023). “How does remote working enhance flow Experience? The role of employees’ psychological well-being”. Management Research and Practice, 15(2), 65-76.
12. Eroglu, D. T., Gundem, R. and Eroglu, U. (2023). “Analysis of the differences between employees' perceptions of remote working according to demographic characteristics”. Business and Economics Research Journal, 14(1), 87-107. http://dx.doi.org/10.20409/berj.2022.399
13. Feng, X., Han, P. and Terpstra Tong, J. (2023). J”oy at work turns to sorrow at home: The influence of flow experience on work–family conflict and a three‐way interaction effect”. Applied Psychology, 1-29. https://doi.org/10.1111/apps.12500
14. Freire, T., Gissubel, K., Tavares, D. and Teixeira, A. (2021). Flow experience in human development: Understanding optimal functioning along the lifespan. In C. Peifer, & S. Engeser (Eds.), Advances in flow research (pp. 323–349). Springer. https://doi.org/10.1007/978-3-030-53468-4_12
15. Han, S. (1988). The Relationship between life satisfaction and flow in elderly Korean Immigrants. In M. Csikszentimihalyi & I. S. Csikszentimihalyi (Eds), Optimal experience: Psychological studies of flow consciousness. (pp. 138-149). New York: Cambridge University.
16. Güzel, D. and Aydın, G. (2021). “Factors affecting work in the performance work system in the Covid-19 period: An application on bank employees”. Ardahan University Journal of the Faculty of Economics and Administrative Sciences, 3(2), 128-133.
17. Hair, J. F. Jr., Black, W.C. Babin, B. J., & Anderson, R. E. (2019). Multivariate Data Analysis (Eighth Ed.), Hampshire: Cengage Learning EMEA.
18. Hayes, A. F. (2022). Introduction to mediation, moderation, and conditional process analysis: A regression-based approach (3rd edition). New York: The Guilford Press.
19. International Labour Organization (ILO) (2020). An employers’ guide on working from home in response to the outbreak of COVID-19. Available at: https://www.ilo.org/wcmsp5/groups/public/—ed_dialogue/ act emp/documents/publication/wcms_745024.pdf (25.11.2023)
20. Ioanid, A., Deselnicu, D. C. and Barbu, A. (2023). “The impact of working from home”. FAIMA Business & Management Journal. 11(1), 21-27
21. Isac, N., Dobrin, C., Celik, B.K. and Azar, M.H. (2021). “Does Working from Home Influence Motivational Level of Employees? The Analysis of Gender Differences in Turkey”. Review of International Comparative Management, 22(4), 458-469. https://doi.org/10.24818/RMCI.2021.4.458
22. Isham, A. and Jackson, T. (2023). “Whose ‘flow’ is it anyway? The demographic correlates of ‘flow proneness’”. Personality and Individual Differences, 209:112207 https://doi.org/10.1016/j.paid.2023.112207
23. Jain, S. and Choudhary, N. (2022). Working from Home and Resilience among Working Parents During Covid-19. In E. Papoutsaki and M. Shannon (Eds.), Proceedings: 2021 ITP Research Symposium, 25 and 26 November (pp. 153–168). Auckland: ePress, Unitec, Te Pūkenga. https://doi.org/10.34074/proc.2205012
24. Kranjˇcev, M. and Hlupi´c, T. V. (2021). “Personality, anxiety, and cognitive failures as predictors of flow proneness”. Personality and Individual Differences, 179, Article 110888. https://doi.org/10.1016/j.paid.2021.110888
25. Magyarodi, ´ T. and Olah, ´ A. (2015). “A cross-sectional survey study about the most common solitary and social flow activities to extend the concept of optimal experience”. Europe's Journal of Psychology, 11(4), 632–650. https://doi.org/10.5964/ejop.v11i4.866
26. Naktiyok, A. and İşcan, Ö. F. (2003). “Employee attitudes towards telecommuting: An application in terms of individual characteristics and job context attitudes”. Akdeniz İİBF Journal, 3(6), 53-72.
27. Ramsey, J. R. and Lorenz, M. P. (2020). “Every flow has its ebb: The impact of flow on work–family conflict and adjustment in global careers”. Human Resource Management Journal, 30(3), 441–460. https://doi.org/10.1111/1748-8583.12234
28. Schüler, J. (2012). The dark side of the moon. In S. Engeser (Ed.), Advances in flow research (pp. 123–137). Springer. https://doi.org/10.1007/978-1-4614-2359-1_7
29. Sretenović, S., Slavković, M. and Tošić, B. (2021). Employees demographic characteristics impact on the remote working perception. 26th International Scientific Conference Strategic Management and Decision Support Systems in Strategic Management, Subotica, Republic of Serbia.
30. Stewart, H. (2021). “When working from home isn’t working”. Training & Development, 48(1), 19-21. https://doi.org/10.3316/informit.846719498075915 Sun, L., Liu, T. and Wang, W. (2023). “Working from Home in Urban China during the COVID-19 pandemic: Assemblages of work-family interference”. Work, Employment and Society, 37(1) 157–175. https://doi.org/10.1177/09500170221080870
31. Taser, D., Aydin, E., Torgaloz, A. O. and Rofcanin, Y. (2022). “An examination of remote e-working and flow experience: The role of technostress and loneliness”. Computers in Human Behavior, 127, Article 107020. https://doi.org/10.1016/j.chb.2021.107020
32. The Banks Association Of Türkiye (2023). Available at: https://www.tbb.org.tr/Content/Upload/istatistikiraporlar/ekler/4251/Banka_Calisan_ve_Sube_Sayilari-Aralik_2023.pdf. (06.02.2024)
33. Tuna, A. A. and Türkmendağ, Z. (2020). “Remote working practices and the factors affecting work motivation during the Covid-19 pandemic period”. Journal of Business Research-Turk, 12(3), 3246-3260. https://doi.org/10.20491/isarder.2020.1037
34. Turan, N., & Pala, O. (2019). Çalışmada akış deneyimi ölçeğinin (ÇADÖ) Türkçe uyarlaması: Geçerlik ve güvenirlik çalışması. Ankara Üniversitesi SBF Dergisi, 76(1), 387-404. https://doi.org/10.33630/ausbf.824667
35. Vander Elst, T., Verhoogen, R., Sercu, M., Van den Broeck, A., Baillien, E. and Godderis, L. (2017). “Not extent of telecommuting, but job characteristics as proximal predictors of work-related well-being”. Journal of Occupational annd Environmental Medicine, 59(10), 180-186. https://doi.org/10.1097/jom.0000000000001132
36. Vyas, L. and Butakhieo, N., (2021). “The impact of working from home during COVID-19 on work and life domains: An exploratory study on Hong Kong”. Policy Design and Practice, 4(1). 59-76. https://doi.org/10.1080/25741292.2020.1863560
37. Wu H., Song Q.C., Proctor R.W. and Chen Y. (2022) “Family relationships under work from home: Exploring the role of adaptive processes”. Front. Public Health 10:782217. https://doi: 10.3389/fpubh.2022.782217
38. Zhang, C., Yu, M. C. and Marin, S. (2021). “Exploring public sentiment on enforced remote work during COVID-19”. Journal of Applied Psychology, 106(6), 797–810. https://doi.org/10.1037/apl0000933