Th effect of remote work on organizational commitment and job satisfaction and an application

In the globalizing world, the ability of businesses to compete with their competitors in every field and to survive is possible for all sectors in economic and social life, with the workforce they have competition in wide geographical areas and the need for social life and work balance of individuals who contribute to the workforce. However, the developing business techniques are responsible for keeping up with the businesses and keeping up with the alternative working methods, thanks to the innovations that have developed with competition and globalization, instead of the traditional working method of all employees and meeting in a certain center at a new specific time interval. Employees who can adapt to today's conditions with competitive, innovative and superior work efficiency on national and international wide platforms within the framework of organizational commitment and job satisfaction, and flexible working arrangements made in the law no 4847 continued in today's conditions and contributed to the literature on remote working with the pandemic process. The global economic and business world, which has to adapt technological developments to business life, has facilitated the transition from traditional to innovative alternative order to working life with next-generation technological applications, and it has started to enter the working life with the acceleration of adaptation processes from innovative applications in our country day by day. On the new working order of our study, remote working, after the application to the employers, employees and social environment areas, new studies have started immediately after the data supply within the scope of the first part, which evaluates the remote working adaptation process, which is the subject of our study, together with its advantages and disadvantages. For the second part studies, the contribution of the practices realized in Turkey and the world to the remote working culture has been examined and organizational behavior observations have been made. In teleworking, evaluation criteria, success factors, job satisfaction and organizational commitment have started to be processed in practice, leaving the theoretical stage. The stages of the study, which we determined as the introduction, development and conclusion, consist of the third part, which we will publish the final declaration. By removing the scope and content of the research from the theoretical stage and using various evaluation scales, evaluating trust, vendor, adaptation processes on the axis of commitment to the effect of organizational behavior and job satisfaction on the employee and the employer, using the relevant experiences in Turkey and the world in remote working, making perception management and making emotions and abilities especially for employees. By dividing them into sub-categories, the effect of remote work on organizational commitment and job satisfaction, which is the human resources function, has been determined.