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Uzaktan çalışmanın sektörel, demografik, bireysel faktörlere göre farklılaşması ve adaptasyon düzeyleri: İstanbul-Kocaeli-Tekirdağ kent bölgesi analizi

Difference and adaptation levels of remote working according to sectoral, demographic and individual factors: Analysis of İstanbul-Kocaeli-Tekirdag city region

  1. Tez No: 886464
  2. Yazar: MUHAMMED NUMAN ÇOBAN
  3. Danışmanlar: DOÇ. DR. MEHMET ALİ YÜZER, DOÇ. DR. MUHAMMED ZİYA PAKÖZ
  4. Tez Türü: Yüksek Lisans
  5. Konular: Şehircilik ve Bölge Planlama, Urban and Regional Planning
  6. Anahtar Kelimeler: Belirtilmemiş.
  7. Yıl: 2024
  8. Dil: Türkçe
  9. Üniversite: İstanbul Teknik Üniversitesi
  10. Enstitü: Lisansüstü Eğitim Enstitüsü
  11. Ana Bilim Dalı: Şehir ve Bölge Planlama Ana Bilim Dalı
  12. Bilim Dalı: Bölge Planlama Bilim Dalı
  13. Sayfa Sayısı: 117

Özet

Uzaktan çalışma, sağladığı avantajlar ve sunduğu esneklik sayesinde iş hayatında yaygın bir çalışma modeli olarak şirketler arasında kabul görmüştür. Özellikle COVID-19 salgınının ortasından itibaren iş hayatında kendisine daha fazla yer bulmuş ve ticari operasyonlar alanında önemli yenilikleri tetiklemiştir. Kavramsal olarak başlangıcı yıllar öncesine uzanıyor olmasına rağmen, yakın tarihte yaygın olarak benimsenmeye başlayan bu çalışma modeli gelişimini sürdürmektedir. Bu iş modelini etkileyen faktörler ve bundan kaynaklanan sonuçlara ilişkin çok sayıda belirsizlik devam etmektedir. Bu çalışmada uzaktan çalışmanın farklılaşması sektörel düzeyde meslek, çalışma şekli, kurum türü gibi değişkenlere göre; demografik düzeyde yaş, cinsiyet ve medeni durum gibi değişkenlere göre ele alınmıştır. Ayrıca uzaktan çalışmaya uyum düzeylerinin demografik özellikler, konut özellikleri ve kişisel tercihlerle ilişkisi analiz edilmiştir. Bu çalışma, uzaktan çalışmanın farklı kalıplarını, uzaktan çalışmaya uyum düzeylerini ve uzaktan çalışma stratejilerinin çeşitli demografik ve profesyonel gruplar arasındaki farklılaşmasını çok yönlü bir yaklaşımla açıklamayı amaçlamaktadır. Çalışma kapsamında demografik faktörlerin uzaktan çalışma eğilimini zaman içinde nasıl etkilediği, uzaktan çalışma oranlarındaki sektörel farklılıkların neler olduğu, uzaktan çalışmaya uyumun çalışan alışkanlıkları ve tercihleriyle nasıl ilişkili olduğu araştırma sorularına yanıt aranmaktadır. Bu çalışmada 221K016 kodlu TÜBİTAK 1001 araştırma projesi kapsamında İstanbul'da gerçekleştirilen 4643 anketten elde edilen veriler kullanılmıştır. Uzaktan çalışanların eğilimlerinin kapsamlı bir şekilde anlaşılmasını sağlamak için tasarlanan anket, hem belirli davranışları ölçmeye yönelik açık uçlu soruları hem de alışkanlıkları toplamaya yönelik likert soruları içermektedir. Örneklem olarak 18-65 yaş aralığındaki çalışanlar, çalışma alanı olarak ise İstanbul, Kocaeli ve Tekirdağ kent-bölgesi seçilmiştir. Anket sonuçlarının analizinde ANOVA, Pearson ki-kare ve T-testi yöntemleri kullanılmıştır. Araştırma sonucunda çalışanların yüzde 3,1'inin pandemi öncesi dönemde, yüzde 32,5'inin pandemi döneminde, yüzde 8,1'inin ise bugün uzaktan çalıştığı görülmüştür. Bu oranın gelecekte %14,3'e kadar çıkması beklenmektedir. Uzaktan çalışma oranının en yüksek olduğu meslek gruplarının ise yüksek vasıf gerektirenler, rutin beyaz yakalılar ve ofis hizmetlerinde çalışanlar olduğu görülmüştür. İş pozisyonu bağlamında bakıldığında en yüksek oranların olduğu grupların beyaz yakalı çalışanlar ve yöneticiler olduğu görülmüştür. Ayrıca gelir düzeyi arttıkça uzaktan çalışma oranlarının da arttığı, uzaktan çalışmanın cinsiyet, yaş gibi demografik özelliklere göre farklılık göstermediği belirlenmiştir. Uzaktan çalışmanın kademeli yükselişi kentsel gelişimi de etkileyecek ve etkilenecektir. Uzaktan çalışmanın benimsenmesi arazi kullanımında, geleneksel ofis kurulumlarından çok yönlü karma kullanımlı gelişmelere değiştirebilir. Bu bulguların gelecekteki kentsel politikalara yol göstermesi beklenmektedir. Özellikle beyaz yakalı ve yüksek vasıflı çalışanlar için uzaktan çalışmada beklenen artış, gelişen kentsel dinamiklere uyum sağlamak için bölgesel planlama ihtiyacını vurgulamaktadır. Uzaktan çalışmayı kolaylaştırmak ve ekonomik büyümeyi teşvik etmek için politika yapıcıların dijital altyapıya yatırımları artırması ve dayanıklı kentsel ortamlara öncelik vermesi gerekmektedir. Bunlara ilaveten konut ve ticari alanlara yönelik talepteki değişiklikler de öngörülebilir.

