Örgütlerde Hibrit Çalışma Modeli Üzerine Kavramsal Bir Değerlendirme

Öz

Bu çalışma ile hibrit çalışma modelinin kapsamlı bir şekilde değerlendirilmesi ve örgütlerde hibrit çalışma modeli tasarımında önemli olan çevresel, örgütsel ve kişisel unsurların ele alınması amaçlanmıştır. Son yıllarda küreselleşme, dijital dönüşüm ve esnek çalışma taleplerinin artmasıyla giderek yaygınlaşan hibrit çalışma modeli, işyerinden ve uzaktan çalışmanın birleştiği, örgütlere ve işgörenlere zaman ve mekân esnekliği sunan bir çalışma modelini ifade etmektedir. Örgütsel verimlilik, maliyet tasarrufu, üretkenlik, iş-yaşam dengesi, stresin azaltılması, etkili işbirliği ve yenilikçi düşüncenin teşvik edilmesi gibi önemli faydalar sunan modelin etkin bir şekilde uygulanması, örgütlerin başarısını artırırken; işgörenlerin psikolojik ve fiziksel iyilik halleri üzerinde olumlu etkiler yaratmaktadır. Bu bağlamda, bu çalışma ile hibrit çalışma modelinin dinamiklerinin anlaşılması, etkinliğinin artırılması ve tasarımına temel olan unsurlara ışık tutulması ile alanyazına katkı sunulması hedeflenmektedir.

Anahtar Kelimeler

• Hibrit çalışma modeli
• esnek çalışma
• çalışma modeli tasarımı

A Conceptual Evaluation of the Hybrid Work Model in Organizations

Öz

This study aims to provide a comprehensive evaluation of the hybrid work model and to address the environmental, organizational, and personal factors that are crucial in the design of hybrid work models in organizations. The hybrid work model, which has become increasingly prevalent in recent years due to globalization, digital transformation, and the rise in demand for flexible working, refers to a work model that combines in-office and remote work, offers flexibility time and location flexibility to organizations and employees. The effective implementation of this model, which offers significant benefits such as organizational efficiency, cost savings, productivity, work-life balance, stress reduction, and the promotion of collaboration and innovative thinking, not only enhances organizational success but also has a positive impact on employees' psychological and physical well-being. In this context, the study aims to contribute to the literature by shedding light on the dynamics of the hybrid work model, improving its effectiveness, and identifying the key elements in its design.

Anahtar Kelimeler

• Hybrid work model
• flexible working
• working model design

Kaynakça

1. Akça, M., & Tepe Küçükoğlu, M. (2020). Covid-19 ve İş Yaşamına Etkileri: Evden Çalışma. Journal of International Management, Educational and Economics Perspectives, 8(1), 71-81.
2. Alkhayyal, S., & Bajaba, S. (2023). The Impact of E-Leadership Competencies on Workplace Well-Being and Job Performance: The Mediating Role of E-Work Self-Efficacy. Sustainability, 15(6), 1-18. https://doi.org/10.3390/su15064724
3. Ataman, G. (2001). İşletme Yönetimi, Temel Kavramlar ve Yeni Kavramlar. Türkmen Kitabevi.
4. Austin-Egole, I. S., Iheanacho, J. I., Ezeji, N. R., Okafor, & Henry, I. (2021). Flexible Working Arrangements (FWAs) in Unstable Times: An Exploratory Discourse on Current Changing Employment Contexts. Innovations, 67 (December), 184-200.
5. Baker, D. (2021). The Future Of Work Could Covid Be The Catalyst For Organizations To Implement a Hybrid Workplace Model? [Master]. KTH Royal Institute Technology.
6. Baloğlu, G., & Çakalı, K. R. (2022). Uzaktan Çalışma Uygulamalarının Denetimine İlişkin Bir Öneri. Ekonomi Maliye İşletme Dergisi, 5(2), 318-335. https://doi.org/10.46737/emid.1182668
7. Bandura, A. (1977). Self-efficacy: Toward a Unifying Theory of Behavioral Change. Advances in Behaviour Research and Therapy, 1(4), 139-161. https://doi.org/10.1016/0146-6402(78)90002-4
8. Barrero, J. M., Bloom, W., & Davis, S. J. (2021). Why Working From Home Will Stick. Becker Fridman Institute, 1-68.

