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Sanallığın Çalışan Performansı ve Bağlılığı Üzerindeki Etkileri: Bir Araştırma

Year 2017, Volume: 2 Issue: 2, 113 - 128, 06.12.2017

Abstract

            Modern
iş dünyasında, teknolojik gelişmelerin ve küreselleşmenin de etkisiyle örgütler
karşılaştıkları yeni fırsatları değerlendirmek ve önlerine çıkan zorlukların
üstesinden gelebilmek için değişimlere ayak uydurmak zorundadırlar. Sanallık ve
sanal örgüt kavramları da bu değişimler sonucunda ortaya çıkan kavramlardandır.
Beyaz yakalı çalışanların tamamı belirli bir düzeyde sanallığa sahiptir ve
örgütlerin sanallaşma yolunda hızlı adımlarla ilerlemesi bu konunun önemli bir
araştırma alanı haline gelmesini sağlamaktadır. Bu çalışmanın amacı, örgütlerin
algılanan sanallık düzeyi ile çalışanların psiko-sosyal performansları ve
örgütsel bağlılıkları arasındaki ilişkinin incelenmesidir. Çalışmanın sonucunda
sanallık düzeyi ile psiko-sosyal performans arasında pozitif bir ilişkiye
rastlanırken, örgütsel bağlılık ile anlamlı bir ilişki saptanmamıştır. Ayrıca
bir diğer destekleyici ölçek sonuçlarına göre de sanal çalışanların
durumlarından memnun oldukları ve bu düzende devam etmek istedikleri sonucuna
ulaşılmıştır. 

References

  • Afgün, S. (2006). Sanal organizasyonlarda yapı, yönetim ve iletişim. (Unpublished Master's Thesis). Atatürk University, Erzurum.
  • Ahuja, M. K. and Carley, K. M. (1998). Network structure in virtual organizations. Retrieved from jcmc.indiana.edu/vol3/issue4/ahuja.html. [Accessed 5 April 2016].
  • Akkirman, A. D. and Harris, D. L. (2005). Organizational communication satisfaction in the virtual workplace. The Journal of Management Development, 24(5/6), 397-409.
  • Benton, D. A. (2012). The virtual executive: how to act like a CEO online and offline. New York: McGraw-Hill.
  • Burman, S. and Shastri, S. (2013). Occupational stress and organizational commitment of employees in virtual and traditional teams: a comparative study. International Journal of Science and Research, 2(10), 100-106.
  • Daniels, K., Lamond, D. and Standen, P. (2001). Teleworking: Frameworks for organizational research. Journal of Management Studies, 38(8), 1151-1185.
  • Fulk, J. and Desanctis, G. (1995). Electronic communication and changing organizational forms. Organization Science, 6(4), 337-349.
  • Garton, C. and Wegryn, K. (2006). Managing without walls: maximize success with virtual, global, and cross-cultural teams. Lewisville, TX: MC Press.
  • Golden, T. D. (2006). Avoiding depletion in virtual work: telework and the intervening impact of work exhaustion on commitment and turnover intentions. Journal of Vocational Behavior, 69, 176-187.
  • Golden, T. D. and Veiga, J. F. (2008). The impact of superior–subordinate relationships on the commitment, job satisfaction, and performance of virtual workers. The Leadership Quarterly, 19, 77-88.
  • Kırel, Ç. (2007). Sanal örgütlerde örgütsel davranışın geleceği. Anadolu Üniversitesi Sosyal Bilimler Dergisi, 1, 93-110.
  • Lojeski, K. S. and Reilly, R. R. (2010). Leading the virtual workforce: how great leaders transform organizations in the 21st century. Hoboken, NJ: Wiley.
  • Merkevicius, J. and Uturyte-Vrubliauskiene, L. (2008). Virtual and traditional organizations: singularity of personnel motivation. Social Research, 3(13), 589-595.
  • Meyer, J. P., Allen, N. J. and Smith, C. A. (1993). Commitment to organizations and occupations: extension and test of a three-component conceptualization. Journal of Applied Psychology, 78(4), 538-551.
  • Norton, B. and Smith, C. (1997). Understanding the virtual organization. Hauppauge, NY: Barron's Educational Series.
  • Oflazer Mirap, S. (2004). Sanal organizasyonlar ve sanal organizasyonlarda çalışanların motivasyonu ve iletişimi üzerine bir uygulama. (Unpublished Master's Thesis). Erciyes University, Kayseri.
  • Schmidt, C., Temple, B.K., McCready A., Newman J. and Kinzler S.C. (2008). Virtuality in organizational team environments: concept, measurement and effects in the context of sustainable management. In N. Panteli and M. Chiasson (Eds). Exploring virtuality within and beyond organizations: social, global, and local dimensions. Houndmills, Basingstoke, Hampshire: Palgrave Macmillan.
  • Soper, D.S. (2016). A-priori sample size calculator for multiple regression. http://www.danielsoper.com/statcalc (Accessed on: 14.10.2016)
  • TinyPulse. (2015) What leaders need to know about remote workers. https://cdn2.hubspot.net/hubfs/443262/TINYpulse_What_Leaders_Need_to_Know_About_Remote_Workers.pdf?t=1462203875281 [Accessed 29 April 2016].
  • Toglaw, S. D. (2006). Organizational commitment in a virtual work environment. (Unpublished Master's Thesis).. Sidney: University of Technology.
  • Warner, M. and Witzel, M. (2004). Managing in virtual organizations. London: Thomson Learning.
  • Webster, J. and Wong, W. P. (2008). Comparing traditional and virtual group forms: identity, communication and trust in naturally occurring project teams. The International Journal of Human Resource Management, 19(1), 41-62.
  • Wiesenfeld, B. M., Raghuram, S. and Garud, R. (1999). Communication patterns as determinants of organizational identification in a virtual organization. Organization Science, 10(6), 777-790.

