E-Çalışma Ölçeğinin Türkçeye Uyarlanması: İş-Yaşam Dengesi, Verimlilik, Örgütsel Güven ve Esneklik Bağlamında Yazılım Sektörü Üzerine Bir İnceleme

Year 2025, Volume: 59 Issue: 1, 185 - 198, 22.01.2025

Sertaç Ercan

https://doi.org/10.51551/verimlilik.1537544

Abstract

Amaç: Uzaktan çalışma yöntemlerinin yaygınlaşmasıyla birlikte uzaktan çalışmanın sistematiğini, bileşenlerini, çalışanlar ve işverenler üzerindeki etkilerini, verimliliğini, avantajlarını ve dezavantajlarını tespit edip ölçmenin önemi de artmaktadır. Bu amaçla, çalışmada uzaktan çalışan bireylerin uzaktan çalışmaya ilişkin algılarını ve uzaktan çalışmanın üzerlerindeki etkilerini ölçmeyi amaçlayan E-Çalışma Ölçeği Türkçe’ye uyarlanmıştır.
Yöntem: Çalışmaya konu olan ölçek, örgütsel güven, esneklik, iş-yaşam dengesi ve verimlilik olmak üzere çalışanların algı ve durumlarını dört alt boyutta ölçmektedir. Ölçeğin Türkçe’ye çeviri çalışmasında, beş aşamalı çeviri tekniğinden faydalanılmıştır.
Bulgular: Çeviri sonrası, saha çalışmasından elde edilen verilerle güvenilirlik analizleri ardından açımlayıcı ve doğrulayıcı faktör analizleri gerçekleştirilmiştir. Daha sonra elde edilen verilere ilişkin fark testleri ile ölçek test edilmiştir. Fark testleri sonucunda, cinsiyet değişkeni ile örgütsel güven, iş-yaşam dengesi ve verimlilik; çalışma süresi ile verimlilik arasında anlamlı ve pozitif ilişki olduğu tespit edilmiştir.
Özgünlük: E-Çalışma Ölçeği, bireylerin uzaktan çalışmaya ilişkin durumlarını ve algılarını ölçerek bireyler üzerinde farkındalık oluşturmayı hedeflerken aynı zamanda yönetici ve kurumlara uzaktan çalışmanın, çalışanlar, iş verimliliği ve iş performansı üzerindeki etkilerini tespit edip anlamalarına yardımcı olmaktadır. Ancak bu konuda sınırlı sayıda Türkçe ölçeğe bulunmaktadır. Dolayısıyla Türkçe’ye uyarlanan bu ölçek, Türkçe literatürdeki önemli bir boşluğu doldurmayı hedeflemektedir.

Keywords

İş-Yaşam Dengesi, Uzaktan Çalışma, Verimlilik

Adaptation of E-Work Scale into Turkish: A Study on Software Sector in the Context of Work-Life Balance, Productivity, Organizational Trust and Flexibility

Abstract

Purpose: With the widespread use of remote working methods, the importance of identifying and measuring the systematics, components, effects on employees and employers, efficiency, advantages and disadvantages of remote working is also increasing. For this purpose, the E-Work Scale, which aims to measure the perceptions of individuals working remotely regarding remote working and the effects of remote working on them, was adapted to Turkish.
Methodology: The scale measures the perceptions and situations of employees in four sub-dimensions: Organizational trust, flexibility, work-life balance and productivity. The five-stage translation technique was used in the translation study of the scale into Turkish.
Findings: After translation, reliability analyses were conducted with the data obtained from the field study, followed by exploratory and confirmatory factor analyses. Then, the scale was tested with difference tests on the obtained data. As a result of the difference tests, it has been determined that there is a significant and positive relationship between working hours and productivity and gender and organizational trust, work-life balance and productivity.
Originality: The E-Work Scale aims to raise awareness among individuals by measuring their status and perceptions regarding remote working, while also helping managers and institutions identify and understand the effects of remote working on employees, work efficiency and work performance. However, there are a limited number of Turkish scales on this subject. Therefore, this scale adapted to Turkish aims to fill an important gap in the Turkish literature.