9. Bauer, W., Schlund, S., & Vocke, C. (2018). Working Life Within a Hybrid World – How Digital Transformation and Agile Structures Affect Human Functions and Increase Quality of Work and Business Performance. J. I.
10. Kantola, T. Barath, & S. Nazir (Ed.), Advances in Human Factors, Business Management and Leadership içinde (C. 594, ss. 3-10). Springer International Publishing. https://doi.org/10.1007/978-3-319-60372-8_1
11. Beauregard, T. A., Basile, K. A., & Canonico, E. (2019). Telework: Outcomes and Facilitators for Employees. R. N. Landers (Ed.), The Cambridge Handbook of Technology and Employee Behavior içinde (1. bs, ss. 511-543). Cambridge University Press. https://doi.org/10.1017/9781108649636.020
12. Beno, M. (2022). Differences Between Managing Face-To-Display Workers and In-House Workers (Hybrid Work Model): A Qualitative Study from Austria. Academic Journal of Interdisciplinary Studies, 11(2), 30. https://doi.org/10.36941/ajis-2022-0033
13. Boell, S. K., Campbell, J., Cecez-Kecmanovic, D., & Cheng, J. E. (2013). Advantages, Challenges and Contradictions of the Transformative Nature of Telework: A Review of the Literature. Telework: Advantages, Challenges and Contradictions [Conference]. Proceedings of the Nineteenth Americas Conference on Information Systems, Chicago, Illinois.
14. Bolat, T., Seymen, O. A., & Bolat, O. İ. (2006). Örgütlerde Esnek Çalışma Uygulamaları ve Buna İlişkin Olarak 4857 Sayılı İş Kanununda Getirilen Düzenlemelerin İncelenmesi. Gazi Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 8(1), 1-30.
15. Bolat, T., Seymen, O. A., Bolat, O. İ., & Erdem, B. (2018). Yönetim ve Organizasyon. Detay Yayıncılık. Bozkurt, M. (2018). Corporate Image, Brand and Reputation Concepts and Their Importance for Tourism Establishments. International Journal of Contemporary Tourism Research, 2(2), 60-66. https://doi.org/10.30625/ijctr.461064
16. Brutyan, A., & Varis, K. (2022). Collaboration Challenges of Hybrid Working Model in Knowledge-Intensive Organizations. Talk by Student Journal. https://talkbystudents.turkuamk.fi/yamk/collaboration-challenges-of-hybrid-working-model- in-knowledge-intensive-organizations/
17. Bulgur, N. E., & Bal, Y. (2022). Uzaktan Çalışma ve İş-Yaşam Dengesinin Çalışan Motivasyonuna Etkisinin Kavramsal Açıdan İncelenmesi. Ulakbilge Sosyal Bilimler Dergisi, 67 (Aralık), 1393-1404. https://doi.org/10.7816/ulakbilge-09-67-02
18. Cakula, S., & Pratt, M. (2021). Communication Technologies in a Remote Workplace. Baltic Journal of Modern Computing, 9(2), 210-219. https://doi.org/10.22364/bjmc.2021.9.2.05
19. Catana, Ş.-A., Toma, S.-G., Imbrişca, C., & Burcea, M. (2022). Teleworking Impact on Wellbeing and Productivity: A Cluster Analysis of the Romanian Graduate Employees. Frontiers in Psychology, 13, 856196. https://doi.org/10.3389/fpsyg.2022.856196
20. Chernyak-Hai, L., & Rabenu, E. (2018). The New Era Workplace Relationships: Is Social Exchange Theory Still Relevant? Industrial and Organizational Psychology, 11(3), 456-481. https://doi.org/10.1017/iop.2018.5
21. Colbert, A., Yee, N., & George, G. (2016). The Digital Workforce and the Workplace of the Future. Academy of Management Journal, 59(3), 731-739. https://doi.org/10.5465/amj.2016.4003
22. Çiftçi, D. Ö. (2022). The New Way of Working: Hybrid Work Model. Gökhan Ofluoğlu (Ed.), Current Approaches in Management and Organization in the Process of Globalization içinde (ss. 131-146). İksad Publishing House.
