Özet:

In recent years, the increase in the number of global organizations, which provide products and services with quality and improvements in technology and competitiveness, caused significant changes in working arrangements and flexibility of workplace and conditions. Additionally, employees demand flexible working practices to improve their work-life balance. On the other hand, increasing the number of flexible employees in workplaces leads to challenges for organizations. Flexible work can be effective if used consistently throughout the organization. Flexible work improves organizational performance as employees work at the most productive hours and increases organizational commitment. On the other hand, flexible labour policy can lead to perceptions of injustice and disrupt labour relations. In addition, it helps reduce occupational stress due to fewer work-life conflicts for employees. However, it can create stress if the flow of information is impaired. In this context, although labour flexibility can be defined as a strategy for adapting to the changing needs of organizations both internally and externally, it presents challenges for both employers and employees. In this article, the goal is to examine the types, content, effectiveness, advantages and disadvantages of labour flexibility methods and to show the effect on the employees. The induction method is applied in the study.

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