Evaluation of the Remote Working Model from the Employees’ Perspective: Qualitative Research
DOI:
https://doi.org/10.5281/zenodo.20563234Anahtar Kelimeler:
Work Models- Remote Work- Hybrid Work- Human Resources Management- Organizational TransformationÖzet
This study aims to examine how the remote work model is experienced by employees and its effects on work outcomes, motivation, work-life balance, organizational commitment, and social relationships from the employees’ perspective. The study was designed using a phenomenological design within the framework of a qualitative research approach. The data required for the research were obtained from 56 employees with remote work experience, working in different sectors, through semi-structured interview forms. The data obtained were analyzed using thematic analysis. The findings reveal that remote work offers important advantages for employees, such as time and location flexibility, autonomy, work-life balance, and individual productivity. However, the findings also reveal that the remote work model can lead to significant negative consequences such as social isolation, weakened organizational belonging, communication and coordination difficulties, digital fatigue, and blurred work-life boundaries. The research results show that remote work does not have a one-sided effect on employees; rather, it is experienced in different ways depending on individual characteristics, the nature of the work, and the level of organizational support.
Referanslar
Al, B. (2023). Culture, Motivation, and Performance: Remote and Workplace Dynamics in Organizations. OPUS Journal of Society Research, 20(Human Behavior and Social Institutions), 727-750. https://doi.org/10.26466/opusjsr.1343604
Altun, B., & Palaz, S. (2025). Pandemiyle Başlayan Uzaktan Çalışma: Türkiye Hizmet Sektöründe Bir Fenomenolojik Araştırma. Bandırma Onyedi Eylül Üniversitesi Sosyal Bilimler Araştırmaları Dergisi, 8(2), 1-25. https://doi.org/10.38120/banusad.1676155
Anadolu Ajansı-AA. (2025). https://www.aa.com.tr/tr/ekonomi/nitelikli-is-gucu-uzaktan-ve-hibrit-calisma-modeline-sahip-sirketlere-kayiyor/3556521
Aziz, R., Munap, R., Nor, S. M., Zakir, N. F. M., Jufri, N. N., & Kadir, M. N. A. A. (2023). A case study of a service organisation in Malaysia: employees’ work-life balance, work commitment & leadership style on job satisfaction during remote working. Adv. Int. J. Bus. Entrep. SMEs, 5(15), 31-40. https://doi.org/10.35631/AIJBES.515004
Bartsch, S., Weber, E., Büttgen, M., & Huber, A. (2021). Leadership matters in crisis-induced digital transformation: how to lead service employees effectively during the COVID-19 pandemic. Journal of service management, 32(1), 71-85. https://doi.org/10.1108/JOSM-05-2020-0160
Bloom, N., Liang, J., Roberts, J., & Ying, Z. J. (2015). Does working from home work? Evidence from a Chinese experiment. The Quarterly journal of economics, 130(1), 165-218. https://doi.org/10.1093/qje/qju032
Braverman, H. (1998). Labor and monopoly capital: The degradation of work in the twentieth century. nyu Press.
Carillo, K., Cachat-Rosset, G., Marsan, J., Saba, T., & Klarsfeld, A. (2021). Adjusting to epidemic-induced telework: Empirical insights from teleworkers in France. European Journal of Information Systems, 30(1), 69-88. https://doi.org/10.1080/0960085X.2020.1829512
Choudhury, P., Foroughi, C., & Larson, B. (2021). Work‐from‐anywhere: The productivity effects of geographic flexibility. Strategic Management Journal, 42(4), 655-683. https://doi.org/10.1002/smj.3251
Costin, A., Roman, A. F., & Balica, R. S. (2023). Remote work burnout, professional job stress, and employee emotional exhaustion during the COVID-19 pandemic. Frontiers in psychology, 14, 1193854. https://doi.org/10.3389/fpsyg.2023.1193854
Creswell, J. W. (2009). Research designs. Qualitative, quantitative, and mixed methods approaches.
Dangi, A. (2025). The Dual Impact of Remote Work on Employee Productivity and Mental Health: A Generational Perspective. International Journal of Advanced Research and Multidisciplinary Trends (IJARMT), 2(1), 204-208.
Drucker, P. F. (1999). Management challenges for the 21st century. https://aghalibrary.com/storage/books/1614252371_AghaLibrary.pdf
Eşici, H., Şehitoğlu, Y., Ayaz, A., & Karaman, MA (2024). Türkiye’deki Bir Teknoparkta Beyaz Yakalı Uzaktan Çalışanların İş-Yaşam Dengesi. Nüfus ve Ekonomi, 8 (3), 1-16.