23. Çiftçi, G. E., & Cindiloğlu Demirer, M. (2022). Covid-19 Pandemi Sürecinde Esnek Çalışma Uygulamalarının Mutluluk ve Performansa Etkisi. Sosyal Bilimler Araştırmaları Dergisi, 17(2), 106-115. https://doi.org/10.48145/gopsbad.1069443
24. Dobbins, T. (2021). Flexible Working: Remote and Hybrid Work (ss. 1-40). House of Commons Library.
25. Economist Impact. (2021). Making Hybrid Work Human 2021 Global Survey Report (ss. 1-15). https://impact.economist.com/projects/make-work-human/pdfs/EI_GoogleWorkspace_2021SurveyReport.pdf
26. Erlinda, F., & Safitri, R. (2020). The Relationship Between Employer Branding, Corporate Reputation, and Recruitment Web on Intention to Apply. Jurnal Ekonomi Syariah Teori dan Terapan, 7(8), 1572. https://doi.org/10.20473/vol7iss20208pp1572-1583
27. Eryiğit, S. (2000). Esnek Üretim Esnek Organizasyon Esnek Çalışma. Kamu İş, 5(4), 1-16.
28. Eurofound. (2022). Working Conditions The Rise in Telework: Impact on Working Conditions and Regulations (ss. 1-77) [Research]. https://www.eurofound.europa.eu/system/files/2023-01/ef22005en.pdf
29. Eurofound & ILO. (2017). Working anytime, anywhere: The Effects on the World of Work. Publications Office. https://data.europa.eu/doi/10.2806/372726
30. Fayard, A.-L., Weeks, J., & Khan, M. (2021). Designing the Hybrid Office. Harward Business Review, 1-11.
31. Flores, M. F. (2019). Understanding The Challenges Of Remote Working And It’s Impact To Workers. International Journal of Business Marketing and Management, 4(11), 4044.
32. Gajendran, R. S., & Harrison, D. A. (2007). The Good, the Bad, and the Unknown About Telecommuting: Meta-Analysis of Psychological Mediators and Individual Consequences. Journal of Applied Psychology, 92(6), 1524-1541. https://doi.org/10.1037/0021-9010.92.6.1524
33. Grzegorczyk, M., Mariniello, M., Nurski, L., & Schraepen, T. (2021). Blending the Physical and Virtual: A Hybrid Model For the Future of Work (Research 14). Bruegel Policy Contribution.
34. Gürcüoğlu, S. (2022). Türkiye’de Uzaktan Çalışma Modelinin Kamuda Uygulanabilirliğine İlişkin Bir Değerlendirme. Cafer Şafak Eyel (Ed.), Covid-19 Sürecinde Çalışma Yaşamı ve İşletme Yönetiminde Yaşanan Değişim içinde (ss. 5-21). İksad Yayınevi.
35. Hackman, J. R., & Oldham, G. R. (1975). Development of the Job Diagnostic Survey. Journal of Applied Psychology, 60(2), 159-170. https://doi.org/10.1037/h0076546
36. Hackman, J. R., & Oldham, G. R. (1976). Motivation through the Design of Work: Test of a Theory. Organizational Behavior and Human Performance, 16, 250-279.
37. Halford, S. (2005). Hybrid Workspace: Re-spatialisations of Work, Organisation and Management. New Technology, Work and Employment, 20(1), 19-33. https://doi.org/10.1111/j.1468-005X.2005.00141.x
38. Hansen, T., Hope, A. J., & Moehler, R. C. (2012). Managing Geographically Dispersed Teams: From Temporary to Permanent Global Virtual Teams. SSRN Electronic Journal. https://doi.org/10.2139/ssrn.2143185
39. Harandi, S. R., & Abdolvand, N. (2018). Investigating the Effect of Online and Offline Workplace Communication Networks on Employees’ Job Performance: Considering the Role of Culture. Journal of Global Information Technology Management, 21(1), 26-44. https://doi.org/10.1080/1097198X.2018.1423839
