Task Performance and Job Satisfaction under the Effect of Remote Working: Call Center Evidence

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dc.authoridhttps://orcid.org/0000-0001-8049-3615en_US
dc.authoridhttps://orcid.org/0000-0002-4745-9957en_US
dc.authoridhttps://orcid.org/0000-0003-2806-1393en_US
dc.authoridhttps://orcid.org/0000-0002-3148-8737en_US
dc.contributor.authorAslan, Mustafa
dc.contributor.authorYaman, Fatih
dc.contributor.authorAksu, Ayhan
dc.contributor.authorGüngör, Habibe
dc.date.accessioned2023-10-03T06:32:02Z
dc.date.available2023-10-03T06:32:02Z
dc.date.issued2022en_US
dc.departmentİktisadi İdari ve Sosyal Bilimler Fakültesien_US
dc.description.abstractThe COVID-19 pandemic affected the entire world and caused radical changes in conducting business. During the pandemic, some companies adopted hybrid working, and some requested their employees to work entirely from their homes or workplace. This study is performed to determine the differences in the perceived task performance of employees working from home compared to those operating from their workplace and the possible mediating effect of job satisfaction due to such distinction. The study sample is limited to one call center to prevent the interference of other organizational variables such as management style, human resources practices, organizational culture, and to only call center agents to prevent any interference of the position-related factors. All the call center agents (n=421) participated in this study. The data obtained was examined by a path analysis with the Structural Equation Modeling (SEM). The results show that the employees who work from home full-time or on certain days of the week have better general task performance perception compared to those who work only from the workplace. The work location has not been found to affect job satisfaction significantly.en_US
dc.identifier.doi10.14254/2071-789X.2022/15-1/18en_US
dc.identifier.endpage296en_US
dc.identifier.issn2071-789X
dc.identifier.issn2306-3459
dc.identifier.issue1en_US
dc.identifier.scopus2-s2.0-85128373900en_US
dc.identifier.scopusqualityQ2en_US
dc.identifier.startpage284en_US
dc.identifier.urihttps://hdl.handle.net/11363/5724
dc.identifier.urihttps://doi.org/
dc.identifier.volume15en_US
dc.identifier.wosWOS:000782850000018en_US
dc.identifier.wosqualityN/Aen_US
dc.indekslendigikaynakWeb of Scienceen_US
dc.indekslendigikaynakScopusen_US
dc.institutionauthorAslan, Mustafa
dc.institutionauthorGüngör, Habibe
dc.language.isoenen_US
dc.publisherCENTER SOCIOLOGICAL RESEARCH, BOLESLAWA SMIALEGO STR 22-27, SZCZECIN 70-347, POLANDen_US
dc.relation.ispartofEconomics & Sociologyen_US
dc.relation.publicationcategoryMakale - Uluslararası Hakemli Dergi - Kurum Öğretim Elemanıen_US
dc.rightsinfo:eu-repo/semantics/openAccessen_US
dc.rightsAttribution-NonCommercial-NoDerivs 3.0 United States*
dc.rights.urihttp://creativecommons.org/licenses/by-nc-nd/3.0/us/*
dc.subjectCOVID-19en_US
dc.subjectspecific task performanceen_US
dc.subjectjob satisfactionen_US
dc.titleTask Performance and Job Satisfaction under the Effect of Remote Working: Call Center Evidenceen_US
dc.typeArticleen_US

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