Yerel ve küresel şirketlerin cinsiyetlendirilmiş organizasyon dinamikleri: Uzaktan çalışma modellerinin etkileri
Gendered organizational dynamics of local and global companies: The effects of remote work models
Yazar: ÇİĞDEM AVŞAR
Danışman: PROF. DR. FATMA KÜSKÜ AKDOĞAN
İstanbul Teknik Üniversitesi / Lisansüstü Eğitim Enstitüsü / İşletme Ana Bilim Dalı / İşletme Bilim Dalı
Derece: Yüksek Lisans, 2024
Konu: İşletme = Business Administration

Özet:
COVID-19 pandemisiyle birlikte, pek çok şirket uzaktan çalışma modeline geçiş yaptı ve pandemi sonrasında da bu modeli kısmi veya tam zamanlı olarak sürdürmeye devam etti. Bu geçişin hem erkek hem de kadın çalışanlar üzerinde farklı olumlu ve olumsuz etkileri oldu. Kadın-erkek eşitliği uygulamalarındaki bu değişiklikleri değerlendirmek, mevcut coğrafi ve kültürel etkilerden bağımsız olarak gerçekleştirilemez ve toplumsal cinsiyet rollerinin etkisi de göz ardı edilemez. Bu nedenle, bu tez çalışmasında, Türkiye'de faaliyet gösteren bir yerel ve bir uluslararası şirketin cinsiyet eşitliği pratikleri ve uzaktan çalışma modellerine geçiş ile bu pratiklerdeki değişimler, cinsiyetlendirilmiş organizasyon teorisi çerçevesinde incelenmektedir. Böylece, farklı kültürel ve coğrafi kökenlere sahip şirketlerin Türkiye'deki cinsiyet eşitliği uygulamaları ve COVID-19 pandemisi sonrası kısmi veya tam zamanlı uzaktan çalışmaya geçişin kadın-erkek eşitliği uygulamaları üzerindeki etkileri değerlendirilmektedir. Çalışma, pandemi öncesi tam zamanlı ofisten çalışan ve pandemi sonrası kısmi veya tam zamanlı uzaktan çalışma modeline geçmiş Amerikan merkezli bir şirket ile yerel bir şirketi kapsamaktadır. Amerikan merkezli şirketten 20, yerel şirketten ise 32 olmak üzere toplam 52 katılımcı ile gerçekleştirilen çalışmanın verileri, açık uçlu sorulara dayanan nitel bir soru formu ile toplanmıştır. Veriler tümdengelim tematik analiz yöntemi ile analiz edilmiştir. Elde edilen veriler cinsiyetlendirilmiş organizasyon teorisi kapsamında beş ana tema altında incelenmiştir; "Cinsiyetlendirilmiş Hiyerarşi," "Cinsiyetlendirilmiş İş Gücü", "Cinsiyetlendirilmiş Kimlik", "Organizasyonel Süreçler" ve "Pandemi Sonrası Cinsiyetlendirilmiş Organizasyon Dinamikleri".
Tezin ilk bölümünde, pandemi öncesi dönemde şirketlerin cinsiyetlendirilmiş organizasyon yapılarının incelemesi gerçekleştirilmiştir. İkinci bölümde ise, şirketlerin uzaktan çalışma modellerine geçişlerinin cinsiyetlendirilmiş yapılar üzerindeki etkisine odaklanılmıştır. Bu çalışmanın bulguları, iki şirketin yerel operasyonlarında çalışanların, cinsiyet eşitliği pratiklerinde, organizasyonların kültür ve politikalarından daha çok derin kültür ve içerisinde bulundukları toplumun cinsiyet normlarından etkilendiklerini göstermektedir. Bu etkiler, liderlik pozisyonlarında düşük kadın temsiliyeti, belirli departmanlarda kadınların azınlıkta olması, iş gücünün cinsiyetlendirilmiş olması, kadınların profesyonel kimliklerinin toplumsal cinsiyet normlarına göre şekillenmesi ve işe alım ile terfi gibi organizasyonel süreçlerde annelik ve cinsiyet faktörlerinden kaynaklanan dezavantajlar olarak karşımıza çıkmaktadır. Erkek egemen liderlik yapısının, erkekler arasındaki güçlü ilişkilerle devam etmesi, bu zorlukların bir kısır döngü haline gelmesine neden olmaktadır. Bu bağlamda, organizasyonlardaki cinsiyet eşitliği çabalarını daha etkili hale getirmek için işletmelere, cinsiyet eşitliği pratiklerinde kültürel ve coğrafi etkileri anlamaları, eğitimler düzenlemeleri ve sürekli takip mekanizmaları oluşturmaları önerilmektedir.