40. Hatipoğlu, H. N., & Türker, M. V. (2022). Oyunlaştırma Uygulamalarının, İnsan Kaynakları Yönetiminin Teknik Kapsamında Kullanılmasının Algılanan Başarısı Üzerine Bir Araştırma. Öneri Dergisi, 17(57), 174-209. https://doi.org/10.14783/maruoneri.933641
41. Hill, E. J., Grzywacz, J. G., Allen, S., Blanchard, V. L., Matz-Costa, C., Shulkin, S., & Pitt-Catsouphes, M. (2008). Defining and Conceptualizing Workplace Flexibility. Community, Work & Family, 11(2), 149-163. https://doi.org/10.1080/13668800802024678
42. Iqbal, K. M. J., Khalid, F., & Barykin, S. Y. (2021). Hybrid Workplace: The Future of Work. B. A. Khan, M. H. S. Kuofie, & S. Suman (Ed.), Advances in Educational Technologies and Instructional Design içinde, (ss. 28-48). IGI Global. https://doi.org/10.4018/978-1-7998-8327-2.ch003
43. Jumbo, G. S. (2022). The Effect of Remote Working on Employee Productivity. International Journal of Management and BusinessResearchGate, 1-4.
44. Kanat, B., & Ayyıldız Ünnü, N. A. (2022). Covid-19 Küresel Salgını ve Dijital Dönüşümün İnsan Kaynakları Uygulamaları Üzerine Yansımalarını Açığa Çıkarmaya Yönelik Bir Araştırma. Süleyman Demirel Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, 27(2), 185-213.
45. Karayel, M., Akkoç, İ., & Birer, İ. (2018). Örgütsel Destek, Sosyal Destek ve Lider Desteğinin İş Performansına Etkisinde Lider-Üye Etkileşiminin Aracılık Rolü. Dokuz Eylül Üniversitesi İşletme Fakültesi Dergisi, 19(2), 301-332. https://doi.org/10.24889/ifede.457738
46. Kaushik, M., & Guleria, N. (2020). The Impact of Pandemic COVID -19 in Workplace. European Journal of Business and Management, 12(15), 9-18. https://doi.org/10.7176/EJBM/12-15-02
47. Koçel, T. (2020). İşletme Yöneticiliği (18. bs). Beta Yayınevi.
48. Kumar, A. S., & Das, J. B. (2022). The Impact of “Hybrid-Work Model” on Job Satisfaction. International Journal of Business Management & Research (IJBMR), 12(1), 71-82.
49. Lenka, R. (2021). Unique Hybrid Work model- The Future of Remote Work. Palarch’s Journal of Archaeology of Egypt, 18(7), 2687-2697.
50. Liu, Y., Xu, N., Yuan, Q., Liu, Z., & Tian, Z. (2022). The Relationship Between Feedback Quality, Perceived Organizational Support, and Sense of Belongingness Among Conscientious Teleworkers. Frontiers in Psychology, 13, 806443. https://doi.org/10.3389/fpsyg.2022.806443
51. Ma, J. (2021). Telework Triggered by Epidemic: Effective Communication Improvement of Telecommuting in Workgroups during COVID-19. American Journal of Industrial and Business Management, 11(02), 202-214. https://doi.org/10.4236/ajibm.2021.112013
52. Malhotra, A. (2021). The Postpandemic Future of Work. Journal of Management, 47(5), 1091-1102. https://doi.org/10.1177/01492063211000435
53. Malone, T. W. (1988). What is Coordination Theory? National Science Foundation Coordination Theory Workshop, 1-29.
54. Martin, B. H., & MacDonnell, R. (2012). Is Telework Effective for Organizations?: A Meta‐Analysis of Empirical Research on Perceptions of Telework and Organizational Outcomes. Management Research Review, 35(7), 602-616. https://doi.org/10.1108/01409171211238820
55. Martinez‐Sanchez, A., Perez‐Perez, M., De‐Luis‐Carnicer, P., & Vela‐Jiménez, M. J. (2007). Telework, Human Resource Flexibility and Firm Performance. New Technology, Work and Employment, 22(3), 208-223. https://doi.org/10.1111/j.1468-005X.2007.00195.x
56. Moglia, M., Hopkins, J., & Bardoel, A. (2021). Telework, Hybrid Work and the United Nation’s Sustainable Development Goals: Towards Policy Coherence. Sustainability, 13(16), 1-28. https://doi.org/10.3390/su13169222
