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Evaluation of the positive and negative consequences of the remote work model with the Covid – 19 pandemic

Year 2023, Volume: 3 Issue: 1, 41 - 47, 31.01.2023

Öznur Biber Seçil Gürün Karatepe

https://doi.org/10.56723/dyad.1202813
Cited By: 2

Abstract

The pandemic has dramatically changed every aspect of human life. Within the scope of local and national restraint policies, institutions, organizations and companies have switched to the remote working model to keep their employees safe. The remote working model has gained popularity since the early 2000s. Both the existing problems of the concept of remote work and the emergence of the pandemic, the concept of compulsory remote work has revealed some consequences. In this context, it is considered important to address the concept of remote work and its positive and negative effects in the pandemic. Although there are positive aspects such as flexible working hours, money and time savings, and the feeling of being protected from the virus in the pandemic as a result of the changing conditions, studies show that employees and companies may experience significant problems due to the sudden and forced transition. Among these, there are many economic, social and psychological problems such as the feeling of personal isolation, the inability to connect directly with colleagues and managers, and the need for more tools, knowledge, experience and self-discipline to work at home. Based on the study, the effects of the concept of remote work were evaluated in line with the literature and its general effects were mentioned.

Keywords

Covid-19 pandemic distance work teleworking

References

  • [1] Meşhur HFA. “Organizasyonların tele çalışmaya ilişkin tutumlarına yönelik bir araştırma”. Dokuz Eylül Üniversitesi İktisadi İdari Bilimler Fakültesi Dergisi, 25(1), 1-24, 2010.
  • [2] Jeacle I, Parker L. “The ‘problem’of the office: Scientific management, governmentality and the strategy of efficiency”. Business History, 55(7), 1074-1099, 2013.
  • [3] Parker LD, Jeacle I. “The construction of the efficient office: Scientific management, accountability, and the neo‐liberal state”. Contemporary Accounting Research, 36(3), 1883-1926, 2019.
  • [4] Kniffin KM, Narayanan J, Anseel F, Antonakis J, Ashford SP, Bakker AB et al. “COVID-19 and the workplace: Implications, issues, and insights for future research and action”. American Psychologist, 76(1), 63, 2021.
  • [5] Anderson D, Kelliher C. “Enforced remote working and the work-life interface during lockdown”. Gender in Management: An International Journal, 35(7/8), 677-683, 2020.
  • [6] McMillen CW. Pandemics: A Very Short Introduction. New York, Oxford University Press, 2016.
  • [7] Hessami K, Romanelli C, Chiurazzi M, Cozzolino M. “COVID-19 pandemic and maternal mental health: a systematic review and meta-analysis”. The Journal of Maternal-Fetal & Neonatal Medicine, 35(20), 4014-4021, 2022.
  • [8] Ravens-Sieberer U, Kaman A, Erhart M, Devine J, Schlack R, Otto C. “Impact of the COVID-19 pandemic on quality of life and mental health in children and adolescents in Germany”. European child & adolescent psychiatry, 31(6), 879-889, 2022.
  • [9] Onyeaka H, Anumudu CK, Al-Sharify ZT, Egele-Godswill E, Mbaegbu P. “COVID-19 pandemic: A review of the global lockdown and its far-reaching effects”. Science progress, 104(2), 00368504211019854, 2021.
  • [10] Sine WD, David RJ. “Environmental jolts, institutional change, and the creation of entrepreneurial opportunity in the US electric power industry”. Research Policy, 32(2), 185-207, 2003.
  • [11] Irawanto DW, Novianti KR, Roz K. “Work from home: Measuring satisfaction between work–life balance and work stress during the COVID-19 pandemic in Indonesia”. Economies, 9(3), 96, 2021.
  • [12] Yalçın M, Vural ZBA. “Covid-19 pandemisinde uzaktan çalışma ve kurumsal aidiyet: akademisyenler üzerine bir araştırma”. Atatürk İletişim Dergisi, (Özel Sayı), 129-139, 2021.
  • [13] Alan H, Köker AR. “Salgın ve uzaktan çalışma düzeninin çalışanların sosyal ağ ilişkilerinin değişimine etkileri: sistematik yazın taraması ve önermeler”. Uluslararası Yönetim İktisat ve İşletme Dergisi, 17(4), 1257-1279, 2021.
  • [14] Biron M. “Structuring for innovative responses to human resource challenges: A skunk works approach”. Human Resource Management Review, 31(2), 100768, 2020.
  • [15] Kodama M. Digitally transforming work styles in an era of infectious disease. International Journal of Information Management, 55, 102172, 2020.
  • [16] Danielak W. “Positive and negative effects of remote working during the covıd-19 pandemic in small enterprises in Poland”. European Research Studies Journal, 24(Special 3), 708-718, 2021.
  • [17] Jamal MT, Anwar I, Khan NA, Saleem I. “Work during COVID-19: assessing the influence of job demands and resources on practical and psychological outcomes for employees”. Asia-Pacific Journal of Business Administration, 13(3), 293-319, 2021.
  • [18] Nagel L. “The influence of the COVID-19 pandemic on the digital transformation of work”. International Journal of Sociology and Social Policy, 40(9/10), 861-875, 2020.
  • [19] Dolot A. “The influence of COVID-19 pandemic on the remote work-an employee perspective”. E-mentor, 35-43, 2020.
