The relationship between workforce agility, alienation and psychological empowerment in the context of digital organizational culture

In the research, the relationship between workforce agility, alienation and psychological empowerment in the context of a digital organizational culture was examined. Digital organizational culture is emphasized as a requirement for the success of organizations' digital processes. In addition, digital developments demand new skills from employees and create new tools of power that interfere with the autonomy of employees. The new power tools revealed by digitalization trigger a general feeling of alienation in employees; the feelings of alienation to the employee's labor, production process, society and himself are embedded in each other. It has been assumed that the demanding structure of the digital organizational culture may trigger feelings of alienation in employees. However, the research was designed with the claim that an agile workforce will have a negative impact on the possible sense of alienation. In addition, the moderator role of psychological empowerment in workforce agility and alienation relationship has been investigated. Content analysis, bibliometric analysis and mixed method were used in the research. In the literature part of the research, content analysis technique was used to reveal a systematic analysis of the studies conducted on digital organizational culture, which constitutes the research context, and to determine the dimensions that make up the concept. As a result of the analysis, digital organizational culture has been determined as a seven-dimensional structure. The variables of workforce agility, alienation and psychological empowerment were examined using the bibliometric analysis method and the course of development of the concepts was interpreted. As a result of the bibliometric analysis, it has been seen that it is possible to deal with concepts in various periods and that interest in all variables has increased in recent years. According to the co-citation analysis, the concepts of workforce agility and alienation are divided into periods in the historical context. It has been seen that it is possible to examine the concept of psychological empowerment in different periods in terms of the number of publications. For the field research, a mixed method was used to collect data within the framework of the research model. The research sample consists of banking sector employees operating in Manisa, where digitalization is used extensively in business processes. Field research has two objectives. Firstly, it is aimed to verify the validity of the digital organizational culture that constitutes the research context in the research sample. For this purpose, semi-structured interviews were conducted with 9 bank branch managers over the seven dimensions obtained as a result of content analysis. The second purpose of the research is to reveal the relationship between workforce agility, alienation and psychological empowerment. For this purpose, valid data were collected from 317 bank officers using the survey technique. According to the qualitative analysis results of the research, data on the digital organizational culture in the banking sector and the seven dimensions of the concept were found. It has been seen that the digital organizational culture demands agile employees. According to the results of quantitative analysis, it was concluded that labor agility has a negative and significant effect on alienation. Psychological empowerment has only the moderator role of the meaning dimension. According to the research findings, it has been seen that the feelings of alienation that digital organizational culture is likely to create in employees can be reduced with an agile workforce. In addition, the higher the degree to which employees felt meaningful about the job or task performed, the higher the effect of workforce agility on alienation. Content analysis, bibliometric analysis and mixed method were used in the research. In the literature part of the research, content analysis technique was used to determine the digital organizational culture that constitutes the research context and the dimensions that constitute the concept. As a result of the analysis, digital organizational culture was considered as a seven-dimensional structure. The variables of workforce agility, alienation and psychological empowerment were examined using the bibliometric analysis method and the course of development of the concepts was interpreted. As a result of the bibliometric analysis, it has been seen that it is possible to deal with concepts in various periods and that interest in all variables has increased in recent years. For the field research, a mixed method was used to collect data within the framework of the research model. The research sample consists of banking sector employees operating in Manisa, where digitalization is used extensively in business processes. Field research has two objectives. Firstly, it is aimed to verify the validity of the digital organizational culture that constitutes the research context in the research sample. For this purpose, interviews were conducted with 9 bank branch managers. The second purpose of the research is to reveal the relationship between workforce agility, alienation and psychological empowerment. For this purpose, valid data were collected from 317 bank officers using the survey technique. According to the qualitative analysis results of the research, data on the digital organizational culture and the dimensions of the concept were found in the banking sector. It has been seen that the digital organizational culture demands agile employees. According to the results of quantitative analysis, it was concluded that labor agility has a negative and significant effect on alienation. Psychological empowerment has only the moderator role of the meaning dimension. According to the research findings, it has been seen that the feelings of alienation that digital organizational culture is likely to create in employees can be reduced with an agile workforce. In addition, the higher the degree to which employees felt meaningful about the job or task performed, the higher the effect of workforce agility on alienation. Content analysis, bibliometric analysis and mixed method were used in the research. In the literature part of the research, content analysis technique was used to determine the digital organizational culture that constitutes the research context and the dimensions that constitute the concept. As a result of the analysis, digital organizational culture was considered as a seven-dimensional structure. The variables of workforce agility, alienation and psychological empowerment were examined using the bibliometric analysis method and the course of development of the concepts was interpreted. As a result of the bibliometric analysis, it has been seen that it is possible to deal with concepts in various periods and that interest in all variables has increased in recent years. For the field research, a mixed method was used to collect data within the framework of the research model. The research sample consists of banking sector employees operating in Manisa, where digitalization is used extensively in business processes. Field research has two objectives. Firstly, it is aimed to verify the validity of the digital organizational culture that constitutes the research context in the research sample. For this purpose, interviews were conducted with 9 bank branch managers. The second purpose of the research is to reveal the relationship between workforce agility, alienation and psychological empowerment. For this purpose, valid data were collected from 317 bank officers using the survey technique. According to the qualitative analysis results of the research, data on the digital organizational culture and the dimensions of the concept were found in the banking sector. It has been seen that the digital organizational culture demands agile employees. According to the results of quantitative analysis, it was concluded that labor agility has a negative and significant effect on alienation. Psychological empowerment has only the moderator role of the meaning dimension. According to the research findings, it has been seen that the feelings of alienation that digital organizational culture is likely to create in employees can be reduced with an agile workforce. In addition, the higher the degree to which employees felt meaningful about the job or task performed, the higher the effect of workforce agility on alienation.