Flexible Work Management System Standards Development Project: Practices Supporting Business Continuity and Employee Psychological Well-Being

The project aims to establish a flexible working management standard that determines the flexible working systematic, supports the psychological well-being of the employees and the resilience of the organizations. In the research, in which the practices in organizations that rapidly transition to flexible working in COVID-19 conditions are examined with qualitative methods, employee experiences are examined with quantitative methods, the principles of effective and sustainable management of working with time and / or space flexibility in individuals and organizations are presented. In terms of flexible working styles, three main working styles emerge: flexibility of space, flexibility of time and flexibility of mixed. The draft standard called "Time and/or Space Flexibility Work Management Standard", which will guide the structuring of these working styles, is a guiding guide that blends human resources processes with a legal perspective. Qualitative and quantitative findings show the importance of digital infrastructure, taking into account the needs of employees during the transition to flexible working and the attitude of managers towards flexible working. In this process, the most critical variables that determine the psychological well-being of employees are; the employees' own homes are suitable for flexible working, flexible working does not create a perception that personal boundaries are violated, internal trust in the organization and the support given by the managers during the quarantine period. The most decisive factors in terms of organizational resilience are the trust within the organization and the attitude of the senior management during the quarantine period. Management inspires confidence and demonstrates strong leadership; companies' rapid adaptation to legal and health regulations; It plays a critical role to be in consensus and to inform regularly about the current situation and developments. In order to manage flexible working with sustainable use of individual and organizational resources, necessary digital infrastructure, equipment, in-kind and financial support should be provided. Fair wages and benefits must be maintained. These will reinforce the sense of trust within the organization. Socialization appears to play a critical role in flexible working; Employees should be prevented from feeling lonely by the communication of managers not limited to job demands. Activities that will strengthen relationships, psychological well-being and practices that support physical health should be offered to employees. Organizations should avoid approaches that reinforce traditional roles assigned to women and men; career and promotion opportunities should not be undermined. In order to establish systematic flexible working processes, studies should be initiated to transform the standard, which is consistent with the legislation, into a national standard in this project, and an international standard should be pioneered.