  • [20] Akbaş Tuna A, Türkmendağ Z. “COVID-19 pandemi döneminde uzaktan çalışma uygulamaları ve çalışma motivasyonunu etkileyen faktörler”. İşletme Araştırmaları Dergisi, 12(3), 3246-3260, 2020.
  • [21] Lippens L, Moens E, Sterkens P, Weytjens J, Baert S. “How do employees think the COVID-19 crisis will affect their careers?”. Plos one, 16(5), e0246899, 2021.
  • [22] Tanpipat W, Lim HW, Deng X. “Implementing remote working policy in corporate offices in Thailand: strategic facility management perspective”. Sustainability, 13(3), 1284, 2021.
  • [23] Saputra N, Hayat H, Ardyansyah F, Palupiningtyas D, Khusna K, Karneli O. “Work-from-home productivity ın Indonesia: fırst tıme experıence of virtual working during covid-19 time”. Jurnal Masyarakat dan Budaya, 23(1), 13-26, 2021.
  • [24] Dryselius A, Pettersson J. (2021). Motivation in the Remote Workplace: Understanding the Threats and Opportunities to Motivation During Enforced Remote Work. Degree Project In Industrıal Management, Second Cycle, 30 Credits Stockholm, Sweden 2021.
  • [25] Gajendran RS, Harrison DA. “The good, the bad, and the unknown about telecommuting: meta-analysis of psychological mediators and individual consequences”. Journal of applied psychology, 92(6), 1524, 2007.
  • [26] Hartig T, Kylin C, Johansson G. “The telework tradeoff: stress mitigation vs. constrained restoration”. Applied Psychology, 56(2), 231-253, 2007.
  • [27] Duxbury L, Halinski M. “When more is less: an examination of the relationship between hours in telework and role overload”. Work, 48(1), 91-103, 2014.
  • [28] Sandoval-Reyes J, Idrovo-Carlier S, Duque-Oliva EJ. “Remote work, work stress, and work–life during pandemic times: a Latin America situation”. International Journal of Environmental Research and Public Health, 18(13), 7069, 2021.
  • [29] Prasad KDV, Vaidya RW, Mangipudi MR. “Effect of occupational stress and remote working on psychological well-being of employees: an empirical analysis during covid-19 pandemic concerning information technology industry in hyderabad”. Indian Journal of Commerce and Management Studies, 11(2), 1-13, 2020.
  • [30] Juchnowicz M, Kinowska H. “Employee well-being and digital work during the COVID-19 pandemic”. Information, 12(8), 293, 2021.
  • [31] Oksanen A, Oksa R, Savela N, Mantere E, Savolainen I, Kaakinen M. “COVID-19 crisis and digital stressors at work: A longitudinal study on the Finnish working population”. Computers in Human Behavior, 122, 106853, 2021.
  • [32] Ramarajan L, Reid E. “Shattering the myth of separate worlds: Negotiating nonwork identities at work”. Academy of Management Review, 38(4), 621-644, 2013.
  • [33] Vyas L, Butakhieo N. “The impact of working from home during COVID-19 on work and life domains: an exploratory study on Hong Kong”. Policy design and practice, 4(1), 59-76, 2021.
  • [34] Golden AG, Kirby EL, Jorgenson J. “Work-life research from both sides now: An integrative perspective for organizational and family communication”. Annals of the International Communication Association, 30(1), 143-195, 2006.
  • [35] Chung H, Van der Horst M. “Women’s employment patterns after childbirth and the perceived access to and use of flexitime and teleworking”. Human relations, 71(1), 47-72, 2018.
  • [36] Ferdous T, Ali M, French E. “Use of flexible work practices and employee outcomes: the role of work–life balance and employee age”. Journal of Management & Organization, 1-21, 2020.
  • [37] Mellner C, Aronsson G, Kecklund G. “Boundary management preferences, boundary control, and work-life balance among full-time employed professionals in knowledge-intensive, flexible work”. Nordic journal of working life studies, 4(4), 7-23, 2014.
  • [38] Felstead A, Henseke G. “Assessing the growth of remote working and its consequences for effort, well‐being and work‐life balance”. New Technology, Work and Employment, 32(3), 195-212, 2017.
  • [39] Bjärntoft S, Hallman DM, Mathiassen SE, Larsson J, Jahncke H. “Occupational and individual determinants of work-life balance among office workers with flexible work arrangements”. International journal of environmental research and public health, 17(4), 1418, 2020.
  • [40] Rodríguez-Modroño P, López-Igual P. “Job quality and work—life balance of teleworkers”. International Journal of Environmental Research and Public Health, 18(6), 3239, 2021.
  • [41] Beauregard TA, Henry LC. “Making the link between work-life balance practices and organizational performance”. Human resource management review, 19(1), 9-22, 2009.
  • [42] Bulińska-Stangrecka H, Bagieńska A. “The role of employee relations in shaping job satisfaction as an element promoting positive mental health at work in the era of COVID-19”. International journal of environmental research and public health, 18(4), 1903, 2021.
  • [43] Tumin SA. How Common Is Working From Home? KRI Discussion paper, 2020.
  • [44] Lane IA, Mullen MG, Costa A. “Working from home during the covid-19 pandemic: Tips and strategies to maintain productivity & connectedness”. Psychiatry Information in Brief, 17(5), 1-4, 2020.
  • [45] Gottlieb C, Grobovšek J, Poschke M, Saltiel F. “Working from home in developing countries”. European Economic Review, 133, 103679, 2021.
  • [46] Hatayama M, Viollaz M, Winkler H. “Jobs’ Amenability To Working From Home: Evidence From Skills Surveys For 53 Countries”. World Bank Policy Research Working Paper, 9241, 2020.

