BibTex RIS Kaynak Göster

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Yıl 2015, Sayı: 14, 0 - , 20.04.2015

Altan Doğan Serdar Bozkurt Rıza Demir

https://doi.org/10.18092/ijeas.32445
Cited By: 7

Öz

One of the fact seen important in working life in recent years is flexibility. It is aimed to determine attitudes of workers about flexible working in this research. It is said that the individual, organizational and social advantages and disadvantages of flexibility affect attitudes of workers about flexible working. In this research, it is aimed to determine attitudes of workers about flexible working considering individual and organizational benefits and limitations of flexible working practices. This research was done on workers employed in different areas in public and private sector. 294 survey data obtained with using convenience sampling method analyzed with SPSS 18 in research. The attitudes of workers about flexible working examined in the direction of three dimensions which are the organizational benefits of work-life balance, administrative limitations derived from flexible working and career problems in research. As result of research, it was determined that the attitudes of workers toward three dimensions of flexible working practices were different and the attitudes toward some dimensions differentiated with regard to gender and education

Anahtar Kelimeler

Flexibility Flexible Work Arrangements Work-Life Balance Attitude Career Problems

Kaynakça

  • ALMER, E. D. ve S. E. KAPLAN, (2000), “Myths and Realities of Flexible Work Arrangements“, The CPA Journal, 70 (4), 14-21.
  • ARMSTRONG, Michael. (2009), Armstrong's Handbook of Human Resource Management Practice, 11th Edition, London: Kogan Page.
  • BEARDWELL, J. ve T. CLAYDON (2010), Human Resource Management: A Contemporary Approach, 6th Edition, London: Prentice Hall.
  • BROWN, K., BRADLEY, L., LINGARD, H., TOWNSEND, K. ve S. LING (2010), “Working Time Arrangements and Recreation: Making Time for Weekends when Working Long Hours”, Australian Bulletin of Labour, 36 (2), 194-213.
  • CASCIO, Wayne F. (2010), Managing Human Resources, 8th Edition, New York: McGraw-Hill.
  • CHARRON, F. K. ve LOWE, J. D. (2005), “Factors that Affect Accountant’s Perceptions of Alternative“, Work Arrangements,’ Accounting Forum, 29, 191–206. CORDERY, J., SEVASTOS, P., MUELLER, W. ve S. PARKER, (1993), “Correlates of Employee Attitudes Toward Functional Flexibility“, Human Relations, 46, 705-723.
  • ÇALIŞKAN, F. ve B. SUNGUR (2009), “Vasıflı Kayan Esnek Çalışma Saati Sistemi İçin Bir Karma Tamsayılı Hedef Programlama Modeli Önerisi”, Erciyes Üniversitesi İİBF Dergisi, Sayı:33, Temmuz-Aralık, 1-18.
  • ÇELİK, Sümeyra (2007), “Türkiye İşgücü Piyasasının Esnekliği ve Esnek Çalışma Önündeki Engeller”, T.C. ÇSGB Türkiye İş Kurumu Genel Müdürlüğü Uzmanlık Tezi, Ankara.
  • DEMBY, Elanye R. (2004), "Do Your Family-Friendly Programs Make Cents?", HR Magazine, 49 (1), 70-82.
  • DESSLER, Garry. (2011), Human Resource Management, 12th Edition, New Jersey: Prentice Hall.