Özet (Çeviri)

Remote working, defined as a working model in which employees work in places other than traditional offices, has become widespread and increasingly important, especially with the COVID-19 epidemic. The pandemic has forced many employees to experience remote working for the first time. This change has led to significant changes in working methods. It has affected various aspects of both business and personal life. At the same time, remote working has been accepted among companies as a common working model in business life, thanks to the advantages and flexibility it offers. It has found a greater place in business life and triggered important innovations in the field of commercial operations. Although remote work seems to be limited to certain occupational groups, there are many factors that affect this business model. Factors such as technological infrastructure, individual characteristics, organizational structure, family conditions, environmental factors, security and legal regulations can directly or indirectly affect the success of remote work. These factors include factors that determine the adoption of remote work and performance in this process. For example, people who can adapt to remote work at a high level are generally highly educated, work in knowledge-intensive sectors and have autonomy in their work. However, remote work may not be suitable for every type of job and sector; occupations that require physical labor in particular may face difficulties in the transition to remote work. The effectiveness of remote work can vary greatly depending on the quality of the technological infrastructure, the digital skills of employees and the nature of the job. However, remote work also has some disadvantages in terms of individuals and society. Factors such as lack of social interaction, disruption of work-life balance, difficulties in accessing resources and personal coping strategies can complicate the adaptation process to remote work. Therefore, the personal adaptation and performance of remote workers depend not only on the type of job and level of autonomy, but also on individual characteristics. In addition, demographic factors also play an important role in the implementation and experience of remote work. Demographic factors such as age, education level, and gender can affect individuals' adaptation levels to remote work environments. For example, while digital technology-based occupational groups adapt more easily to remote work, this process can be more challenging in other sectors. When evaluating remote work practices, it is important to consider different time periods such as pre-pandemic, during the pandemic, post-pandemic, and future periods. The differences between these periods require understanding the sectoral and demographic dynamics of remote work and predicting how it will follow in the future. Although its conceptual beginnings date back many years, this working model, which has recently become widely adopted, continues its development. Many uncertainties remain regarding the factors affecting this business model and the consequences resulting from it. In this study, the differentiation of remote working according to variables such as profession, working style, and type of institution at the sectoral level; At the demographic level, it was discussed according to variables such as age, gender and marital status. Additionally, the relationship between remote working adaptation levels and demographic characteristics, housing characteristics and personal preferences was analyzed. The study aims to explain the different patterns of remote working, the levels of adaptation to remote working, and the differentiation of remote working strategies among various demographic and professional groups with a multifaceted approach. The study is based on four basic hypotheses. First, it is assumed that remote working conditions differ before, during and after the epidemic according to personal and demographic characteristics. This hypothesis is based on the understanding that the pandemic has fundamentally changed work dynamics and requires examining how these changes are experienced differently by various groups. Secondly, the study suggests that remote working rates vary across sectors, professions and job positions in different periods. This hypothesis recognizes that remote work is more feasible and common in certain industries and job positions than in others. Third, it is assumed that levels of adaptation to remote work are affected by habits, preferences, housing characteristics, leisure activities and technological predispositions. This hypothesis recognizes that individual lifestyles and technological capabilities play an important role in how well employees adapt to remote work. Finally, the study assumes that socio-demographic characteristics such as age, gender, income level, education level, marital status and vehicle ownership affect the levels of adaptation to remote