Covid – 19 pandemisi ile birlikte uzaktan çalışma modelinin olumlu ve olumsuz sonuçlarının değerlendirilmesi

Year 2023, Volume: 3 Issue: 1, 41 - 47, 31.01.2023

Öznur Biber Seçil Gürün Karatepe

https://doi.org/10.56723/dyad.1202813
Cited By: 2

Abstract

Pandemi insan hayatının her yönünü önemli şekilde değiştirmiştir. Yerel ve ulusal sınırlama politikaları kapsamında kurumlar, kuruluşlar ve şirketler çalışanlarını güvende tutmak için uzaktan çalışma modeline geçiş yapmışlardır. Uzaktan çalışma modeli 2000’lerin başından bu yana popülerlik kazanmıştır. Gerek uzaktan çalışma kavramının var olan sorunları gerekse de pandeminin ortaya çıkması ile zorunlu uzaktan çalışma kavramı beraberinde birtakım sonuçlar ortaya çıkarmıştır. Bu bağlamda pandemide uzaktan çalışma kavramının ve bunun olumlu ve olumsuz etkilerinin ele alınmasının önemli olduğu düşünülmektedir. Değişen koşullar sonucunda pandemide uzaktan çalışmada esnek çalışma saatleri, para ve zaman tasarrufu, virüsten korunma hissi gibi olumlu yanlar olsa da yapılan çalışmalar ani ve zorunlu geçiş nedeniyle çalışanlar ve şirketlerin önemli sorunlar yaşayabildiğini göstermektedir. Bunlar arasında kişisel izolasyon hissi, meslektaş ve yöneticilerle doğrudan bağlantı kuramama, evde çalışmanın daha fazla araç, bilgi, deneyim ve öz disiplin gerektirmesi gibi çok sayıda ekonomik, sosyal ve psikolojik sorun yer almaktadır. Çalışmanın temelinde literatür doğrultusunda uzaktan çalışma kavramının etkileri değerlendirilmiş ve genel etkilerinden bahsedilmiştir.