Fuchs, C. (2014). Digital labour and Karl Marx. Routledge. https://westminsterresearch.westminster.ac.uk/item/8yq8y/digital-labour-and-karl-marx
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. https://doi.org/10.1037/0021-9010.92.6.1524
International Labour Organization-ILO. (2023). Working from home: From invisibility to decent work. Geneva: ILO Publications. https://www.ilo.org/resource/other/working-home
Jha, A. (2025). Productivity, Stress, and Work-life Balance in the Remote Work Era: A study of Kathmandu Valley. SAIM Journal of Social Science and Technology, 2(1), 103-122. https://doi.org/10.70320/sacm.2025.v02i01.008
Kuloğlu, E., & Temel Eğinli, A. (2024). Uzaktan çalışma sisteminin çalışan motivasyonu üzerine etkileri. Sosyolojik Düşün, 9 (2), 189-224. https://doi.org/10.37991/sosdus.1486187
Mamatha, K., & Thoti, K. K. (2023). The Effects of Working Remotely on Employee Productivity and Work-Life Balance. Journal of Advanced Zoology, 44. https://doi.org/10.17762/jaz.v44iS6.2442
Moulton, N. H., Fuzi, S. F. S. M., Yussoff, N. E., Shazali, N. M., Mahmud, M. B., & Rahmat, N. H. (2022). Exploring Work Motivation and Work Burnout. International Journal of Academic Research in Business and Social Sciences, 12(9), 488-507. https://doi.org/10.6007/IJARBSS/v12-i9/11541
Patton, M. Q. (2014). Qualitative research & evaluation methods: Integrating theory and practice. Sage publications.
Raneses, M. S., Bacason, E. S., & Martir, S. (2022). Investigating the Impact of Remote Working on Employee Productivity and Work-life Balance: A Study on the Business Consultancy Industry in Dubai, UAE. International Journal of Business & Administrative Studies, 8(2). https://doi.org/10.20469/ijbas.8.10002-2
Resmî Gazete. (2021, Mart 10). Uzaktan Çalışma Yönetmeliği. T.C. Resmî Gazete, Sayı: 31419. https://www.resmigazete.gov.tr/eskiler/2021/03/20210310-2.htm
Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American psychologist, 55(1), 68. https://doi.org/10.1037/0003-066X.55.1.68
Sabharwal, D. S. (2023). Remote work realities: Secondary analysis of employee productivity and well-being. International Journal of Applied Research, 9(12), 242-248. https://doi.org/10.22271/allresearch.2023.v9.i12c.11661
Sharma, A., & Khurana, B. (2025). Relationship of Work Motivation and Burnout with Organizational Commitment of Employees. IJSAT-International Journal on Science and Technology, 16(3). https://doi.org/10.71097/IJSAT.v16.i3.6772
Tanpipat, W., Lim, H. W., & Deng, X. (2021). Implementing remote working policy in corporate offices in Thailand: strategic facility management perspective. Sustainability, 13(3), 1284. https://doi.org/10.3390/su13031284
Toffler, A. (1980). The Third Wave. New York: William Morrow and Company. Inc. Toffler The Third Wave.
Türkiye İstatistik Kurumu (TÜİK). (2022). Hanehalkı İşgücü Araştırması. Ankara: TÜİK Veri Portalı. https://data.tuik.gov.tr/bulten/index?p=isgucu-istatistikleri-2022-49390
U.S. Bureau of Labor Statistics-BLS. (2022). Remote work and productivity. Washington, DC: BLS. https://www.bls.gov/opub/btn/volume-13/remote-work-productivity.htm?
Yamoah, E. E. (2025). Work-Life Balance, Organisational Commitment, and Healthcare Worker Productivity. Management and Economics Review, 10(1), 133-146. https://doi.org/10.24818/mer/2025.01-09
Ziomek, A. (2023). Motivation to work remotely in the face of organizational and cost conditions. Ekonomia i Prawo. Economics and Law, 22(2), 399-418. https://doi.org/10.12775/EiP.2023.023
İndir
Yayınlanmış
Nasıl Atıf Yapılır
Sayı
Bölüm
Lisans
Telif Hakkı (c) 2026 International Journal of Contemporary Economics and Administrative Sciences
Bu çalışma Creative Commons Attribution 4.0 International License ile lisanslanmıştır.
The Author(s) must make formal transfer of copyright for each article prior to publication in the International Journal of Contemporary Economics and Administrative Sciences. Such transfer enables the Journal to defend itself against plagiarism and other forms of copyright infringement. Your cooperation is appreciated. You agree that copyright of your article to be published in the International Journal of Contemporary Economics and Administrative Sciences is hereby transferred, throughout the World and for the full term and all extensions and renewals thereof, to International Journal of Contemporary Economics and Administrative Sciences.
The Author(s) reserve(s): (a) the trademark rights and patent rights, if any, and (b) the right to use all or part of the information contained in this article in future, non-commercial works of the Author's own, or, if the article is a "work-for-hire" and made within the scope of the Author's employment, the employer may use all or part of the information contained in this article for intra-company use, provided the usual acknowledgements are given regarding copyright notice and reference to the original publication.
The Author(s) warrant(s) that the article is Author's original work, and has not been published before. If excerpts from copyrighted works are included, the Author will obtain written permission from the copyright owners and shall credit the sources in the article. The author also warrants that the article contains no libelous or unlawful statements, and does not infringe on the rights of others. If the article was prepared jointly with other Author(s), the Author agrees to inform the co-Author(s) of the terms of the copyright transfer and to sign on their behalf; or in the case of a "work-for-hire" the employer or an authorized representative of the employer.
The journal is registered with the ISSN : 1925-4423.
IJCEAS is licensed under a Creative Commons Attribution 4.0 International License.
This license lets others distribute, remix, tweak, and build upon your work, even commercially, as long as they credit you for the original creation. This is the most accommodating of licenses offered. Recommended for maximum dissemination and use of licensed materials.