Keywords

Work-Life Balance, Remote Working, Productivity

References

• Allen, T.D., Golden, T.D. ve Shockley, K.M. (2015). “How Effective Is Telecommuting? Assessing the Status of Our Scientific Findings”, Psychological Science in the Public Interest, 16(2), 40-68.
• Arunmozhi, M., Kumar, R.K. ve Srinivasa, B.A. (2021). “Impact of COVID-19 on Global Supply Chain Management. In Managing Supply Chain Risk and Disruptions: Post COVID-19”, Springer: Cham, 1-18.
• Aslan, M., Karakuş Uysal Ş. ve Oğuzhan, Y.S. (2021). “Uzaktan Çalışma, İş Yaşam Dengesi, İş Doyumu ve Yaşam Doyumu Arasındaki İlişkilerin Teorik Perspektiften İncelenmesi”, 5. International Paris Conference on Social Sciences, 7-8 Şubat 2021, Fransa.
• Barber, K.L. ve Santuzzi, A.M. (2015). “Please Respond ASAP: Workplace Telepressure and Employee Recovery”, Journal of Occupational Health Psychology, 20(2), 172-189.
• Barney, J. (1991). “Firm Resources and Sustained Competitive Advantage”, Journal of Management, 17(1), 99-120.
• Baruch, Y. (2000). “Teleworking: Benefits and Pitfalls as Perceived by Professionals and Managers”, New Technology, Work and Employment, 15(1), 34-49.
• Başol, O. ve Çömlekçi, M. (2021). “Uzaktan Çalışmanın Sosyal ve Demografik Değişkenlerle İlişkisi”, Eskişehir Osmangazi Üniversitesi İİBF Dergisi,16(3), 755-776.
• Baycık, G., Yangın, D.D., Oğuzhan, Y.A.Y. ve Doğan, S. (2021). “Covid 19 Pandemisinde Uzaktan Çalışma: Tespit ve Öneriler”, Çalışma ve Toplum, 3(70), 1683-1728.
• Bilginoğlu, E. (2021). “COVID-19 Pandemisi Sırasında Uzaktan Çalışmanın Artan Önemi: Bilinen Yanlışlar ve Doğruları”, Çalışma ve Toplum, 2(69), 1099-1146.
• Blazhevski, S., Mileva, I. ve Bojadjiev, M. (2021). “The Relationship Between Remote Work and Job Satisfaction: The Mediating Roles of Social Interaction and Work-Family Conflict”, 16th Annual International Conference on European Integration, Eylül 2021.
• Boell, S.K., Cecez-Kecmanovic, D. ve Campbell, J. (2016). “Telework Paradoxes and Practices: The Importance of the Nature of Work”, New Technology, Work and Employment, 31, 114-131. Brislin, R. W., Brislin, R. W., Lonner, W. J. ve Thorndike, R. M. (1973). “Cross-Cultural Research Methods”, J. Wiley, New York.
• Brough, P., Timms, C., Chan, X. W., Hawkes, A. ve Rasmussen, L. (2020). “Work–life Balance: Definitions, Causes, and Consequences”, Handbook of Socioeconomic Determinants of Occupational Health: From Macro-Level to Micro-level Evidence (Editör: Theorell, T.), Springer, 473-487.
• Bump, P. (2024). “60 Remote Work Stats to Know in 2024”, https://blog.hubspot.com/marketing/remote-work-stats, (Erişim Tarihi: 29.07.2024)
• Büyüköztürk, Ş. (2019). “Sosyal Bilimler İçin Veri Analizi El Kitabı”, Pegem Akademi, Ankara.
• Charalampous M., Grant C.A., Tramontano C. ve Michailidis E. (2019) “Systematically Reviewing Remote E-workers’ Well-being at Work: A Multidimensional Approach”, European Journal of Work and Organizational Psychology, 28(1), 51-73.
• Charalampous, M., Grant, C.A. ve Tramontano, C. (2022). “‘It Needs to be the Right Blend’: A Qualitative Exploration of Remote E-workers’ Experience and Well-Being at Work”, Employee Relations, 44(2), 335-355.
• Charalampous, M., Grant, C.A. ve Tramontano, C. (2023). “Getting the Measure of Remote E-working: A Revision and Further Validation of the E-work Life Scale”, Employee Relations: The International Journal, 45(1), 45-68.
• Çokluk, Ö., Şekercioğlu, G. ve Büyüköztürk, Ş. (2010). “Çok Değişkenli İstatistik SPSS ve LISREL Uygulamaları”, Pegem Akademi Yayınları, Ankara.
• Di Martino, V. ve Wirth, L. (1990). “Telework: A New Way of Working and Living”, International Labour Review, 129(5), 529.
