INNOVATION WORKING TRENDS: A REVIEW ABOUT WELL-BEING AND WORK MOTIVATION RELATIONS OF PEOPLE WORKING FROM HOME

This paper reports on the well-being and work motivation interactions of people working from home. Therefore, whether demographic variables could create differentiation is the second issue of this research. For their benefit, companies prefer to switch remote working formats to be financially efficient and innovative for the most necessities, led by knowledge and computer-based innovation communication technologies. However, on the employee's side, it is still debated whether this approach is good, bad or sustainable for a long time. The relevance of this scientific problem decision is arguable because there are many aspects of remote working practices and employer/employee interactions for finding an optimum. Therefore, well-being and work motivation were selected as the research aspects because these factors could reflect the perceived status of people working from home. The survey was administered in Turkey 4 months a time via an online questionnaire, which consisted of the Multidimensional Working Motivation Scale, the Well-Being Index and demographic variables related to a total of 19 questions with 214 participants. The gathered data revealed that work motivation and well-being interact in a positive manner according to the correlation coefficient. was 0.177 (p<0.01). The interaction between the Amotivation subscale and Well-Being was negative. was found to be -0.306 (p<001). However, demographic variables impacting the differentiation of work motivation and well-being are considered demographic variables, as not all demographic variables have the same impact on work motivation and well-being. The identified Regulation, Intrinsic Motivation and Well-Being interaction were also found to be positive, as they had correlation coefficients of 0.383 and 0.351, respectively. On the other hand, for demographic variable differential effect purposes, age and income had meaningful differential effects on well-being; 35- to 44-year-old people had more well-being points (57.2), and those whose income was higher had a better well-being situation (56.45) than others. However, for work motivation evaluation, there was no meaningful effect of demographic variables.