The relationship between performance and job satisfaction in the remote work model: A research on university staff

The purpose of this research is to understand the relationship between adaptive, contextual, task performance, and job satisfaction of university remote workers. In this context, it was investigated whether there was a reciprocal relationship between the adaptive, contextual and, task performances of university staff and job satisfaction during the transition to mandatory remote work for more than a year due to the COVID-19 epidemic. In the first chapter of the research, information about remote work is covered. In the second chapter, issues related to the important parts of the concepts of job performance and job satisfaction in the literature are discussed. In the third chapter, the research method, purpose, findings and their results for examining the job performance (adaptive, contextual and task) and job satisfaction of university employees in remote work are mentioned. The research sample consists of university personnel working remotely in Manisa and operating in the education sector. A survey was created with scales commonly used in the literature, 415 participants were reached through the online vi survey method, and analysis was carried out using the SPSS program for statistical interpretation of the obtained data. Reliability analysis, confirmatory factor analysis, t-test, one-way analysis of variance (ANOVA), effect size (Cohen's d-ETA coefficient) measurement, Pearson correlation analysis, multiple regression analysis, and path analysis were performed on the collected data set. According to the research results, it was determined that there is a positive and significant relationship between adaptive, contextual, and task performance and job satisfaction in remote work. Another important finding is that remote work adaptive and task performance positively and significantly explained 44.4% of job satisfaction. According to the path analysis results, job satisfaction significantly affects 59% of adaptive performance, 42% of contextual performance, and 59% of task performance. On the other hand, there were differences in personnel's perceptions with different demographic characteristics, titles, units, and the number of publications regarding adaptive, contextual, task performance, and job satisfaction levels. In the remote work model, contextual performance (avg= 3.82) was found to be lower than adaptive (avg= 3.92) and task (avg= 3.99) performances. It has been determined that the averages of remote work adaptive, contextual, and task performance, and job satisfaction of health faculty staff during the COVID-19 period are lower than other units. Additionally, 31% of university staff preferred to work remotely two days a week. Keywords: Remote Working, Adaptive Performance, Contextual Performance, Task Performance, Job Satisfaction. 2024, 180 pages