Esnek Çalışma Biçimleri ile Örgütsel Vatandaşlık Davranışı Arasındaki İlişki: Hollanda Örneğinde Bir İnceleme

Yıl 2025, Cilt: 16 Sayı: 1, 72 - 113, 31.01.2025

Mevsim Çağla Cengiz Gülsoy

Öz

Örgütlerde, esnek çalışanların sayısının giderek artmasıyla birlikte, bu çalışanların örgütsel vatandaşlık davranışları sergileyip sergilemeyecekleri ya da bu davranışları hangi şekillerde gösterebilecekleri konusu giderek daha fazla önem kazanmaktadır. Bu doğrultuda bu çalışmanın amacı da literatürde üzerinde en çok araştırma yapılan esnek çalışma biçimlerinden olan uzaktan çalışma ve yarı zamanlı çalışmanın, örgütsel vatandaşlık davranışı ile nasıl bir etkileşim içerisinde olduğunu incelemek ve Hollanda özelinde konuyu değerlendirmektir. Literatürdeki sınırlı sayıdaki araştırmalara göre ise yarı zamanlı ve uzaktan çalışanların, iletişim ve bağlılık gibi sorunlar nedeniyle geleneksel çalışma biçimleriyle istihdam edilenlere kıyasla örgütsel vatandaşlık davranışlarında farklılık gösterdiği söylenebilir. Eurostat’ın verilerine göre Hollanda’nın ise AB ülkeleri arasında yarı zamanlı çalışmada birinci, uzaktan çalışmada ise ortalamanın üzerinde yer aldığı görülmektedir. Hollanda’daki bu durum ise çalışma hayatındaki yasal düzenlemeler, teknoloji kullanımının yaygınlığı ve ülke içerisindeki ekonomik faaliyetlerin sektörel dağılımı ile açıklanabilir. Bu bağlamda, literatürde esnek çalışma ile örgütsel vatandaşlık davranışı arasındaki ilişkinin genellikle negatif bir eğilim gösterdiği dikkate alındığında ise gelecekte yapılacak çalışmalarda, Hollanda özelindeki yüksek esnek çalışma oranlarının örgütsel vatandaşlık davranışı üzerindeki etkisinin ele alınması, literatürdeki boşluğun doldurulmasına katkı sağlayacaktır.

Anahtar Kelimeler

Uzaktan Çalışma, Yarı Zamanlı Çalışma, Örgütsel Vatandaşlık Davranışı

The Relationship Between Flexible Work Arrangements and Organizational Citizenship Behavior: An Analysis in the Case of the Netherlands

Öz

As the number of flexible workers in organizations continues to increase, the question of whether these employees exhibit organizational citizenship behaviors or how they display such behaviors is becoming increasingly important. Accordingly, the aim of this study is to examine how two of the most researched types of flexible work arrangements in the literature—remote work and part-time work—interact with organizational citizenship behavior and to evaluate this issue within the context of the Netherlands. According to the limited number of studies in the literature, part-time and remote workers may differ in terms of organizational citizenship behaviors compared to those employed in traditional work arrangements due to issues such as communication and commitment. Eurostat data reveal that the Netherlands ranks first among EU countries in part-time work and is above average in remote work. This situation in the Netherlands can be explained by the country’s labor regulations, the widespread use of technology, and the sectoral distribution of economic activities. In this context, considering the generally negative tendency in the relationship between flexible work and organizational citizenship behavior observed in the literature, future studies should address the impact of the high rates of flexible work in the Netherlands on organizational citizenship behavior to contribute to filling this gap in the literature.

Anahtar Kelimeler

Remote Work, Part-Time Work, Organizational Citizenship Behavior

Kaynakça

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