  • DOĞRUL, Burcu Ş. ve Seda TEKELİ (2010), “İş-Yaşam Dengesinin Sağ-lanmasında Esnek Çalışma”, Sosyal ve Beşeri Bilimler Dergisi, 2 (2), 13, http://www.sobiad.org/eJOURNALS/dergi_SBD/arsiv/2010_2/02burcu_sefika_dogrul.pdf, Erişim Tarihi: 12.03.2013.
  • ELDRIDGE, D. ve Tahir M. NİSAR (2011), “Employee and Organizational Impacts of Flexitime Work Arrangements”, Industrial Relations, 66 (2), 213-234.
  • ERYİĞİT, Süleyman. (2000), “Esnek Üretim, Esnek Organizasyon, Esnek Çalışma”, Kamu-İş, İş Hukuku ve İktisat Dergisi, 5 (4), İnternet Adresi; http://www.kamu-is.org.tr/pdf/5411.pdf, Erişim Tarihi: 20.02.2013.
  • FURSMAN, L. ve N. ZODGEKAR (2009), “Making It Work: The Impacts of Flexible Working Arrangements on New Zealand Families”, Social Policy Journal of New Zealand, Issue 35, June, 43-54.
  • GIANNIKIS, Stefanos K. ve Dimitrios M. MIHAIL (2011), “Flexible Work Arrangements in Greece: A Study of Employee Perceptions”, The International Journal of Human Resource Management, 22 (2), 417-432.
  • GILMORE, S. ve S. WILLIAMS (2009), Human Resource Management, New York: Oxford University Press.
  • GROBLER, P.A. ve A.J. de BRUYN (2011), “Flexible Work Practices (FWP) – An Effective Instrument in the Retention of Talent: A Survey of Selected
  • JSE-Listed Companies”, South African Journal of Business Management, 42 (4), 63-78.
  • GRZYWACZ, Joseph G., CARLSON, Dawn S. ve S. SHULKIN (2008), “Schedule Flexibility and Stress: Linking Formal Flexible Arrangements and Perceived Flexibility to Employee Health”, Community, Work & Family, 11 (2), 199-214.
  • GÜNAY, Cevdet İ. (2004), “Çalışma Sürelerinde Esneklik“, Kamu-İş, İş Hu-kuku ve İktisat Dergisi, 7 (3), İnternet Adresi; http://www.kamu-is.org.tr/pdf/7310.pdf, Erişim Tarihi: 03.04.2014.
  • HAYMAN, Jeremy R. (2009), “Flexible Work Arrangements: Exploring the Linkages between Perceived Usability of Flexible Work Schedules and Work/Life Balance”, Community, Work & Family, 12 (3), August, 327-338.
  • HEERY, E. ve M. NOON (2008), A Dictionary of Human Resource Management, 2nd Edition, New York: Oxford University Press.
  • HOUSTON, D. M. ve Julie A. WAUMSLEY, (2003), Attitudes to Flexible Working and Family Life, UK: The Policy Press.
  • IVANCEVICH, John M. (2010), Human Resource Management, 11th Edition, USA: McGraw Hill.
  • JULIEN, M., SOMERVILLE, K. ve N. CULP (2011), “Going beyond the Work Arrangement: The Crucial Role of Supervisor Support”, Public Administration Quarterly, Summer, 167-204.
  • LEONARDI, Paul M. (2011), “When Flexible Routines Meet Flexible Technologies: Affordance, Constraint and the Imbrication of Human and Material Agencies”, MIS Quarterly, 35 (1), March, 147-167.
  • MAJER, R., THALMANN, S. ve A. SANDOW (2010), “Flexible Workplaces Fostering Knowledge Workers Informal Learning: The Flexible Office Case”, World Academy of Science, Engineering and Technology, 70, 493-499.
  • MAXWELL, G., RANKINE, L., BELL, S. ve A. MACVICAR (2007), “The Incidence and Impact of Flexible Working Arrangements in Smaller Businesses”, Employee Relations, 29 (2), 138-161.