Effects of VIrtualIty on Employee Performance and CommItment: A Research

Year 2017, Volume: 2 Issue: 2, 113 - 128, 06.12.2017

Abstract

In the modern business world, due to the impact of technological advancements and globalisation,
organisations are obliged to keep up with the change in order to seize new opportunities they encounter
and overcome the obstacles in their way. Concepts of virtuality and virtual organisations are among
these concepts which surfaced as a result of these changes. All white-collar employees have a certain
degree of virtuality and the fact that organisations are taking rapid steps towards virtualisation makes
this topic a significant field of research. The aim of this study is to examine the relationship between the
perceived degree of virtuality of organisations and the psycho-social performance and organisational
commitment of employees. As a result, while a positive significant relationship was found between
the degree of virtuality and psycho-social performance, while there was no relationship identified
with organisational commitment. Moreover, according to a sub-scale about employees’ individual
propensity for virtuality, it was pointed out that virtual workers are happy with their conditions and are
willing to continue to work the same way.

References

  • Afgün, S. (2006). Sanal organizasyonlarda yapı, yönetim ve iletişim. (Unpublished Master's Thesis). Atatürk University, Erzurum.
  • Ahuja, M. K. and Carley, K. M. (1998). Network structure in virtual organizations. Retrieved from jcmc.indiana.edu/vol3/issue4/ahuja.html. [Accessed 5 April 2016].
  • Akkirman, A. D. and Harris, D. L. (2005). Organizational communication satisfaction in the virtual workplace. The Journal of Management Development, 24(5/6), 397-409.
  • Benton, D. A. (2012). The virtual executive: how to act like a CEO online and offline. New York: McGraw-Hill.
  • Burman, S. and Shastri, S. (2013). Occupational stress and organizational commitment of employees in virtual and traditional teams: a comparative study. International Journal of Science and Research, 2(10), 100-106.
  • Daniels, K., Lamond, D. and Standen, P. (2001). Teleworking: Frameworks for organizational research. Journal of Management Studies, 38(8), 1151-1185.
  • Fulk, J. and Desanctis, G. (1995). Electronic communication and changing organizational forms. Organization Science, 6(4), 337-349.
  • Garton, C. and Wegryn, K. (2006). Managing without walls: maximize success with virtual, global, and cross-cultural teams. Lewisville, TX: MC Press.
  • Golden, T. D. (2006). Avoiding depletion in virtual work: telework and the intervening impact of work exhaustion on commitment and turnover intentions. Journal of Vocational Behavior, 69, 176-187.
  • Golden, T. D. and Veiga, J. F. (2008). The impact of superior–subordinate relationships on the commitment, job satisfaction, and performance of virtual workers. The Leadership Quarterly, 19, 77-88.
  • Kırel, Ç. (2007). Sanal örgütlerde örgütsel davranışın geleceği. Anadolu Üniversitesi Sosyal Bilimler Dergisi, 1, 93-110.
  • Lojeski, K. S. and Reilly, R. R. (2010). Leading the virtual workforce: how great leaders transform organizations in the 21st century. Hoboken, NJ: Wiley.
  • Merkevicius, J. and Uturyte-Vrubliauskiene, L. (2008). Virtual and traditional organizations: singularity of personnel motivation. Social Research, 3(13), 589-595.
