The Moderating Role of Digital Leadership in the Association Between Remote Work Attitudes and Organizational Alienation

Abstract

Rapid advancements in information and communication technologies have revolutionized the modern organiza0 tional landscape, enabling seamless access to networks and significantly increasing the potential for remote work. Particularly following the global impact of the COVID019 pandemic, remote work practices have become deeply entrenched; however, employees’ attitudes toward these flexible arrangements vary considerably. This variation has precipitated both positive and negative consequences for individual well0being and organizational cohesion. One significant adverse effect is the phenomenon of organizational alienation. The primary objective of this study was to analyze the predictive relationship between remote work attitudes and organizational alienation, while specifically examining the moderating role of digital leadership within this dynamic. The study employed quantitative research design with data collected in the second half of 2023. The measurement tools included a socio0demographic form, the Remote Working Attitudes Scale, the Alienation Scale, and the Digital Leadership Scale. Participants comprised white0collar employees within the banking sector who operated under remote or hybrid models. The study sample comprised 363 participants. Analyses performed using IBM SPSS Statistics 27 included Pearson correlation, linear regression, and the Hayes Process Macro for moderation. The results indicate that positive attitudes toward remote work have a significant and positive association with organizational alienation. This model explains 13.7% of the variance in the organizational alienation variable. Furthermore, digital leadership plays a moderating role in this relationship. Higher levels of digital leadership mitigate the increase in organizational alienation associated with more positive attitudes toward remote work. These findings underscore the growing importance of managerial competence in digital leadership to address the potential psychological challenges associated with remote work arrangements.

Keywords

• Digital leadership
• leadership
• organizational alienation
• remote work attitude

Uzaktan Çalışma Tutumları ile Örgütsel Yabancılaşma Arasındaki İlişkide Dijital Liderliğin Düzenleyici Rolü

Abstract

Bilgi ve iletişim teknolojilerindeki hızlı gelişmeler, ağlara kesintisiz erişim sağlayarak ve uzaktan çalışma potansiyelini önemli ölçüde artırarak modern örgütsel yapıda devrim yaratmıştır. Özellikle COVID019 pandemisinin küresel etkisinin ardından uzaktan çalışma uygulamaları iyice yerleşmiş olsa da çalışanların bu esnek düzenlemelere yönelik tutum0 ları önemli ölçüde farklılık göstermektedir. Bu değişkenlik hem bireysel esenlik hem de örgütsel bütünlük açısından olumlu ve olumsuz sonuçlara yol açmıştır. Önemli olumsuz etkilerden biri, örgütsel yabancılaşma olgusudur. Bu çalışmanın temel amacı, uzaktan çalışma tutumları ile örgütsel yabancılaşma arasındaki yordayıcı ilişkiyi analiz etmek ve özellikle dijital liderliğin bu dinamik içindeki düzenleyici rolünü incelemektir. Nicel araştırma deseninin kullanıldığı çalışmada veriler 2023 yılının ikinci yarısında toplanmıştır. Ölçüm araçları arasında sosyo0demografik bilgi formu, Uzaktan Çalışma Tutumları Ölçeği, Yabancılaşma Ölçeği ve Dijital Liderlik Ölçeği yer almaktadır. Katılım0 cılar, bankacılık sektöründe uzaktan veya hibrit modellerle görev yapan beyaz yakalı çalışanlardan oluşmakta olup çalışma örneklemi 363 katılımcıyı kapsamaktadır. IBM SPSS Statistics 27 kullanılarak gerçekleştirilen analizler; Pearson korelasyon, doğrusal regresyon ve moderasyon için Hayes Process Macro analizlerini içermektedir. Sonuçlar, uzaktan çalışmaya yönelik olumlu tutumların örgütsel yabancılaşma ile anlamlı ve pozitif yönde bir ilişkisi olduğunu göstermektedir. Bu model, örgütsel yabancılaşma değişkenindeki varyansın %13,7'sini açıklamaktadır. Ayrıca, dijital liderlik bu ilişkide düzenleyici bir rol oynamaktadır. Daha güçlü dijital liderlik düzeyi, uzaktan çalışmaya yönelik olumlu tutumlarla ilişkilendirilen örgütsel yabancılaşmadaki artışı hafifletmektedir. Bu bulgular, uzaktan çalışma düzenlemeleriyle ilişkili olası psikolojik zorlukları ele almada dijital liderlikteki yönetsel yetkinliğin artan önemini vurgulamaktadır.

Keywords

• Dijital liderlik
• liderlik
• örgütsel yabancılaşma
• uzaktan çalışma tutumu

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