  • MAXWELL, G. ve L. RANKINE (2007), “The Incidence and Impact of Flexible Working Arrangements in Smaller Businesses”, Employee Relations, 29 (2), 138-161.
  • PODNAR, K. ve U. GOLOB (2010), “Friendly Flexible Working Practices within the Internal Marketing Framework: A Service Perspective”, The Service Industries Journal, 30 (11), September, 1773–1786.
  • POOR, Riva (2010), “How and Why Flexible Work Weeks Came About”, Connecticut Law Review, 42 (4), May 1047-1057.
  • PYNES, Joan E. (2009), Human Resource Management for Public and Nonprofit Organizations, 3rd Edition, San Francisco: John Wiley&Sons.
  • RAO, P. L. (2004), Comprehensive Human Resource Management, New Delhi: Excel Books.
  • REDMAN, T. ve A. WILKINSON (2009), Contemporary Human Resource Management, 3rd Edition, London: Prentice Hall.
  • RUSSELL, H., O’CONNELL, Philip J. ve F. MCGINNITY (2009), “The Impact of Flexible Working Arrangements on Work–life Conflict and Work Pressure in Ireland”, Gender, Work and Organization, 16 (1), January, 73-97.
  • SABUNCUOĞLU, Zeyyat (2005), İnsan Kaynakları Yönetimi, Bursa: Alfa Yayınları.
  • SCANDURA, T. A. ve M. J. LANKAU (1997), "Relationships of Gender, Family Responsibility and Flexible Work Hours to Organizational Commitment and Job Satisfaction", Journal of Organizational Behavior, 18, 377-391.
  • SEYYAR, A. ve Cihan S. ÖZ (2007), İnsan Kaynakları Terimleri Ansiklope-dik Sözlük, İstanbul: Değişim Yayınları.
  • SHARAFIZAD, F., PAULI, M. ve M. OMARI (2011), “Flexible Work Arrangements: Accessibility in a University Environment”, Australian Universities Review, 53 (2), 43-49.
  • SHARMA, S. K. (2009), Handbook of HRM Practices: Management Policies and Practices, New Delhi: Global India Publications.
  • SİPAHİ, B., YURTKORU, E. S. ve M. ÇİNKO (2010), Sosyal Bilimlerde SPSS'le Veri Analizi, 3. Baskı, İstanbul: Beta Basım.
  • SÖNMEZ, Pelin (2006), “Küreselleşme, Avrupa Birliği ve İstihdam: Çalışma İlişkilerinde Yaşanan Dönüşüm” Ankara Avrupa Çalışmaları Dergisi, 5 (3), 177-198.
  • STAVROU, E. ve C. KILANIOTIS (2010), “Flexible Work and Turnover: An Empirical Investigation across Cultures”, British Journal of Management, 21, 541–554.
  • ten BRUMMELHUIS, Lieke L., HAAR, Jarrod M. ve Tanja van der LIPPE (2010), “Collegiality under Pressure: the Effects of Family Demands and Flexible
  • Work Arrangements in the Netherlands”, The International Journal of Human Resource Management, 21 (15) December, 2831–2847.
  • TORRINGTON, D., HALL, L. ve S. TAYLOR (2008), Human Resource Management, 7th Edition, London: Prentice Hall.
  • TOZLU, Emine (2011), "Genel Olarak Esnek Çalışma Sistemleri ve Tele Ça-lışma ve Sıkıştırılmış İş Haftasının Karşılaştırılması", Süleyman Demirel Üniversite-si Vizyoner Dergisi, 3 (4), 99-116.
  • UYARGİL, Cavide (2008), İş Analizi ve İş Dizaynı, Cavide Uyargil ve diğ., "İnsan Kaynakları Yönetimi" içinde (55-95), 3. Baskı, İstanbul: Beta Yayınları.
  • WorldatWork (2009), “Flexible Work Arrangements for Nonexempt Employees”, WorldatWork Research, ed: Andrea M. Ozlas, February.