work. Finally, the study assumes that socio-demographic characteristics such as age, gender, income level, education level, marital status and vehicle ownership affect the levels of adaptation to remote work. This hypothesis aims to reveal broader socio-demographic trends affecting adaptation to remote work. Within the scope of the study, the study answers the research questions of how demographic factors affect the tendency to work remotely over time, what are the sectoral differences in remote working rates, and how adaptation to remote work is related to employee habits and preferences. is being sought. The methodology of the research includes several basic steps. The study area is the Istanbul-Kocaeli-Tekirdağ city region, chosen due to its significant economic and demographic diversity. A literature review was conducted to determine the determinants, effects and distinguishing features of remote working. In this study, data obtained from 4643 surveys conducted in Istanbul within the scope of the TÜBİTAK 1001 research project with code 221K016 were used. The survey was designed to provide a comprehensive understanding of the trends of remote workers. It includes both open-ended questions to measure specific behaviors and Likert questions to collect habits. Employees between the ages of 18-65 were selected as the sample, and Istanbul, Kocaeli and Tekirdağ provinces and regions were selected as the study area. ANOVA, Pearson chi-square and T-test methods were used to analyze the survey results. The findings of the research reveal important information about remote working patterns. As a result of the research, it was seen that 3.1 percent of employees worked remotely in the pre-pandemic period, 32.5 percent during the pandemic period, and 8.1 percent today. This rate is expected to rise up to 14.5% in the future. Some groups stand out with high rates of remote work. It has been determined that remote working rates are higher in freelancers, white-collar workers, managers, high income groups and middle-young age groups. This finding underscores the uneven distribution of remote work across different demographic and professional groups. Additionally, the study finds that higher income levels are associated with higher rates of remote work. This correlation suggests that remote work is more accessible to those with higher economic resources. It has been observed that the occupational groups with the highest rate of remote working are those requiring high qualifications, routine white-collar workers and those working in office services. When looked at in the context of job position, it was seen that the groups with the highest rates were white-collar employees and managers. It has also been determined that as the income level increases, the rates of remote working also increase, and that remote working does not differ according to demographic characteristics such as gender and age. The gradual rise of remote working will also impact and influence urban development. The adoption of remote working may change land use from traditional office installations to versatile mixed-use developments. These findings are expected to guide future urban policies. The expected increase in remote work, especially for white-collar and highly skilled workers, highlights the need for regional planning to adapt to evolving urban dynamics. To facilitate remote work and spur economic growth, policymakers need to increase investments in digital infrastructure and prioritize resilient urban environments. It should also anticipate changes in demand for residential and commercial space. In conclusion, this study provides a comprehensive perspective on remote working patterns, their determinants and broader impacts. By addressing the complex and multifaceted dynamics of remote work adaptation, the study provides valuable information that can inform policies, strategies and practices aimed at supporting remote workers and improving the overall efficiency of remote work. In addition, when the issue is considered from an urbanism perspective, it is seen that the continuous increase in remote working has a great impact on urban dynamics. Considering the relationship of prominent groups in remote working with cities, significant changes may occur in terms of land use. It is likely to see a shift away from traditional office space towards more mixed-use developments that include residential, commercial and entertainment spaces that meet the needs of the remote working population. Economically, cities may see a redistribution of spending as higher-income people working from home spend more in local neighborhoods rather than central business districts. Cities should prioritize creating more livable and resilient environments with green spaces and amenities that support the lifestyles of remote workers. Improving the quality of urban areas is only possible by considering all these dynamics.

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