• Euronews (2023). “Evden Çalışırken Zaman Tasarrufu”, https://tr.euronews.com/2023/01/30/uzaktan-calisma-turk-calisanlar-yoldan-tasarruf-ettikleri-69-dakikanin-27sini-yine-ise-har, (Erişim Tarihi: 20.07.2024)
• Felstead, A. ve Henseke, G. (2017). “Assessing the Growth of Remote Working and Its Consequences for Effort, Well-being and Work-life Balance”, New Technology, Work and Employment,32(3), 195-212.
• Fonner, K.L. ve Roloff, M.E. (2010). “Why Teleworkers are More Satisfied with Their Jobs than are Office-based Workers: When Less Contact is Beneficial”, Journal of Applied Communication Research, 38, 336-361.
• Franken, E., Bentley, T., Shafaei, A., Farr-Wharton, B., Onnis, L.A. ve Omari, M. (2021). “Forced Flexibility and Remote Working: Opportunities and Challenges in the New Normal”, Journal of Management & Organization, 27(6), 1131-1149.
• Gegez, E. (2010). “Pazarlama Araştırmaları”, Beta Yayınları, İstanbul.
• Giuliano, V.E. (1981). “Teleworking: A Prospectus - Part I”, Telephony, 200(2), 67.
• Golden, T.D. ve Gajendran, R.S. (2019). “Unpacking the Role of A Telecommuter’s Job in Their Performance: Examining Job Complexity, Problem Solving, Interdependence, and Social Support”, Journal of Business and Psychology, 34(1), 55-69.
• Grant, C., Wallace, L. ve Spurgeon, P. (2013). “An Exploration of the Psychological Factors Affecting Remote E-Worker’s Job Effectiveness, Well-Being and Work-Life Balance”, Employee Relations, 35(5), 527-546.
• Grant, C.A., Wallace, L.M., Spurgeon, P.C., Tramontano, C. ve Charalampous, M. (2019). “Construction and Initial Validation of the E-Work Life Scale to Measure Remote E-working”, Employee Relations, 41(1), 16-33.
• Greenblatt, E. (2002). “Work-life Balance: Wisdom or Whining”, Organisational Dynamics, 31(2), 177-193.
• Haan, K. (2023). “Remote Work Statistics and Trends In 2024”, https://www.forbes.com/advisor/business/remote-work-statistics/#sources_section, (Erişim Tarihi: 25.07.2024)
• Hair, J.F., Bush, R.P. ve Ortinau, D.J. (2000). “Marketing Research: A Practical Approach for the New Millennium”, Irwin Professional Publishing.
• Igbaria, M. ve Guimaraes, T. (1999). “Exploring Differences in Employee Turnover Intentions and Its Determinants Among Telecommuters and Non-telecommuters”, Journal of Management Information Systems, 16, 147-164.
• Jeffrey Hill, E., Martinson, V. ve Ferris, M. (2004), “New-concept Part-time Employment as a Workfamily Adaptive Strategy for Women Professionals with Small Children”, Family Relations, 53(3), 282-292.
• Kalaycı, Ş. (2016). “SPSS Uygulamalı Çok Değişkenli İstatistik Teknikleri”, Asil Yayın, Ankara.
• Kelliher, C. ve Anderson, D. (2010). “Doing More with Less, Flexible Working Practices and the Intensification of Work”, Human Relations, 63(1), 83-106.
• Kirchmeyer, C. (2000). “Work–life Initiatives: Greed or Benevolence Regarding Workers’ Time?”, Trends in Organizational Behavior: Time in Organizational Behavior, Wiley, Chichester, 79-94.
• Kossek, E.E. ve Lautsch, B.A. (2018). “Work–life Flexibility for Whom? Occupational Status and Work–life Inequality in Upper, Middle, and Lower Level Jobs”, Academy of Management Annals, 12(1), 5-36.
• Kowalski, G. ve Slebarska, K. (2022). “Remote Working and Work Effectiveness: A Leader Perspective”, International Journal of Environmental Research and Public Health, 19(22), 15326.
• Manpower Argus (2000). “Flextime Gains in Popularity in Germany”, Eylül(4).
• Martino, J.P. (1979). “Telecommunications in The Year 2000”, Futurist, 13(2), 95-103.
• Nilles, J. (1975). “Telecommunications and Organizational Decentralization”, IEEE Transactions on Communications, 23(10), 1142-1147.