Keywords

Covid-19 pandemi uzaktan çalışma tele çalışma

References

  • [1] Meşhur HFA. “Organizasyonların tele çalışmaya ilişkin tutumlarına yönelik bir araştırma”. Dokuz Eylül Üniversitesi İktisadi İdari Bilimler Fakültesi Dergisi, 25(1), 1-24, 2010.
  • [2] Jeacle I, Parker L. “The ‘problem’of the office: Scientific management, governmentality and the strategy of efficiency”. Business History, 55(7), 1074-1099, 2013.
  • [3] Parker LD, Jeacle I. “The construction of the efficient office: Scientific management, accountability, and the neo‐liberal state”. Contemporary Accounting Research, 36(3), 1883-1926, 2019.
  • [4] Kniffin KM, Narayanan J, Anseel F, Antonakis J, Ashford SP, Bakker AB et al. “COVID-19 and the workplace: Implications, issues, and insights for future research and action”. American Psychologist, 76(1), 63, 2021.
  • [5] Anderson D, Kelliher C. “Enforced remote working and the work-life interface during lockdown”. Gender in Management: An International Journal, 35(7/8), 677-683, 2020.
  • [6] McMillen CW. Pandemics: A Very Short Introduction. New York, Oxford University Press, 2016.
  • [7] Hessami K, Romanelli C, Chiurazzi M, Cozzolino M. “COVID-19 pandemic and maternal mental health: a systematic review and meta-analysis”. The Journal of Maternal-Fetal & Neonatal Medicine, 35(20), 4014-4021, 2022.
  • [8] Ravens-Sieberer U, Kaman A, Erhart M, Devine J, Schlack R, Otto C. “Impact of the COVID-19 pandemic on quality of life and mental health in children and adolescents in Germany”. European child & adolescent psychiatry, 31(6), 879-889, 2022.
  • [9] Onyeaka H, Anumudu CK, Al-Sharify ZT, Egele-Godswill E, Mbaegbu P. “COVID-19 pandemic: A review of the global lockdown and its far-reaching effects”. Science progress, 104(2), 00368504211019854, 2021.
  • [10] Sine WD, David RJ. “Environmental jolts, institutional change, and the creation of entrepreneurial opportunity in the US electric power industry”. Research Policy, 32(2), 185-207, 2003.
  • [11] Irawanto DW, Novianti KR, Roz K. “Work from home: Measuring satisfaction between work–life balance and work stress during the COVID-19 pandemic in Indonesia”. Economies, 9(3), 96, 2021.
  • [12] Yalçın M, Vural ZBA. “Covid-19 pandemisinde uzaktan çalışma ve kurumsal aidiyet: akademisyenler üzerine bir araştırma”. Atatürk İletişim Dergisi, (Özel Sayı), 129-139, 2021.
  • [13] Alan H, Köker AR. “Salgın ve uzaktan çalışma düzeninin çalışanların sosyal ağ ilişkilerinin değişimine etkileri: sistematik yazın taraması ve önermeler”. Uluslararası Yönetim İktisat ve İşletme Dergisi, 17(4), 1257-1279, 2021.
  • [14] Biron M. “Structuring for innovative responses to human resource challenges: A skunk works approach”. Human Resource Management Review, 31(2), 100768, 2020.
  • [15] Kodama M. Digitally transforming work styles in an era of infectious disease. International Journal of Information Management, 55, 102172, 2020.
  • [16] Danielak W. “Positive and negative effects of remote working during the covıd-19 pandemic in small enterprises in Poland”. European Research Studies Journal, 24(Special 3), 708-718, 2021.
  • [17] Jamal MT, Anwar I, Khan NA, Saleem I. “Work during COVID-19: assessing the influence of job demands and resources on practical and psychological outcomes for employees”. Asia-Pacific Journal of Business Administration, 13(3), 293-319, 2021.
  • [18] Nagel L. “The influence of the COVID-19 pandemic on the digital transformation of work”. International Journal of Sociology and Social Policy, 40(9/10), 861-875, 2020.
  • [19] Dolot A. “The influence of COVID-19 pandemic on the remote work-an employee perspective”. E-mentor, 35-43, 2020.
  • [20] Akbaş Tuna A, Türkmendağ Z. “COVID-19 pandemi döneminde uzaktan çalışma uygulamaları ve çalışma motivasyonunu etkileyen faktörler”. İşletme Araştırmaları Dergisi, 12(3), 3246-3260, 2020.
  • [21] Lippens L, Moens E, Sterkens P, Weytjens J, Baert S. “How do employees think the COVID-19 crisis will affect their careers?”. Plos one, 16(5), e0246899, 2021.
  • [22] Tanpipat W, Lim HW, Deng X. “Implementing remote working policy in corporate offices in Thailand: strategic facility management perspective”. Sustainability, 13(3), 1284, 2021.
  • [23] Saputra N, Hayat H, Ardyansyah F, Palupiningtyas D, Khusna K, Karneli O. “Work-from-home productivity ın Indonesia: fırst tıme experıence of virtual working during covid-19 time”. Jurnal Masyarakat dan Budaya, 23(1), 13-26, 2021.