57. Mookkiah, M., & Prabu, M. (2019). Self Efficacy Concept in Learning [Conferenece]. Universal Design For Learning Embedded with Assistive Technology for Children with Special Needs- UDLAT 2019, Karaikudi, Tamil Nadu, India.
58. Neumayr, T., Jetter, H.-C., Augstein, M., Friedl, J., & Luger, T. (2018). Domino: A Descriptive Framework for Hybrid Collaboration and Coupling Styles in Partially Distributed Teams. Proceedings of the ACM on Human-Computer Interaction, 2(CSCW), 1-24. https://doi.org/10.1145/3274397
59. Newman, S. A., & Ford, R. C. (2021). Five Steps to Leading Your Team in the Virtual COVID-19 Workplace. Organizational Dynamics, 50(1), 1-11. https://doi.org/10.1016/j.orgdyn.2020.100802
60. Nicholas, A. (2014). Management and Telework. J. Wang (Ed.), Encyclopedia of Business Analytics and Optimization içinde, (ss. 1-13). IGI Global. https://doi.org/10.4018/978-1-4666-5202-6
61. OECD. (2021). Measuring Telework in the COVID-19 Pandemic. OECD Digital Economy Papers.
62. Oktar, Ö. F., & Doğan, B. (2021). Yeni Kurumsal Kuram Bağlamında Hibrit Örgütlerde İşe Alım ve Sosyalizasyon Politikaları. Bucak İşletme Fakültesi Dergisi, 4(1), 7-29. https://doi.org/10.38057/bifd.851128
63. Radonic, M., Valentina, V., & Milosavljevic, M. (2021). The Impact of Hybrid Workplace Models on Intangible Assets: The Case of an Emerging Country. Amfiteatru Economic, 1(58), 1-15. https://doi.org/10.24818/EA/2021/58/770
64. Robinson, S. L. (2006). Trust and Breach of the Psychological Contract. R. M. Kramer (Ed.), Organizational Trust içinde, (ss. 331-360). Oxford University Press Oxford. https://doi.org/10.1093/oso/9780199288496.003.0012
65. Roman, A. V., Van Wart, M., Wang, X., Liu, C., Kim, S., & McCarthy, A. (2019). Defining E‐leadership as Competence in ICT‐Mediated Communications: An Exploratory Assessment. Public Administration Review, 79(6), 853-866. https://doi.org/10.1111/puar.12980
66. Sailer, M., Hense, J. U., Mayr, S. K., & Mandl, H. (2017). How Gamification Motivates: An Experimental Study of the Effects of Specific Game Design Elements on Psychological Need Satisfaction. Computers in Human Behavior, 69, 371-380. https://doi.org/10.1016/j.chb.2016.12.033
67. Saludin, N., Karia, N., & Hassan, H. (2013). Green Economy: Researching Working from Home in Building Sector. The Journal of Southeast Asian Research, 1-9. https://doi.org/10.5171/2013.273189
68. Sawatzky, R., & Sawatzky, N. (2022). Competencies for Success in Remote and Hybrid Working Contexts Competencies for Success in Remote and Hybrid Working Contexts [Research 2019-1022]. http://dx.doi.org/10.13140/RG.2.2.29227.52007
69. Seymen, O. A., & Gökçe, Ç. (2021). Rotasyon ve İş Tatmini İlişkisi: Bir Kamu Kurumunda Nitel Bir Araştırma ve Bir Model Önerisi. Social Sciences Studies Journal, 7(88), 4002-4024. https://doi.org/10.26449/sssj.3401
70. Shagvaliyeva, S., & Yazdanifard, R. (2014). Impact of Flexible Working Hours on Work-Life Balance. American Journal of Industrial and Business Management, 4(01), 20-23. https://doi.org/10.4236/ajibm.2014.41004 Shanker, A. (2022). Flexible work arrangements and its impact on Work-Life Balance. Management Insight, 18(2), 17-20. https://doi.org/10.21844/mijia.18.2.3
71. Shapiro, M., Ingols, C., O’Neill, R., & Blake‐Beard, S. (2009). Making Sense of Women as Career Self‐Agents: Implications for Human Resource Development. Human Resource Development Quarterly, 20(4), 477-501. https://doi.org/10.1002/hrdq.20030