ÇALIŞANLARIN ESNEK ÇALIŞMAYA İLİŞKİN TUTUMLARINI BELİRLEMEYE YÖNELİK BİR ARAŞTIRMA

Yıl 2015, Sayı: 14, 0 - , 20.04.2015

Altan Doğan Serdar Bozkurt Rıza Demir

https://doi.org/10.18092/ijeas.32445
Cited By: 7

Öz

Çalışma hayatında son yıllarda önemli görülen konulardan bir tanesi esneklik olgusudur. Bu araştırmada, işgörenlerin esnek çalışmaya ilişkin tutumlarının belirlenmesi amaçlanmaktadır. İşgörenlerin esnek ça-lışma uygulamalarına yönelik tutumlarının; esnekliğin; bireysel, örgütsel ve toplumsal açıdan oluşturduğu avantajlarından ve dezavantajlarından etkilendiği söylenebilir. Araştırmada, esnek çalışma uygulamaları-nın örgütsel ve bireysel açılardan fayda ve sınırlılıkları göz önünde bulundurularak, esnek çalışmaya iliş-kin işgören tutumları belirlenmeye çalışılmıştır. Araştırma, kamu sektöründe ve özel sektörde farklı alan-larda çalışan bireyler üzerinde yapılmıştır. Araştırmada kolayda örnekleme yöntemi kullanılarak ulaşılan 294 anket verisi SPSS 18 istatistik programında analiz edilmiştir. Araştırmada esnek çalışma uygulamala-rına yönelik tutumlar; iş-yaşam dengesinin örgütsel yararları, esnek çalışmanın neden olduğu yönetsel sınırlılıklar ve kariyer sorunları olmak üzere üç boyut doğrultusunda incelenmiştir. Araştırma ile işgörenlerin, esnek çalışma uygulamalarının boyutlarına yönelik tutumlarının farklı olduğu ve söz konusu bazı boyutlara yönelik tutumların cinsiyet ve eğitim durumuna göre farklılaştığı belirlenmiştir.