  • [24] Dryselius A, Pettersson J. (2021). Motivation in the Remote Workplace: Understanding the Threats and Opportunities to Motivation During Enforced Remote Work. Degree Project In Industrıal Management, Second Cycle, 30 Credits Stockholm, Sweden 2021.
  • [25] Gajendran RS, Harrison DA. “The good, the bad, and the unknown about telecommuting: meta-analysis of psychological mediators and individual consequences”. Journal of applied psychology, 92(6), 1524, 2007.
  • [26] Hartig T, Kylin C, Johansson G. “The telework tradeoff: stress mitigation vs. constrained restoration”. Applied Psychology, 56(2), 231-253, 2007.
  • [27] Duxbury L, Halinski M. “When more is less: an examination of the relationship between hours in telework and role overload”. Work, 48(1), 91-103, 2014.
  • [28] Sandoval-Reyes J, Idrovo-Carlier S, Duque-Oliva EJ. “Remote work, work stress, and work–life during pandemic times: a Latin America situation”. International Journal of Environmental Research and Public Health, 18(13), 7069, 2021.
  • [29] Prasad KDV, Vaidya RW, Mangipudi MR. “Effect of occupational stress and remote working on psychological well-being of employees: an empirical analysis during covid-19 pandemic concerning information technology industry in hyderabad”. Indian Journal of Commerce and Management Studies, 11(2), 1-13, 2020.
  • [30] Juchnowicz M, Kinowska H. “Employee well-being and digital work during the COVID-19 pandemic”. Information, 12(8), 293, 2021.
  • [31] Oksanen A, Oksa R, Savela N, Mantere E, Savolainen I, Kaakinen M. “COVID-19 crisis and digital stressors at work: A longitudinal study on the Finnish working population”. Computers in Human Behavior, 122, 106853, 2021.
  • [32] Ramarajan L, Reid E. “Shattering the myth of separate worlds: Negotiating nonwork identities at work”. Academy of Management Review, 38(4), 621-644, 2013.
  • [33] Vyas L, Butakhieo N. “The impact of working from home during COVID-19 on work and life domains: an exploratory study on Hong Kong”. Policy design and practice, 4(1), 59-76, 2021.
  • [34] Golden AG, Kirby EL, Jorgenson J. “Work-life research from both sides now: An integrative perspective for organizational and family communication”. Annals of the International Communication Association, 30(1), 143-195, 2006.
  • [35] Chung H, Van der Horst M. “Women’s employment patterns after childbirth and the perceived access to and use of flexitime and teleworking”. Human relations, 71(1), 47-72, 2018.
  • [36] Ferdous T, Ali M, French E. “Use of flexible work practices and employee outcomes: the role of work–life balance and employee age”. Journal of Management & Organization, 1-21, 2020.
  • [37] Mellner C, Aronsson G, Kecklund G. “Boundary management preferences, boundary control, and work-life balance among full-time employed professionals in knowledge-intensive, flexible work”. Nordic journal of working life studies, 4(4), 7-23, 2014.
  • [38] Felstead A, Henseke G. “Assessing the growth of remote working and its consequences for effort, well‐being and work‐life balance”. New Technology, Work and Employment, 32(3), 195-212, 2017.
  • [39] Bjärntoft S, Hallman DM, Mathiassen SE, Larsson J, Jahncke H. “Occupational and individual determinants of work-life balance among office workers with flexible work arrangements”. International journal of environmental research and public health, 17(4), 1418, 2020.
  • [40] Rodríguez-Modroño P, López-Igual P. “Job quality and work—life balance of teleworkers”. International Journal of Environmental Research and Public Health, 18(6), 3239, 2021.
  • [41] Beauregard TA, Henry LC. “Making the link between work-life balance practices and organizational performance”. Human resource management review, 19(1), 9-22, 2009.
  • [42] Bulińska-Stangrecka H, Bagieńska A. “The role of employee relations in shaping job satisfaction as an element promoting positive mental health at work in the era of COVID-19”. International journal of environmental research and public health, 18(4), 1903, 2021.
  • [43] Tumin SA. How Common Is Working From Home? KRI Discussion paper, 2020.
  • [44] Lane IA, Mullen MG, Costa A. “Working from home during the covid-19 pandemic: Tips and strategies to maintain productivity & connectedness”. Psychiatry Information in Brief, 17(5), 1-4, 2020.
  • [45] Gottlieb C, Grobovšek J, Poschke M, Saltiel F. “Working from home in developing countries”. European Economic Review, 133, 103679, 2021.
  • [46] Hatayama M, Viollaz M, Winkler H. “Jobs’ Amenability To Working From Home: Evidence From Skills Surveys For 53 Countries”. World Bank Policy Research Working Paper, 9241, 2020.
There are 46 citations in total.

