Uzaktan ve İş Yeri Çalışma Ortamlarındaki Örgütsel Dinamikler: Kültür, Motivasyon ve Performans

Bu çalışmada, Türk bankalarında ofiste ve uzaktan çalışanların örgütsel kültür algıları arasındaki farklılıklar incelenmiştir. İşyeri çalışanları kültürü bürokratik olarak görmüş, ancak aynı zamanda yenilikçi ve destekleyici olarak değerlendirmişlerdir, bu görüş uzaktan çalışanların bakış açılarıyla farklılık oluşturmaktadır. Araştırma, uzaktan çalışanların örgüt performansına belirgin bir olumlu katkı sunduğunu göstermiştir. Bununla birlikte, iki grup arasında iş memnuniyeti ve motivasyonunun iş performansı üzerindeki etkilerinde anlamlı farklılıklar tespit edilmemiştir. Beklenmedik bir bulgu, uzaktan çalışanlar arasında destekleyici bir örgütsel kültür ile iş performansı arasındaki ters ilişki olarak tespit edilmiştir. Örgütsel bağlılık ise tüm çalışanlar arasında örgüt performansını olumlu etkilemiş, iş memnuniyetini ve performansı artırmada rol oynamıştır. Bu araştırma, uzaktan ve ofiste çalışanlar bağlamında, örgütsel kültür ile çalışan performansı arasındaki karmaşık ilişkinin anlaşılmasına katkı sağlamaktadır. Bulgular, çalışanların büyük ölçüde maddi olmayan faktörlerle motivasyonlarının arttığını ve ofis çalışanlarının etkili iletişim ve takım çalışması üzerine vurgu yaparken, uzaktan çalışanların ise etkili planlama ve görev yürütme üzerinde daha fazla odaklandığını göstermektedir. Çalışma, bankacılık sektörüne odaklanmasının ve örneklem büyüklüğünün sınırlılıkları dikkate alındığında, gelecekte daha çeşitli bağlamlarda bu karmaşık ilişkileri araştırmak için yön gösterici olmaktadır.

Anahtar Kelimeler:

Örgüt kültürü, Motivasyon, İş tatmini, İş performansı, Uzaktan çalışma

Culture, Motivation, and Performance: Remote and Workplace Dynamics in Organizations

In this study, a divergence in the perceptions of organizational culture between workplace and remote employees within Turkish banks was examined. Workplace employees viewed the culture as bureaucratic yet also innovative and supportive, contrasting with remote employees' perspectives. The research uncovered distinct working styles that significantly influenced job performance, with remote workers displaying a notably positive impact. However, significant differences in the effects of job satisfaction and motivation on job performance between the two groups are not detected. An unexpected discovery was the reverse relationship between a supportive organizational culture and job performance among remote employees. Organizational commitment had a positive influence on job performance for all employees, emphasizing its role in enhancing job satisfaction and performance. This research contributes to the understanding of the intricate relationship between organizational culture and employee performance, in the context of remote and workplace workers. The findings suggest that non-monetary factors significantly motivate employees, with workplace employees emphasizing effective communication and teamwork, while remote workers prioritize effective planning and task execution. While the study provides insights, its industry-specific focus and sample size limitations should be considered for future research to explore these complex relationships in more diverse contexts.

Keywords:

Organizational culture, Motivation, Job satisfaction, Job performance, Remote work,

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