The effect of remote working on work-life balance and organisational commitment

As a result of quarantine and isolation policies, one of the methods of combating the Covid-19 pandemic, it has become a necessity to establish a balance between work and life all over the world. The fact that working life has changed overnight and turned into remote working has changed the work-life balance of people. However, the distancing of employees from the roles belonging to the working environment in the form of colleagues, managers, customers, etc. has also led to the weakening of ties to the organisation. After the end of the pandemic, the process of adaptation to the old working style and conditions started. In this process, differences have occurred in the attitudes and behaviours of employees. When variables such as the organisation, family and working style of the person are considered as environmental elements, their attitudes towards the environment are important in order to ensure adaptation. In this respect, this study examines to what extent the attitudes towards one's life and the organisation in which he/she works as an environmental element are affected by teleworking. The study aims to examine the effect of teleworking on work-life balance and organisational commitment and was carried out on employees who are employed as teleworkers for a certain period in Sakarya. The sample was determined by convenience sampling technique and data collection was carried out online. A total of 227 people participated in the research. In the research, the relationship and effect between variables were analysed in terms of relational screening technique. In addition, the effect of demographic factors on this relationship and effect was also examined. Socio-demographic form, remote working scale, work-life balance scale and organisational commitment scale were used as data collection tools in the study. Data analysis was carried out with the help of SPSS programme. According to the findings, teleworking, organisational commitment and work-life balance differed significantly according to gender, age, marital status, education level, income level, sector, position and working time. In addition, significant relationships were found between teleworking, organisational commitment and work life balance in sub-dimensions, although not in the overall scale. In addition, it was concluded that teleworking did not predict organisational commitment and work life balance. Translated with DeepL.com (free version)