Bu çalışma ayrıca, pozitif ayrımcılık uygulamalarının tek başına kalıcı çözümler sunmada yetersiz olduğunu göstermektedir. İşletmelere ve politika yapıcılarına, cinsiyet eşitliğini sağlamak için daha etkili ve kapsamlı stratejilere odaklanmaları önerilmektedir. Ayrıca, şirketlerin cinsiyet eşitliği konusunda yüzeysel bir yaklaşım benimseyerek "pembe yıkama" uygulamalarına başvurduğu tespit edilmiştir. İşletmelere, cinsiyet eşitliği konusundaki çabalarını yüzeysel düzeyde tutmayıp, yapısal değişiklikler yapmaları önerilmektedir.
Son olarak, bu çalışma, uzaktan çalışma modellerinin cinsiyet eşitliği üzerindeki etkilerine odaklanarak, uzaktan çalışma modellerine geçiş sonrasında da cinsiyetlendirilmiş organizasyon yapılarının devam ettiğini göstermektedir. Pandemi sonrası uzaktan çalışma modellerinin geleneksel cinsiyet rollerini değiştirebilme potansiyelini ortaya çıkarmak için işletmelere, daha kapsamlı politikalar geliştirmeleri önerilmektedir. Esneklik ve güvene dayalı politikalar, çalışanların iş-yaşam dengesini ve verimliliği arttırma fırsatları sağlayabilir. Bu yönde atılacak adımlar, işletmelerin cinsiyet eşitliği hedeflerine ulaşmalarına yardımcı olabilir.

Abstract:
In the tumultuous wake of the COVID-19 pandemic's onset, a seismic shift rippled through the corporate terrain, prompting a multitude of companies to swiftly adopt remote work models to ensure the continuity of business operations and safeguard the health and well-being of their workforce. As the pandemic unfolded, numerous organizations found themselves compelled to reevaluate their operational frameworks, leading to a profound reconsideration of traditional paradigms. Within this milieu, a notable contingent opted to perpetuate remote work arrangements either partially or entirely into the post-pandemic era. This transformative shift, underscored by its adaptability and resilience, precipitated a multifaceted array of consequences, both advantageous and detrimental, for both male and female constituents within the workforce.
The intricate interplay between these changes in gender equality practices and the broader contextual fabric of geography and culture necessitates a nuanced examination. It is imperative to recognize the multifaceted impact of gender roles within this dynamic milieu. Hence, this thesis endeavors to scrutinize the gender equality practices within the operational frameworks of both local and international companies situated in Türkiye. Furthermore, it seeks to elucidate the metamorphosis of these practices engendered by the transition to remote work models, contextualized within the theoretical underpinnings of gendered organization theory.
This study facilitates an insightful assessment of the repercussions of post-COVID-19 remote work paradigms on gender equality practices across companies with diverse cultural and geographical milieus. The scope of the study encompasses an American-based company that underwent a transition from traditional full-time office work to a hybrid or fully remote work setup post-pandemic, involving a cohort of 20 participants. Additionally, a local company, representing the indigenous business landscape, with 32 participants, was included in the study cohort.
Methodologically, the study embraced a qualitative approach, utilizing a meticulously crafted questionnaire tailored to align with the theoretical framework of gendered organization theory and relevant literature. This questionnaire was structured with open-ended inquiries to facilitate the elicitation of detailed and nuanced responses from the participants. Following the phase of data collection, the deductive thematic analysis method was employed. This methodical approach ensured a comprehensive examination of the dataset, resulting in the identification of five overarching themes that underpin the study's findings. These themes, namely "Gendered Hierarchy," "Gendered Workforce," "Gendered Identity," "Organizational Processes," and "Post-Pandemic Gendered Organizational Dynamics," were extracted from the data in alignment with the established tenets of gendered organization theory. Within the expansive theme of "Organizational Processes," a deeper exploration revealed three distinct sub-themes: "Inclusivity and Diversity," "Gender Equality Practices," and "Equal Opportunities in the Workplace". These sub-themes provided nuanced insights into various facets of organizational functioning pertinent to gender dynamics.
In essence, this research delves into the intricacies of the evolving landscape of gender equality practices in the wake of the COVID-19 pandemic and the ensuing shift towards remote work models. By delving into the experiences and perceptions of employees within both local and international organizational contexts in Türkiye, this study endeavors to offer valuable insights into the interplay between remote work dynamics, gendered organizational structures, and broader socio-cultural influences.
The initial segment of this thesis embarks on an examination of the gendered organizational structures prevalent within companies prior to the onset of the COVID-19 pandemic. Delving into this historical context provides a foundational understanding of the existing dynamics, laying the groundwork for a comprehensive analysis of subsequent shifts.
