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"Peningkatan kompleksitas dan keberagaman dalam dunia kerja, terutama pasca pandemi COVID-19, telah memperkuat diskusi mengenai turnover intention, khususnya pada karyawan generasi Z. Salah satu respons strategis terhadap isu ini adalah penerapan flexible work arrangement yang diyakini dapat mempengaruhi keinginan karyawan untuk tetap bertahan di pekerjaannya. Penelitian ini bertujuan untuk mengkaji pengaruh dari flexible work arrangement terhadap turnover intention dengan job satisfaction sebagai variabel mediasi pada karyawan generasi Z di Daerah Khusus Jakarta. Penelitian ini menggunakan pendekatan kuantitatif dengan teknik purposive sampling dan mengumpulkan data dari 203 responden valid melalui kuesioner terstruktur. Analisis data dilakukan menggunakan metode Structural Equation Modeling - Partial Least Squares (SEM-PLS) dengan bantuan perangkat lunak SmartPLS 4. Hasil penelitian menunjukkan bahwa flexible work arrangement berpengaruh negatif terhadap turnover intention, baik secara langsung maupun tidak langsung melalui mediasi job satisfaction. Selain itu, flexible work arrangement memiliki pengaruh positif yang signifikan terhadap job satisfaction, sedangkan job satisfaction berpengaruh negatif terhadap turnover intention. Temuan ini menunjukkan bahwa peningkatan fleksibilitas kerja dapat meningkatkan job satisfaction dan menurunkan turnover intention, khususnya pada tenaga kerja generasi Z di Jakarta.

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The increasing complexity and diversity of the workforce, particularly after the COVID-19 pandemic, has heightened discussions on turnover intention, especially among Generation Z employees. One strategic response to this issue is the implementation of flexible work arrangement, which is believed to influence employees' desire to remain in their jobs. This study aims to examine the influence of flexible work arrangement on turnover intention with job satisfaction as a mediating variable, specifically among Generation Z employees in the Special Capital Region of Jakarta. This research adopts a quantitative approach using purposive sampling and gathers data from 203 respondents through structured questionnaires. The data is analyzed using Structural Equation Modeling - Partial Least Squares (SEM-PLS) with the SmartPLS 4 software. The findings reveal that flexible work arrangement has a negative influence on turnover intention, both directly and indirectly through the mediating role of job satisfaction. Additionally, flexible work arrangement has a significant positive effect on job satisfaction, while job satisfaction itself negatively influences turnover intention. These findings suggest that enhancing workplace flexibility can improve job satisfaction and reduce turnover intention, particularly for the Generation Z workforce in Jakarta."

"Penelitian ini bertujuan untuk melihat hubungan antara pengaturan kerja fleksibel (Flexible Work Arrangement) dengan pengambilan keputusan secara etis (Ethical Decision Making) yang dimediasi oleh keterlibatan karyawan (Employee Engagement). Penelitian ini merupakan penelitian korelasional yang dilakukan secara kuantitatif dengan menggunakan skala. Pengambilan data dilakukan melalui cross sectional study dengan melakukan survei secara online. Sebanyak 301 data partisipan digunakan dalam penelitian ini. Data diolah dengan menggunakan model 4 PROCESS, mediasi Hayes (2018). Hasil penelitian ini  menunjukkan bahwa Flexible Work Arrangement mempengaruhi Ethical Decision Making secara langsung dengan nilai efek sebesar 0,66. Sementara nilai pengaruh antara Flexible Work Arrangement terhadap Ethical Decision Making melalui mediasi Employee Engagement  adalah sebesar 0,80. Employee Engagement memiliki peran dalam memediasi hubungan antara Flexible Work Arrangement dan Ethical Decision Making secara parsial. Korelasi hubungan antara Flexible Work Arrangement terhadap Ethical Decision Making lebih besar melalui mediasi Employee Engagement dibandingkan dengan korelasi secara langsung. Sehingga penerapan Flexible Work Arrangement dapat menjadi anteseden untuk Employee Engagement yang akan dapat meningkatkan Ethical Decision Making pada karyawan di dalam organisasi.

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The purpose of this study is to investigate  the influence of Flexible Work Arrangements (FWA) on Ethical Decision Making (EDM) which is mediated by Employee Engagement (EE). This is a correlational study conducted quantitavely using scales. Data is collected by cross sectional study with an online survey. This study using 301 participant’s data. Data is processed by model 4 PROCESS, mediation Hayes (2018).