Anahtar Kelimeler

Esneklik Esnek Çalışma Uygulamaları İş-Yaşam Dengesi Tutum Kariyer Sorunları

Kaynakça

  • ALMER, E. D. ve S. E. KAPLAN, (2000), “Myths and Realities of Flexible Work Arrangements“, The CPA Journal, 70 (4), 14-21.
  • ARMSTRONG, Michael. (2009), Armstrong's Handbook of Human Resource Management Practice, 11th Edition, London: Kogan Page.
  • BEARDWELL, J. ve T. CLAYDON (2010), Human Resource Management: A Contemporary Approach, 6th Edition, London: Prentice Hall.
  • BROWN, K., BRADLEY, L., LINGARD, H., TOWNSEND, K. ve S. LING (2010), “Working Time Arrangements and Recreation: Making Time for Weekends when Working Long Hours”, Australian Bulletin of Labour, 36 (2), 194-213.
  • CASCIO, Wayne F. (2010), Managing Human Resources, 8th Edition, New York: McGraw-Hill.
  • CHARRON, F. K. ve LOWE, J. D. (2005), “Factors that Affect Accountant’s Perceptions of Alternative“, Work Arrangements,’ Accounting Forum, 29, 191–206. CORDERY, J., SEVASTOS, P., MUELLER, W. ve S. PARKER, (1993), “Correlates of Employee Attitudes Toward Functional Flexibility“, Human Relations, 46, 705-723.
  • ÇALIŞKAN, F. ve B. SUNGUR (2009), “Vasıflı Kayan Esnek Çalışma Saati Sistemi İçin Bir Karma Tamsayılı Hedef Programlama Modeli Önerisi”, Erciyes Üniversitesi İİBF Dergisi, Sayı:33, Temmuz-Aralık, 1-18.
  • ÇELİK, Sümeyra (2007), “Türkiye İşgücü Piyasasının Esnekliği ve Esnek Çalışma Önündeki Engeller”, T.C. ÇSGB Türkiye İş Kurumu Genel Müdürlüğü Uzmanlık Tezi, Ankara.
  • DEMBY, Elanye R. (2004), "Do Your Family-Friendly Programs Make Cents?", HR Magazine, 49 (1), 70-82.
  • DESSLER, Garry. (2011), Human Resource Management, 12th Edition, New Jersey: Prentice Hall.
  • DOĞRUL, Burcu Ş. ve Seda TEKELİ (2010), “İş-Yaşam Dengesinin Sağ-lanmasında Esnek Çalışma”, Sosyal ve Beşeri Bilimler Dergisi, 2 (2), 13, http://www.sobiad.org/eJOURNALS/dergi_SBD/arsiv/2010_2/02burcu_sefika_dogrul.pdf, Erişim Tarihi: 12.03.2013.
  • ELDRIDGE, D. ve Tahir M. NİSAR (2011), “Employee and Organizational Impacts of Flexitime Work Arrangements”, Industrial Relations, 66 (2), 213-234.
  • ERYİĞİT, Süleyman. (2000), “Esnek Üretim, Esnek Organizasyon, Esnek Çalışma”, Kamu-İş, İş Hukuku ve İktisat Dergisi, 5 (4), İnternet Adresi; http://www.kamu-is.org.tr/pdf/5411.pdf, Erişim Tarihi: 20.02.2013.
  • FURSMAN, L. ve N. ZODGEKAR (2009), “Making It Work: The Impacts of Flexible Working Arrangements on New Zealand Families”, Social Policy Journal of New Zealand, Issue 35, June, 43-54.
  • GIANNIKIS, Stefanos K. ve Dimitrios M. MIHAIL (2011), “Flexible Work Arrangements in Greece: A Study of Employee Perceptions”, The International Journal of Human Resource Management, 22 (2), 417-432.
  • GILMORE, S. ve S. WILLIAMS (2009), Human Resource Management, New York: Oxford University Press.
  • GROBLER, P.A. ve A.J. de BRUYN (2011), “Flexible Work Practices (FWP) – An Effective Instrument in the Retention of Talent: A Survey of Selected
  • JSE-Listed Companies”, South African Journal of Business Management, 42 (4), 63-78.
  • GRZYWACZ, Joseph G., CARLSON, Dawn S. ve S. SHULKIN (2008), “Schedule Flexibility and Stress: Linking Formal Flexible Arrangements and Perceived Flexibility to Employee Health”, Community, Work & Family, 11 (2), 199-214.
  • GÜNAY, Cevdet İ. (2004), “Çalışma Sürelerinde Esneklik“, Kamu-İş, İş Hu-kuku ve İktisat Dergisi, 7 (3), İnternet Adresi; http://www.kamu-is.org.tr/pdf/7310.pdf, Erişim Tarihi: 03.04.2014.
  • HAYMAN, Jeremy R. (2009), “Flexible Work Arrangements: Exploring the Linkages between Perceived Usability of Flexible Work Schedules and Work/Life Balance”, Community, Work & Family, 12 (3), August, 327-338.
  • HEERY, E. ve M. NOON (2008), A Dictionary of Human Resource Management, 2nd Edition, New York: Oxford University Press.
  • HOUSTON, D. M. ve Julie A. WAUMSLEY, (2003), Attitudes to Flexible Working and Family Life, UK: The Policy Press.
  • IVANCEVICH, John M. (2010), Human Resource Management, 11th Edition, USA: McGraw Hill.
  • JULIEN, M., SOMERVILLE, K. ve N. CULP (2011), “Going beyond the Work Arrangement: The Crucial Role of Supervisor Support”, Public Administration Quarterly, Summer, 167-204.
  • LEONARDI, Paul M. (2011), “When Flexible Routines Meet Flexible Technologies: Affordance, Constraint and the Imbrication of Human and Material Agencies”, MIS Quarterly, 35 (1), March, 147-167.