Following this introductory exploration, the narrative undertakes a meticulous examination of the profound ramifications induced by companies' transitions to remote work models on the deeply ingrained gendered structures within organizational frameworks. Through a rigorous and comprehensive investigation, it becomes unmistakably apparent that employees engaged in the local operations of the two scrutinized companies are significantly shaped and influenced by the entrenched cultural paradigms and gender norms prevailing within their respective societal contexts. These pervasive cultural and societal forces exert a far-reaching and profound impact on individuals, eclipsing the influence of formal organizational culture and policies ostensibly crafted to foster gender equality.
The findings gleaned from this investigation offer a portrayal of the intricate challenges confronting female employees within the organizational milieu. These challenges are manifold, encompassing a spectrum of manifestations that include, but are not limited to, the conspicuous underrepresentation of women in leadership roles, the systemic marginalization of women within specific departments, and the persistent perpetuation of gendered workforce compositions. Furthermore, the professional identities of women are frequently constrained and shaped by deeply entrenched societal gender norms, thereby impeding their progression within the organizational hierarchy. This delineation underscores the complex interplay between organizational structures and societal dynamics, elucidating the pervasive nature of gender disparities within contemporary workplaces.
Additionally, the analysis serves to illuminate the pervasive systemic disadvantages confronted by women in pivotal organizational processes, notably in recruitment and promotion endeavors. Within these critical arenas, entrenched factors such as motherhood obligations and deeply ingrained gender biases emerge as formidable barriers thwarting the advancement of female employees. The intricate interplay of these obstacles further exacerbates the challenges faced by women, compounded by the omnipresent prevalence of a male-dominated leadership hierarchy. This pervasive dominance, bolstered by robust networks and enduring relationships among male counterparts, effectively perpetuates a cyclical pattern of gender inequality deeply entrenched within the organizational fabric.
In response to the insights gleaned from this study, a comprehensive array of recommendations is proffered, strategically aimed at augmenting and fortifying efforts to promote gender equality within the corporate realm. Businesses are emphatically urged to embrace a holistic approach, one that demonstrates a keen awareness of the intricate interplay between cultural and geographical determinants in shaping gender equality practices. This necessitates the implementation of meticulously tailored training sessions meticulously designed to elevate awareness and foster a culture of inclusivity. Furthermore, the imperative for the establishment of robust mechanisms for continuous monitoring is underscored, facilitating a perpetual cycle of assessment and refinement of gender equality initiatives.
Fundamentally, this exposition underscores the inescapable imperative for organizations to transcend superficial gestures and embark on a trajectory towards substantive structural reform. By embracing a comprehensive approach grounded in an acute appreciation of cultural nuances and geographical dynamics, businesses can pave a pathway towards the realization of a workplace environment characterized by equity and inclusivity, wherein the inherent potential of all employees, irrespective of gender, can be fully actualized and realized.
Furthermore, this scholarly investigation sheds light on the inherent inadequacies associated with exclusively relying on affirmative action practices as a purported panacea for addressing gender disparities within organizational settings. While such measures may offer temporary alleviation, they invariably prove insufficient in effecting enduring and transformative change. Instead, an impassioned entreaty is issued to businesses and policymakers to embrace a multifaceted and comprehensive approach, characterized by the incorporation of a diverse array of strategies aimed at fostering genuine gender equality.
Moreover, the insightful scrutiny into companies' strategies regarding gender equality reveals a concerning inclination towards superficiality, epitomized by the colloquially termed phenomenon known as 'pink washing'. This phenomenon encapsulates instances where companies engage in tokenistic gestures or cosmetic initiatives, ostensibly aimed at projecting an illusion of gender inclusivity, yet devoid of substantive change. Such superficial endeavors not only fail to address the root causes underpinning gender inequality but may inadvertently perpetuate it by obscuring the pressing need for structural reforms. Thus, a firm entreaty is issued for businesses to eschew superficial interventions and instead prioritize the implementation of profound structural changes aimed at dismantling systemic barriers to gender equality.
Furthermore, this thorough examination underscores the imperative for businesses to reevaluate their approaches to remote work models through a gender-sensitive lens. Despite the potential for remote work paradigms to disrupt traditional gender norms, deeply entrenched disparities persist, posing significant challenges to achieving true gender equality. To unlock the latent transformative potential within post-pandemic remote work paradigms, companies are strongly urged to adopt more expansive policies prioritizing flexibility, trust, and inclusivity. Such policies not only have the potential to enhance work-life balance and productivity but also to catalyze substantive progress towards the attainment of gender equality objectives.
By actively embracing such proactive measures, businesses can assume a pivotal role in fostering environments that are not only more equitable and inclusive but also inherently conducive to success. This imperative entails a concerted commitment to recognizing and appreciating the diverse talents and contributions of all employees, irrespective of gender. Informed by robust academic research and guided by the fundamental principles of social justice, organizations have the profound capacity to serve as catalysts for transformative change. By systematically dismantling entrenched systemic barriers and cultivating cultures that authentically prioritize gender equality, businesses can effectively harness their influence to drive tangible progress towards creating fairer workplaces.