The result shows that the direct effect of flexible work arrangement on Ethical Decision Making is 0,6567. While the effect of flexible work arrangement on ethical decision making through the mediation of employee engagement is 0,8013. Employee engagement has a role in mediating the influence of flexible work arrangement on ethical decision making partially. There is a greater correlation between the influence of flexible work arrangement on ethical decision making through the mediation of employee engagement compare to direct effect. Flexible work arrangement can be an antecedent of employee engagement that improve ethical decision making of employees in organizations."

"Perusahaan perlu kemampuan adaptasi dalam memberikan lingkungan kerja yang fleksibel yang memiliki dampak langsung dan/atau tidak langsung pada kinerja pekerjaan. Flexible work arrangement (FWA) saat ini sudah menjadi tren di banyak perusahaan. Penelitian ini bertujuan untuk menganalisis FWA terhadap employee performance dengan supervisor support dan work engagement sebagai mediasi. Jenis penelitian yang digunakan adalah kuantitatif dengan pengambilan data melalui metode survei. Jumlah responden terkumpul sebanyak 316 karyawan yang bekerja perusahaan startup digital di Indonesia. Data diolah menggunakan metode analisis Structural Equation Model (SEM). Hasil penelitian menunjukkan melalui mediasi work engagement dan supervisor support berpengaruh pada hubungan FWA terhadap employee performance. Hasil penelitian menunjukkan work engagement sebagai mediasi hubungan antara supervisor support dan employee performance. Supervisor support dalam bentuk dukungan bantuan pada karyawan membuat mereka merasa lebih dihargai sehingga memengaruhi kinerja pekerjaan dan keterlibatan kerja yang tinggi meningkatkan kinerja karyawan saat menggunakan pengaturan kerja fleksibel. 

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To cope with unprecedented change, remote work provides organizations with an option for a flexible work arrangement (FWA) environment to maintain performance during turbulent situations, recent research has reported that the practice has gained popularity among employees. It is essential to deepen our knowledge about the performance of employees in the context of FWA because the results of previous studies are contradictory. This study aims to examine the mediating role of work engagement and supervisor support on the relationship between FWA and employee performance. The data were collected from 316 employees working in digital startup companies in Indonesia. The research is analyzed using structural equation modeling (SEM). The results show work engagement and supervisor support as a mediating role have an effect on the relationship between FWA and employee performance. The results found work engagement as a mediating relationship between supervisor support and employee performance. Supervisory support in the form of support for employees makes them feel more valued so it affects job performance and high work involvement improves employee performance while practicing flexible work arrangements "

"Instansi pemerintah merupakan salah satu dari delapan klaster sebagai penyumbang kasus Covid-19 terbesar di Indonesia. Oleh karena itu, mekanisme kerja yang lebih fleksibel atau flexible working arrangement menjadi alternatif yang semakin dipertimbangkan pada masa pandemi Covid-19. Meski demikian, dampak dari implementasi flexible working arrangement terhadap kinerja individu maupun organisasi masih menjadi perdebatan. Di sisi lain, beberapa studi mengidentifikasi bahwa dukungan dari atasan juga dapat mempengaruhi dampak psikologis karyawan yang akan berimplikasi pada pencapaian work-life balance karyawan. Tercapainya work-life balance diharapkan dapat menghasilkan outcomes yang positif dari para karyawan di antaranya kepuasan kerja dan kinerja yang tinggi. Penelitian ini bertujuan untuk mengidentifikasi hubungan antara flexible work arrangement, dukungan atasan terhadap kepuasan dan kinerja, dimediasi oleh work-life balance pada pegawai ASN pada instansi pemerintah di Indonesia. Penelitian ini merupakan penelitian kuantitatif. Data penelitian diperoleh melalui kuesioner yang dilakukan dengan menggunakan cross sectional design. Kuesioner disebarkan secara online dan memperoleh 391 responden yang meliputi pegawai ASN yang telah bekerja setidaknya selama satu tahun pada instansi pemerintah di Indonesia. Analisis hubungan antar variabel dilakukan melalui Structural Equation Modeling (SEM) menggunakan bantuan software LISREL. Hasil dari penelitian menunjukkan bahwa supervisor support dan flexible working arrangement secara signifikan mempengaruhi kepuasan kerja (job satisfaction) yang dimediasi oleh work-life balance. Secara lebih lanjut, penelitian ini menemukan bahwa kepuasan kerja memiliki hubungan langsung terhadap kinerja (job performance). Dengan demikian, dapat disimpulkan bahwa supervisor support dan flexible working arrangement secara tidak langsung dapat mempengaruhi job performance.