  • MAJER, R., THALMANN, S. ve A. SANDOW (2010), “Flexible Workplaces Fostering Knowledge Workers Informal Learning: The Flexible Office Case”, World Academy of Science, Engineering and Technology, 70, 493-499.
  • MAXWELL, G., RANKINE, L., BELL, S. ve A. MACVICAR (2007), “The Incidence and Impact of Flexible Working Arrangements in Smaller Businesses”, Employee Relations, 29 (2), 138-161.
  • MAXWELL, G. ve L. RANKINE (2007), “The Incidence and Impact of Flexible Working Arrangements in Smaller Businesses”, Employee Relations, 29 (2), 138-161.
  • PODNAR, K. ve U. GOLOB (2010), “Friendly Flexible Working Practices within the Internal Marketing Framework: A Service Perspective”, The Service Industries Journal, 30 (11), September, 1773–1786.
  • POOR, Riva (2010), “How and Why Flexible Work Weeks Came About”, Connecticut Law Review, 42 (4), May 1047-1057.
  • PYNES, Joan E. (2009), Human Resource Management for Public and Nonprofit Organizations, 3rd Edition, San Francisco: John Wiley&Sons.
  • RAO, P. L. (2004), Comprehensive Human Resource Management, New Delhi: Excel Books.
  • REDMAN, T. ve A. WILKINSON (2009), Contemporary Human Resource Management, 3rd Edition, London: Prentice Hall.
  • RUSSELL, H., O’CONNELL, Philip J. ve F. MCGINNITY (2009), “The Impact of Flexible Working Arrangements on Work–life Conflict and Work Pressure in Ireland”, Gender, Work and Organization, 16 (1), January, 73-97.
  • SABUNCUOĞLU, Zeyyat (2005), İnsan Kaynakları Yönetimi, Bursa: Alfa Yayınları.
  • SCANDURA, T. A. ve M. J. LANKAU (1997), "Relationships of Gender, Family Responsibility and Flexible Work Hours to Organizational Commitment and Job Satisfaction", Journal of Organizational Behavior, 18, 377-391.
  • SEYYAR, A. ve Cihan S. ÖZ (2007), İnsan Kaynakları Terimleri Ansiklope-dik Sözlük, İstanbul: Değişim Yayınları.
  • SHARAFIZAD, F., PAULI, M. ve M. OMARI (2011), “Flexible Work Arrangements: Accessibility in a University Environment”, Australian Universities Review, 53 (2), 43-49.
  • SHARMA, S. K. (2009), Handbook of HRM Practices: Management Policies and Practices, New Delhi: Global India Publications.
  • SİPAHİ, B., YURTKORU, E. S. ve M. ÇİNKO (2010), Sosyal Bilimlerde SPSS'le Veri Analizi, 3. Baskı, İstanbul: Beta Basım.
  • SÖNMEZ, Pelin (2006), “Küreselleşme, Avrupa Birliği ve İstihdam: Çalışma İlişkilerinde Yaşanan Dönüşüm” Ankara Avrupa Çalışmaları Dergisi, 5 (3), 177-198.
  • STAVROU, E. ve C. KILANIOTIS (2010), “Flexible Work and Turnover: An Empirical Investigation across Cultures”, British Journal of Management, 21, 541–554.
  • ten BRUMMELHUIS, Lieke L., HAAR, Jarrod M. ve Tanja van der LIPPE (2010), “Collegiality under Pressure: the Effects of Family Demands and Flexible
  • Work Arrangements in the Netherlands”, The International Journal of Human Resource Management, 21 (15) December, 2831–2847.
  • TORRINGTON, D., HALL, L. ve S. TAYLOR (2008), Human Resource Management, 7th Edition, London: Prentice Hall.
  • TOZLU, Emine (2011), "Genel Olarak Esnek Çalışma Sistemleri ve Tele Ça-lışma ve Sıkıştırılmış İş Haftasının Karşılaştırılması", Süleyman Demirel Üniversite-si Vizyoner Dergisi, 3 (4), 99-116.
  • UYARGİL, Cavide (2008), İş Analizi ve İş Dizaynı, Cavide Uyargil ve diğ., "İnsan Kaynakları Yönetimi" içinde (55-95), 3. Baskı, İstanbul: Beta Yayınları.
  • WorldatWork (2009), “Flexible Work Arrangements for Nonexempt Employees”, WorldatWork Research, ed: Andrea M. Ozlas, February.
Toplam 49 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm MAKALELER
Yazarlar

Altan Doğan Bu kişi benim

Serdar Bozkurt Bu kişi benim

Rıza Demir Bu kişi benim

Yayımlanma Tarihi 20 Nisan 2015
Yayımlandığı Sayı Yıl 2015 Sayı: 14

Kaynak Göster

APA Doğan, A., Bozkurt, S., & Demir, R. (2015). ÇALIŞANLARIN ESNEK ÇALIŞMAYA İLİŞKİN TUTUMLARINI BELİRLEMEYE YÖNELİK BİR ARAŞTIRMA. Uluslararası İktisadi Ve İdari İncelemeler Dergisi(14). https://doi.org/10.18092/ijeas.32445

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Importance of flexibility for decrasing work-family conflict among employed mothers
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The Effects of Flexible Working Practices on Employees' Motivation During The Pandemic Period: A Field Study on Ankara Metropolitan Municipality Employees
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