  • Meyer, J. P., Allen, N. J. and Smith, C. A. (1993). Commitment to organizations and occupations: extension and test of a three-component conceptualization. Journal of Applied Psychology, 78(4), 538-551.
  • Norton, B. and Smith, C. (1997). Understanding the virtual organization. Hauppauge, NY: Barron's Educational Series.
  • Oflazer Mirap, S. (2004). Sanal organizasyonlar ve sanal organizasyonlarda çalışanların motivasyonu ve iletişimi üzerine bir uygulama. (Unpublished Master's Thesis). Erciyes University, Kayseri.
  • Schmidt, C., Temple, B.K., McCready A., Newman J. and Kinzler S.C. (2008). Virtuality in organizational team environments: concept, measurement and effects in the context of sustainable management. In N. Panteli and M. Chiasson (Eds). Exploring virtuality within and beyond organizations: social, global, and local dimensions. Houndmills, Basingstoke, Hampshire: Palgrave Macmillan.
  • Soper, D.S. (2016). A-priori sample size calculator for multiple regression. http://www.danielsoper.com/statcalc (Accessed on: 14.10.2016)
  • TinyPulse. (2015) What leaders need to know about remote workers. https://cdn2.hubspot.net/hubfs/443262/TINYpulse_What_Leaders_Need_to_Know_About_Remote_Workers.pdf?t=1462203875281 [Accessed 29 April 2016].
  • Toglaw, S. D. (2006). Organizational commitment in a virtual work environment. (Unpublished Master's Thesis).. Sidney: University of Technology.
  • Warner, M. and Witzel, M. (2004). Managing in virtual organizations. London: Thomson Learning.
  • Webster, J. and Wong, W. P. (2008). Comparing traditional and virtual group forms: identity, communication and trust in naturally occurring project teams. The International Journal of Human Resource Management, 19(1), 41-62.
  • Wiesenfeld, B. M., Raghuram, S. and Garud, R. (1999). Communication patterns as determinants of organizational identification in a virtual organization. Organization Science, 10(6), 777-790.
There are 23 citations in total.

Details

Journal Section Makaleler
Authors

Zeynep Baysal This is me

Barış Baraz This is me

Publication Date December 6, 2017
Published in Issue Year 2017 Volume: 2 Issue: 2

Cite

APA Baysal, Z., & Baraz, B. (2017). Effects of VIrtualIty on Employee Performance and CommItment: A Research. Marmara Business Review, 2(2), 113-128.
AMA Baysal Z, Baraz B. Effects of VIrtualIty on Employee Performance and CommItment: A Research. Marmara Bus. Rev. December 2017;2(2):113-128.
Chicago Baysal, Zeynep, and Barış Baraz. “Effects of VIrtualIty on Employee Performance and CommItment: A Research”. Marmara Business Review 2, no. 2 (December 2017): 113-28.
EndNote Baysal Z, Baraz B (December 1, 2017) Effects of VIrtualIty on Employee Performance and CommItment: A Research. Marmara Business Review 2 2 113–128.
IEEE Z. Baysal and B. Baraz, “Effects of VIrtualIty on Employee Performance and CommItment: A Research”, Marmara Bus. Rev., vol. 2, no. 2, pp. 113–128, 2017.
ISNAD Baysal, Zeynep - Baraz, Barış. “Effects of VIrtualIty on Employee Performance and CommItment: A Research”. Marmara Business Review 2/2 (December 2017), 113-128.
JAMA Baysal Z, Baraz B. Effects of VIrtualIty on Employee Performance and CommItment: A Research. Marmara Bus. Rev. 2017;2:113–128.
MLA Baysal, Zeynep and Barış Baraz. “Effects of VIrtualIty on Employee Performance and CommItment: A Research”. Marmara Business Review, vol. 2, no. 2, 2017, pp. 113-28.
Vancouver Baysal Z, Baraz B. Effects of VIrtualIty on Employee Performance and CommItment: A Research. Marmara Bus. Rev. 2017;2(2):113-28.