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Government institutions are on of the eight clusters as the largest contributors of Covid-19 cases in Indonesia. Therefore, a more flexible working mechanism or flexible working arrangement to become alternative that is increasingly being considered during the Covid-19 pandemic. However, the impact of flexible working arrangements implementation on individual and organizational performance is still a matter of debate. On the other hand, several studies have identified that support from supervisor also have a role in influencing the psychological impact on employees which will have implications to the employees’ work-life balance. The achievement of work-life balance is expected to produce positive outcomes, including the achievement of job satisfaction and high performance. This study aims to identify the relationship between flexible working arrangements, supervisor support on job satisfaction and job performance, mediated by the work-life balance of civil servants in government institutions in Indonesia. This research is a quantitative research. The data were collected by distributing questionnaire conducted using a cross sectional design. The questionnaire was distributed online and obtained 391 respondents which included civil servants who have worked for at least one year in government institution in Indonesia. The relationship between variables was carried out through Structural Equation Modeling (SEM) using LISREL software. The results of the study indicate that supervisor support and flexible working arrangements significantly affect job satisfaction mediated by work-life balance. Furthermore, this study found that job satisfaction has a direct relationship to job performance. Thus, it can be concluded that supervisor support and flexible working arrangements indirectly affect employees’ job performance."

"Tidak ada kesimpulan pasti mengenai dampak pengaturan kerja fleksibel (Flexible Work Arrangements/FWA) terhadap kinerja pegawai, meskipun penelitian telah dilakukan secara ekstensif. Hal ini umumnya disebabkan oleh pandangan terhadap fenomena FWA dari satu perspektif saja (perspektif pegawai atau organisasi). Berdasarkan teori social exchange theory, psychological contract theory, self determinant theory, self cognitive theory, social support theory dan Job Demands-Resources (JD-R) model, penelitian ini menganalisis pengaruh dua bentuk FWA (flexibility as a contribution dan flexibility as an inducement) terhadap kinerja pegawai dalam kacamata pluralist frame of reference. Penelitian meneliti peran mediasi employee well-being serta moderasi dari e-work self-efficacy, work autonomy, dan social support terhadap kinerja pegawai pada kedua bentuk FWA.Survei daring dilakukan untuk mengumpulkan data berdasarkan desain cross-sectional, dengan total 546 responden yang dikumpulkan dari pegawai di industri berbasis teknologi. Hasil analisis Partial Least Squares-Structural Equation Modeling (PLS-SEM) menunjukkan bahwa bahwa flexibility as a contribution secara signifikan menunjukkan dampak negatif terhadap seluruh dimensi kinerja pegawai (task, contextual, dan adaptive), sedangkan flexibility as an inducement secara signifikan menunjukkan dampak positif terhadap ketiganya, dengan efek mediasi parsial dari aspek psychological, social, dan physical well-being terutama pada jalur pengaruh flexibility as an inducement. Selain itu, e-work self-efficacy, work autonomy, dan social support terbukti memoderasi hubungan-hubungan tersebut, meskipun tidak secara merata pada semua dimensi kinerja pegawai dan employee well-being. Temuan ini mengindikasikan bahwa flexibility as an inducement cenderung meningkatkan kinerja pegawai dan employee well-being, sedangkan flexibility as a contribution justru dapat menjadi sumber tekanan yang merugikan bagi pegawai, kecuali diredam oleh faktor-faktor struktural, psikologis, dan sosial tertentu.

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There is no definitive conclusion has been reached regarding the impact of Flexible Work Arrangements (FWA) on employee performance, despite extensive research. This is primarily attributed to the tendency to examine the FWA phenomenon from a singular perspective, either that of the employee or the organization. Grounded in Social Exchange Theory, Psychological Contract Theory, Self-Determination Theory, Self-Cognitive Theory, Social Support Theory, and the Job Demands-Resources (JD-R) model, this study analyzes the effects of two forms of FWA—flexibility as a contribution and flexibility as an inducement—on employee performance through a pluralist frame of reference. The research investigates the mediating role of employee well-being and the moderating effects of e-work self-efficacy, work autonomy, and social support on employee performance across both forms of FWA.

An online survey was conducted to collect data based on a cross-sectional design, yielding a total of 546 valid responses from employees in technology-based industries. The results of Partial Least Squares-Structural Equation Modeling (PLS-SEM) analysis indicate that flexibility as a contribution significantly exerts a negative impact on all dimensions of employee performance (task, contextual, and adaptive). In contrast, flexibility as an inducement significantly demonstrates a positive impact on these dimensions, with partial mediation effects from psychological, social, and physical well-being, particularly in the pathway of flexibility as an inducement. Furthermore, e-work self-efficacy, work autonomy, and social support were found to moderate these relationships, though not uniformly across all dimensions of employee performance and well-being. These findings suggest that flexibility as an inducement tends to enhance employee performance and well-being, whereas flexibility as a contribution may serve as a source of stress that is detrimental to employees unless mitigated by specific structural, psychological, and social factors."