University of Twente Student Theses

“Maar dat wil niet zeggen dat ik hem of haar minder aardig vind” : een onderzoek naar de invloed van Het Nieuwe Werken op de identiteit en identificatie bij medewerkers op organisatie, afdeling en werkniveau.

Valkhof, A.C. (2012) “Maar dat wil niet zeggen dat ik hem of haar minder aardig vind” : een onderzoek naar de invloed van Het Nieuwe Werken op de identiteit en identificatie bij medewerkers op organisatie, afdeling en werkniveau.

PDF
1MB

Abstract:	Changes in the workplace lead to more interest in new forms of working. “Het Nieuwe Werken” (HNW) is a new way of working. HNW is a form of working where employees work time and place independent. This leads to changes within the organization itself but also for her employees. This thesis focusses on the changes for employees and looks at the influence of HNW on identity and identification on three levels: organizational, departmental and work level. The research is conducted through 32 interviews with members of a bank-insurance company in the Netherlands, SNS REAAL. The employees where divided in three different groups, the first group did not participate in the new way of working, the second group used HNW for a short amount of time and the third group used HNW for 10 months or longer. The results can be distinguished in three parts. The first part goes into detail on the expectations and actual experiences of HNW. The second part explores the differences in organizational and departmental identity levels. The final part investigates the changes in identification on organizational, departmental and work level. The results show that the organizational identity stays the same but that there are indeed changes on department level. Mostly because the face to face communication between co-workers lessens and therefore the bond between coworkers also lessens. The results on identification show that there is a light decrease in identification with the organization. This might be explained with the fact that employees are less present in the organization and therefore don’t have as much exposure to the organization. The identification with the department also decreases; this can also be explained with the fact that the employees are less on the department itself but also because the interaction among co-workers decreases. The identification with work stays the same. This can be explained because the type of work stays the same and employees will still be confronted with their work every day, unlike the department or the organization. Concluding there can be reported that HNW has influence on the identity of the department and on the identification of employees with the organization and their own department. The conclusions are based on qualitative research alone, for future research it is important to test these conclusions on a quantitative way as well, preferably on longer bases, in different organizations.
Item Type:	Essay (Master)
Faculty:	BMS: Behavioural, Management and Social Sciences
Subject:	05 communication studies
Programme:	Communication Studies MSc (60713)
Link to this item:	https://purl.utwente.nl/essays/62277
Export this item as:	BibTeX EndNote HTML Citation Reference Manager

Show download statistics for this publication

Repository Staff Only: item control page