• NTV (2022). “Yazılım Endüstrisinde Kadın İstihdamı Artıyor”, https://www.ntv.com.tr/teknoloji/yazilim-endustrisinde-kadin-istihdami-artiyor,L-Y5LRUCGEGcYjss2eO4OA, (Erişim Tarihi: 14 Şubat 2024).
• O'Donnellan, R. (2024). “Remote Working Statistics You Need to Know in 2024”, https://www.intuition.com/remote-working-statistics-you-need-to-know-in-2024/, (Erişim Tarihi: 10.08.2024).
• Olson, M.H. (1983). “Remote Office Work: Changing Work Patterns in Space and Time”, Communications of the ACM, 26 (3),182-187.
• Pokojski, Z., Kister, A. ve Lipowski, M. (2022). “RemoteWork Efficiency from the Employers’ Perspective-What’s Next?” Sustainability, 14, 4220.
• Pyöriä, P. (2005). “The Concept of Knowledge Work Revisited”, Journal of Knowledge Management, 9, 116–127.
• Richman, A.L., Civian, J.T., Shannon, L.L., Jeffrey Hill, E. ve Brennan, R.T. (2008). “The Relationship of Perceived Flexibility, Supportive Work–Life Policies, and use of Formal Flexible Arrangements and Occasional Flexibility to Employee Engagement and Expected Retention”, Community, Work and Family, 11(2), 183-197.
• Shellenbarger, S. (2003). “Naitonal Study of the Changing Workforce”, Wall Street Journal, September, 2. Shirmohammadi, M., Au, W.C. ve Beigi, M. (2022). “Remote Work and Work-life Balance: Lessons Learned from the Covid-19 Pandemic and Suggestions for HRD Practitioners”, Human Resource Development International, 25(2), 163-181.
• Singh, B., Kaunert, C. ve Vig, K. (2024). “Harmonizing Productivity of Employees via Work-Life Balance in Remote Working : Projecting Sound Sleep, Health, and Well-Being for Boosting Organizational Performance”, Cases on Managing Dairy Productive Chains, IGI Global, 162 – 178.
• Statista (2024). “Percentage of Employed People Usually Working from Home in Europe 2022, by Country”, https://www.statista.com/statistics/879251/employees-teleworking-in-the-eu/, (Erişim Tarihi: 11.08.2024).
• Sullivan, B. (2020). “Coronavirus Could be a Tipping Point (Finally) for Telecommuting”, https://www.geekwire.com/2020/coronavirus-tipping-point-finally-telecommuting/, (Erişim Tarihi 20.04.2024).
• Tabachnick, B.G. ve Fidell, L.S. (2015). “Çok Değişkenli İstatistiklerin Kullanımı”, (Çev. Ed. Mustafa Baloğlu), Nobel, Ankara.
• Talent Grid (2021). “TR Yazılımda Kadın Raporu”, https://talentgrid.io/wp-content/uploads/2021/02/TalentGrid_TR-Yaz%C4%B1l%C4%B1mda-Kad%C4%B1n-Raporu_2021.pdf, (Erişim Tarihi: 14 Şubat 2024).
• Tarafdar, M., Tu, Q. ve Ragu-Nathan, T.S. (2010). “Impact of Technostress on End-user Satisfaction and Performance”, Journal of Management Information Systems, 27(3), 303-334.
• Ter Hoeven, C.L. ve Van Zoonen, W. (2015). “Flexible Work Designs and Employee Well-being: Examining the Effects of Resources and Demands”, New Technology, Work and Employment, 30, 237-255.
• Toscano, F. ve Zappalà, S. (2021). “Overall Job Performance, Remote Work Engagement, Living with Children, and Remote Work Productivity During the COVID-19 Pandemic”, European Journal of Psychology Open.
• Upwork (2019). “Third Annual “Future Workforce Report” Sheds Light on How Younger Generations are Reshaping the Future of Work”, https://www.upwork.com/press/2019/03/05/third-annual-future-workforce-report/, (Erişim Tarihi 13.04.2024).
• Uşen, Ş. (2020). “COVID-19 Salgını Döneminde “Zorunlu” Evden Çalışma: İş ve Özel Yaşama Etkileri”, İstanbul Üniversitesi İktisat Fakültesi İnsan Kaynakları Araştırma Merkezi, İstanbul.
• Yıldırım, Ö. (2024). “TİSK Yönetim Kurulu Başkanı Akkol: Türkiye'de çalışan nüfusun yüzde 30'u için uzaktan çalışma mümkün”, http://v.aa.com.tr/3205330, (Erişim Tarihi: 25.07.2024).