Details

Primary Language Turkish
Journal Section Reviews
Authors

Öznur Biber 0000-0001-5087-2796

Seçil Gürün Karatepe 0000-0001-5355-6131

Publication Date January 31, 2023
Submission Date November 11, 2022
Published in Issue Year 2023 Volume: 3 Issue: 1

Cite

APA Biber, Ö., & Gürün Karatepe, S. (2023). Covid – 19 pandemisi ile birlikte uzaktan çalışma modelinin olumlu ve olumsuz sonuçlarının değerlendirilmesi. Disiplinlerarası Yenilik Araştırmaları Dergisi, 3(1), 41-47. https://doi.org/10.56723/dyad.1202813
AMA Biber Ö, Gürün Karatepe S. Covid – 19 pandemisi ile birlikte uzaktan çalışma modelinin olumlu ve olumsuz sonuçlarının değerlendirilmesi. Disiplinlerarası Yenilik Araştırmaları Dergisi. January 2023;3(1):41-47. doi:10.56723/dyad.1202813
Chicago Biber, Öznur, and Seçil Gürün Karatepe. “Covid – 19 Pandemisi Ile Birlikte Uzaktan çalışma Modelinin Olumlu Ve Olumsuz sonuçlarının değerlendirilmesi”. Disiplinlerarası Yenilik Araştırmaları Dergisi 3, no. 1 (January 2023): 41-47. https://doi.org/10.56723/dyad.1202813.
EndNote Biber Ö, Gürün Karatepe S (January 1, 2023) Covid – 19 pandemisi ile birlikte uzaktan çalışma modelinin olumlu ve olumsuz sonuçlarının değerlendirilmesi. Disiplinlerarası Yenilik Araştırmaları Dergisi 3 1 41–47.
IEEE Ö. Biber and S. Gürün Karatepe, “Covid – 19 pandemisi ile birlikte uzaktan çalışma modelinin olumlu ve olumsuz sonuçlarının değerlendirilmesi”, Disiplinlerarası Yenilik Araştırmaları Dergisi, vol. 3, no. 1, pp. 41–47, 2023, doi: 10.56723/dyad.1202813.
ISNAD Biber, Öznur - Gürün Karatepe, Seçil. “Covid – 19 Pandemisi Ile Birlikte Uzaktan çalışma Modelinin Olumlu Ve Olumsuz sonuçlarının değerlendirilmesi”. Disiplinlerarası Yenilik Araştırmaları Dergisi 3/1 (January 2023), 41-47. https://doi.org/10.56723/dyad.1202813.
JAMA Biber Ö, Gürün Karatepe S. Covid – 19 pandemisi ile birlikte uzaktan çalışma modelinin olumlu ve olumsuz sonuçlarının değerlendirilmesi. Disiplinlerarası Yenilik Araştırmaları Dergisi. 2023;3:41–47.
MLA Biber, Öznur and Seçil Gürün Karatepe. “Covid – 19 Pandemisi Ile Birlikte Uzaktan çalışma Modelinin Olumlu Ve Olumsuz sonuçlarının değerlendirilmesi”. Disiplinlerarası Yenilik Araştırmaları Dergisi, vol. 3, no. 1, 2023, pp. 41-47, doi:10.56723/dyad.1202813.
Vancouver Biber Ö, Gürün Karatepe S. Covid – 19 pandemisi ile birlikte uzaktan çalışma modelinin olumlu ve olumsuz sonuçlarının değerlendirilmesi. Disiplinlerarası Yenilik Araştırmaları Dergisi. 2023;3(1):41-7.

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