Building a bridge between 'New Ways of Working' and teamwork behavior
Building a bridge between 'New Ways of Working' and teamwork behavior.
research focused on different variables. NWW is a variable which
consists of four dimensions: teleworking, flexible working places,
flexible working hours and IT usage. In this research, the relationship
between the four dimensions of NWW with productivity and organizational
commitment was examined. Furthermore, the influence of teamwork behavior
via face-to-face- and computer mediated communication (virtual) on
these relationships was tested.
To test the influences of different variables, a quantitative research
was conducted in the form of structured surveys. Surveys were conducted
online at twelve Dutch companies (N=347), of which Rabobank Utrecht
Operations employees were the biggest group of respondents (N=296).
NWW enable workers to work independently of time, place and technology.
This makes it likely that co-workers meet each other less at work this
changes the way they informally interact with each other and changes
the teamwork behavior. The hypothesis of the relationship between NWW
and the outcome variables organizational commitment and productivity can
be confirmed, but only with very small influences of NWW on
productivity (1,4%). Also, the relationship between NWW and
organizational commitment can be confirmed with 2,1%.
To be able to stimulate the outcome variables of NWW via teamwork
behavior, it was found that teamwork behavior positively influences the
realization of the benefits of NWW. This does not mean that
organizations should immediately implement (components of) NWW to
increase employees’ productivity, because it depends on different
factors. Besides that, this Master Thesis strengthens the scientific
literature with a confirmation of organizational commitment as a
positive outcome of implementing (components of ) NWW. However, this
does not mean that organizations should directly and only implement
(components of) NWW to increase the organizational commitment of its
employees. The components flexible workplaces at work, flexible working
hours, and IT have proven to contribute to the organizational commitment
of employees. This Master Thesis found that teleworking does not
significantly contribute to organizational commitment.
The hypotheses stated for teamwork behavior as a moderator were all
rejected. Despite the rejections of the hypotheses, the teamwork
behaviors do have an influence on productivity and organizational
commitment. Therefore, this research is not only interesting for
organizations but also for their leaders since it is proven that the
teamwork behaviors more strongly correlate with organizational
commitment or productivity than NWW with these outcome variables.
|Item Type:||Essay (Master)|
|Faculty:||MB: Management and Governance|
|Subject:||85 business administration, organizational science|
|Programme:||Business Administration MSc (60644)|
|Link to this item:||http://purl.utwente.nl/essays/67034|
|Export this item as:||BibTeX|
Building a bridge between 'New Ways of Working' and teamwork behavior - University of Twente Student Theses