72. Sladek, P., & Sigmund, T. (2021). Legal Issues of Teleworking. SHS Web of Conferences, 90, 01020. https://doi.org/10.1051/shsconf/20219001020
73. Sokolic, D. (2022). Remote Work and Hybrid Work Organizations [Conference]. 78th International Scientific Conference on Economic and Social Development, Aveiro, Portugal.
74. Steude, D. H. (2017). Change and Innovation Leadership in an Industrial Digital Environment. Management of Organizations: Systematic Research, 78(1), 95-107. https://doi.org/10.1515/mosr-2017-0018
75. Steude, D. H. (2021). Challenges of Remote Leadership in a Digitalized Working World 4.0. Management of Organizations: Systematic Research, 85(1), 65-86. https://doi.org/10.1515/mosr-2021-0005
76. Taborosi, S., Strukan, E., Postin, J., & Konjikusic, M. (2020). Organizational Commitment and Trust at Work by Remote Employees. Journal of Engineering Management and Competitiveness, 10, 48-60. https://doi.org/10.5937/jemc2001048T
77. Tavares, A. I. (2017). Telework and Health Effects Review. International Journal of Healthcare, 3(2), 30-36. https://doi.org/10.5430/ijh.v3n2p30
78. Tran, L. (2022). The Impact of Hybrid Work on Productivity: Understanding the Future of Work A Case Study in Agile Software Development Teams (Unpublished Master Thesis). KTH Royal Institute of Technology. https://www.diva-portal.org/smash/get/diva2:1696127/FULLTEXT01.pdf
79. Uşen, Ş. (2020). Covid-19 Salgını Döneminde “Zorunlu” Evden Çalışma: İş ve Özel Yaşama Etkileri (ss. 1-50) [Araştırma]. İstanbul Üniversitesi İktisat Fakültesi İnsan Kaynakları Araştırma Merkezi.
80. Van Zoonen, W., & Sivunen, A. E. (2022). The Impact of Remote Work and Mediated Communication Frequency on Isolation and Psychological Distress. European Journal of Work and Organizational Psychology, 31(4), 610-621. https://doi.org/10.1080/1359432X.2021.2002299
81. Vartiainen, M., & Vanharanta, O. (2023). Hybrid Work: Definition, Origins, Debates and Outlook [Research]. Report number: WPEF23002. Affiliation: European Foundation for the Improvement of Living and Working Conditions. https://doi.org/10.13140/RG.2.2.12847.71844
82. Vehosalmi, N. (2022). Employee Motivation in Hybrid Work: How Motivational Needs Have Changed after Covid-19 (Unpublished Bachelor’s Thesis). Tampere University of Applied Sciences. http://www.theseus.fi/handle/10024/748405
83. Walentek, D. (2021). Scope and Forms of Controlling Teleworkers. Informatyka Ekonomiczna, 2021(2), 56-68. https://doi.org/10.15611/ie.2021.2.05
84. Wontorczyk, A., & Roznowski, B. (2022). Remote, Hybrid, and On-Site Work during the SARS-CoV-2 Pandemic and the Consequences for Stress and Work Engagement. International Journal of Environmental Research and Public Health, 19(4), 2400. https://doi.org/10.3390/ijerph19042400
85. Yang, L., Holtz, D., Jaffe, S., Suri, S., Sinha, S., Weston, J., Joyce, C., Shah, N., Sherman, K., Hecht, B., & Teevan, J. (2022). The effects of remote work on collaboration among information workers. Nature Human Behaviour, 6(1), 43-54. https://doi.org/10.1038/s41562-021-01196-4
86. Zwanka, R. J., & Buff, C. (2020). COVID-19 Generation: A Conceptual Framework of the Consumer Behavioral Shifts to Be Caused by the COVID-19 Pandemic. Journal of International Consumer Marketing, 33(1), 58-67. https://doi.org/10.1080/08961530.2020.1771646