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Esnek çalışma temelli duygusal bağlılık: Avrupa işgücü anketi verileri çerçevesinde sosyal mübadele kuramı temelli bir model önerisi

Flexible work-based affective commitment: A social exchange theory–driven model proposal using the European labor force survey data

Çiğdem Gökçe(Türkiye İstatistikKurumu)0000-0002-6308-8551
Sayfa
115–127
Yayın Tarihi
2026-08-31
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⚡ TL;DR(1 Cümlede Hızlı Çıkarım)

Bulgular, esnekliğin yalnızca yapısal bir düzenleme olmadığını, aynı zamanda çalışanların anlam temelli, ilişki temelli ve mübadele-denge temelli bağlılık kaynaklarıyla etkileşime girerek duygusal bağlılığın oluşumunu etkileyen önemli bir örgütsel dinamik olduğunu ortaya koymaktadır.

📌 3 Maddede Bu Makale

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Amaç & Hipotez:Bu çalışma, esnek çalışma modellerinin duygusal bağlılığın kaynakları üzerindeki etkisini Sosyal Mübadele Kuramı çerçevesinde incelemeyi amaçlamaktadır.
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Temel Bulgular & Veri:Araştırma, Türkiye’nin de yer aldığı Avrupa Birliği İşgücü Anketi kapsamında Eurostat tarafından yürütülen İş Organizasyonu ve Çalışma Süresi Düzenlemeleri Özel Modülü verilerine dayalı olarak kavramsal ve analitik bir çerçevede ele alınmış, esnek çalışma uygulamalarının çalışma yaşamındaki çok boyutlu yapısı bu veriler ışığında değerlendirilmiştir.
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Sonuç & Katkı:Bulgular, esnekliğin yalnızca yapısal bir düzenleme olmadığını, aynı zamanda çalışanların anlam temelli, ilişki temelli ve mübadele-denge temelli bağlılık kaynaklarıyla etkileşime girerek duygusal bağlılığın oluşumunu etkileyen önemli bir örgütsel dinamik olduğunu ortaya koymaktadır.
🔬Tür:Uygulamalı Anket & Alan Araştırması
📍Kapsam:Genişletilmiş Akademik Örneklem
⚙️Değişkenler:duygusal bağlılık · esnek çalışma modeli · iş-yaşam dengesi

Özet

Bu çalışma, esnek çalışma modellerinin duygusal bağlılığın kaynakları üzerindeki etkisini Sosyal Mübadele Kuramı çerçevesinde incelemeyi amaçlamaktadır. Küreselleşen rekabet, dijital teknolojilerin yaygınlaşması ve çalışma yaşamındaki sınırların belirsizleşmesi, örgütleri esnek çalışma modellerini benimsemeye yöneltmiş; bu durum, çalışan-örgüt ilişkisinin niteliğini yeniden tanımlayan bir dönüşüm sürecini beraberinde getirmiştir. Bu bağlamda çalışma, esnek çalışma modellerinin çalışanların örgütle kurduğu duygusal bağlılığın üretilmesindeki rolünü açıklamayı hedeflemektedir. Araştırma, Türkiye’nin de yer aldığı Avrupa Birliği İşgücü Anketi kapsamında Eurostat tarafından yürütülen İş Organizasyonu ve Çalışma Süresi Düzenlemeleri Özel Modülü verilerine dayalı olarak kavramsal ve analitik bir çerçevede ele alınmış, esnek çalışma uygulamalarının çalışma yaşamındaki çok boyutlu yapısı bu veriler ışığında değerlendirilmiştir. Esnek çalışma düzenlemeleri çalışanlara zaman ve mekân kullanımında daha fazla özgürlük sağlarken, zaman özerkliği, zaman baskısı ve sürekli erişilebilir olma beklentisi gibi yeni zorluklar da yaratmakta, böylece hem fırsatları hem de riskleri bünyesinde barındıran karmaşık bir örgütsel gerçekliğe işaret etmektedir. Bulgular, esnekliğin yalnızca yapısal bir düzenleme olmadığını, aynı zamanda çalışanların anlam temelli, ilişki temelli ve mübadele-denge temelli bağlılık kaynaklarıyla etkileşime girerek duygusal bağlılığın oluşumunu etkileyen önemli bir örgütsel dinamik olduğunu ortaya koymaktadır. Çalışma kapsamında önerilen “Esnek Çalışma Temelli Duygusal Bağlılık Üretim Modeli”, esnek çalışma uygulamalarının uygun örgütsel koşullar altında çalışanların duygusal bağlılığını güçlendiren çok boyutlu kaynakları nasıl harekete geçirdiğini açıklamakta, bu yönüyle hem kuramsal hem de uygulamaya dönük bir çerçeve sunarak örgütsel davranış yazınına özgün bir katkı sağlamaktadır.

Abstract

This study examines the effect of flexible work models on the sources of affective commitment within the framework of Social Exchange Theory. Intensifying global competition, the growing prevalence of digital technologies, and the blurring of boundaries in working life have driven organizations to adopt flexible work models, a shift that has redefined the employee-organization relationship. In this context, the study seeks to explain the role of flexible work models in generating employees’ affective commitment to the organization. The research is addressed within a conceptual and analytical framework based on data from the Special Module on Work Organization and Working Time Arrangements, conducted by Eurostat as part of the European Union Labour Force Survey, in which Türkiye is included; the multidimensional structure of flexible work practices has been evaluated in light of these data. While flexible arrangements grant employees greater freedom in the use of time and space, they also generate new challenges such as time autonomy, time pressure, and the expectation of constant availability, pointing to a complex organizational reality encompassing both opportunities and risks. The findings reveal that flexibility is not merely a structural arrangement but an important organizational dynamic shaping the formation of affective commitment through interaction with employees’ meaning-based, relationship-based, and exchange-balance-based sources of commitment. The proposed “Flexible Work-Based Affective Commitment Generation Model” explains how flexible work practices, under appropriate organizational conditions, mobilize the multidimensional sources that strengthen employees’ affective commitment, offering a theoretical and practice-oriented framework and contributing to the organizational behavior literature.

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Bu Makaleye Atıf Yap

Gökçe, Ç. (2026). Esnek çalışma temelli duygusal bağlılık: Avrupa işgücü anketi verileri çerçevesinde sosyal mübadele kuramı temelli bir model önerisi. Erciyes Üniversitesi İktisadi ve İdari Bilimler Fakültesi Dergisi, Sayı: 74, 115–127. https://doi.org/10.18070/erciyesiibd.1913638

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