Hybrid Work and Sustainable Employment: A Study on Female Employees in Türkiye

Yıl 2025, Cilt: 5 Sayı: Special Issue (SI) IXASC 2025, 177 - 200, 31.08.2025

Begüm Al

Öz

In recent years, hybrid working systems have emerged as a transformative development in the structure of modern work. However, most existing research has primarily examined the economic advantages of hybrid work for organizations often overlooking its broader societal impacts, particularly those concerning women’s employment. The broader implications of hybrid work across different cultural and social contexts also remain insufficiently explored. This gap has recently been highlighted by Shore et al. (2025) Accordingly, this research aimed to explore how hybrid work affects the well-being, work-life balance, and organizational commitment of female workers within the context of Türkiye. A structured survey which consists of five sections: demographic
questions; “Hybrid Working Evaluation Form” developed by Yosunkaya (2023); “Organizational Commitment Scale” developed by Allen & Meyer (1990); “Employee Well-being Scale” developed by Pradhan & Hati (2022) and “Work-Life Balance Scale” developed by Apaydın (2011) designed. Hofstede’s (2025) country map was used to evaluate findings in the cultural context. 384 females participated to this research who are working in banking industry. They were chosen based on purposive sampling. Findings demonstrated that hybrid work environment positively affecting well-being however, negatively affecting work-life balance. This study further reveals that while well-being is positively influencing; work-life balance is negatively influencing organizational commitment. This underscores the importance of strategy and culture-based hybrid work policies to not only promote well-being but also prevent work-life imbalances.

Anahtar Kelimeler

Hybrid Work , Employee Well-Being , Work-Life Balance , Organizational Commitment , Sustainability

Kaynakça

• Allen, N.J. & Meyer, J.P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1): 1-18.