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"Penelitian ini bertujuan untuk menganalisis pengaruh flexibility of work terhadap employee productivity dengan work life balance dan employee wellbeing sebagai variabel mediasi pada karyawan perusahaan e-commerce di Jabodetabek. Penelitian ini menggunakan pendekatan kuantitatif dan metode survei pada karyawan perusahaan e-commerce di Jabodetabek. Peneliti menggunakan metode Average Variance Extracted (AVE) untuk uji validitas dan Cronbach;s Alpha utntuk uji reliabilitas. 135 data responden yang berhasil didapatkan dioleh dengan Structural Equation Modelling (SEM) menggunakan aplikasi SmartPLS. Hasil temuan penelitian ini menunjukkan bahwa work life balance dan employee wellbeing mempunyai pengaruh langsung yang signifikan terhadap employee porductivity. Selanjutnya, flexibility of work mempunyai pengaruh langsung dan tak langsung yang signifikan terhadap employee productivity.

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This study aims to analyse the effect of flexibility of work on employee productivity dengan work life balance and employee wellbeing as median variable employees of e-commerce companies in Jabodetabek. This study uses a quantitative approach and survey methods on employees of e-commerce companies in Jabodetabek. The researcher used the Average Variance Extracted (AVE) methot to test the validity and Cronbach’s Alpha to test the reliability. 135 respondent data that were obtained successfully were use Structural Equation Model (SEM) for hypotesis testing. The findings of this study indicate that work life balance and employee wellbeing have a significant direct influence on employee productivity. Furthermore, flexibility of work has significant direct and indirect influence on employee productivity."

"Sumber daya manusia merupakan aspek penting dalam perusahaan. Untuk itu, penting bagi manajemen SDM untuk mengatur sumber daya manusia perusahaan untuk mencapai kepuasan kerja karyawan dan keseimbangan antara kehidupan dan pekerjaan karyawan. Unsur work-life balance merupakan salah satu yang terpenting dalam mencapai kepuasan kerja karyawan. Hal ini juga dapat membantu mengurangi jumlah turnover intention yang sering terjadi pada perusahaan advertising agency. Penelitian ini bertujuan untuk mengetahui pengaruh Flexible Work Arrangements (FWA), Turnover Intention, Work-life Balance, dan Job Satisfaction pada karyawan advertising agency. Penelitian akan dilakukan terhadap 210 responden yakni pegawai tetap dengan menggunakan alat ukur SRQ-20 (Self-Reporting Questioner -20), IPWQ (Individual Performance Work Questionnaire) dan menganalisis pengaruhnya menggunakan PLS SEM. Pengumpulan data dilakukan secara online dan menggunakan teknik convenience sampling dan dilakukan selama 1 bulan. Hasil kajian tersebut menunjukkan adanya pengaruh positif dari praktif flexible work arrangement terhadap job satisfaction dan work-life balance. Sementara, dengan flexible work arrangemnet, work-life balance, dan job satisfaction yang tinggi memberikan pengaruh negatif terhadap turnover intention. Implikasi manajerial dari penelitian ini dapat dipertimbangkan sebagai solusi untuk meningkatkan kepuasan kerja, keseimbangan antara kerja dan kehidupan pribadi serta dapat menurunkan angka turnover intention.

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Human resources are an important aspect in the company. For this reason, it is important for Human Resource management to regulate the company's human resources to achieve employee job satisfaction and work-life balance. The element of work-life balance is one of the most important in achieving employee job satisfaction. This can also help reduce the number of turnover intentions that often occur in advertising agency companies.This study aims to determine the effect of Flexible Work Arrangements (FWA), Turnover Intention, Work-life Balance, and Job Satisfaction on advertising agency employees. The research will be conducted on 210 respondents, namely permanent employees, using the measuring instrument SRQ-20 (Self-Reporting Questioner -20), IPWQ (Individual Performance Work Questionnaire) and analyzing its effect using PLS SEM. Data collection was done online and using convenience sampling technique and was carried out for 1 month. The results of this study indicate that there is a positive effect of practical flexible work arrangements on job satisfaction and work-life balance. Meanwhile, with high flexible work arrangements, work-life balance, and job satisfaction proved they have a negative influence on turnover intention. The result from this research could be considered as managerial implication for a solution to increase job satisfaction, work-life balance, and reduce turnover intention."

"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 "

"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."

"Penelitian ini bertujuan untuk menguji flexible work arrangements (FWA) dan organizational culture (OC) dalam memprediksi ethical decision making (EDM) ketika didukung oleh technological utilization (TU). Tingginya tuntutan pekerjaan seringkali memunculkan situasi dilema terutama yang berkaitan dengan EDM, sehingga karyawan perlu mempertimbangkan konsekuensi keputusan baik secara moral maupun hukum. FWA dan OC merupakan faktor organisasi yang berperan dalam memprediksi EDM, terutama ketika didukung dengan TU, tren situasi kerja tersebut banyak mengalami perubahan sehingga perlu diteliti lebih lanjut. Penelitian ini menggunakan eksperimen berupa vignette dengan desain faktorial 2x2 between subject dan melibatkan 225 partisipan. Hasil yang signifikan terdapat pada interaksi OC dan TU dalam memprediksi EDM, sementara interaksi FWA dan OC, efek moderasi FWA dan TU, serta moderated-moderation antara FWA, OC, dan TU dalam memprediksi EDM menunjukkan hasil yang tidak signifikan. Penelitian mendatang perlu mempertimbangkan faktor individu dalam memprediksi EDM dan menyesuaikan skenario dengan karakteristik partisipan.

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This research aimed to investigate how flexible work arrangements (FWA) and organizational culture (OC) predict ethical decision making (EDM) when moderated by technological utilization (TU). High job demands often create a dilemma situation related to EDM. Therefore, employees need to consider the moral and legal consequences of the decision. FWA and OC are organizational factors that predict EDM, when supported by TU, many changes have occured in this work situation so further investigation is needed. Present research uses experimental approach (using vignette) with 2x2 between-subject that involve 225 participants. OC has a significant impact on predicting EDM when supported by TU. Further, the interactions between FWA and OC, moderation effect between FWA and TU, and moderated- moderation between FWA, OC, and TU in predicting EDM do not have a significant impact. Next research need to consider individual factors in predicting EDM and conform scenario with participant characteristics."

"Gen Z yang memasuki dunia kerja dituntut untuk memiliki perilaku kerja inovatif. Salah satu kebijakan organisasi yang berperan dalam meningkatkan perilaku kerja inovatif dan sesuai dengan karakteristik Gen Z adalah pengaturan kerja fleksibel. Pada penelitian ini, peneliti ingin melihat hubungan antara pengaturan kerja fleksibel dan perilaku kerja inovatif pada karyawan Gen Z yang menjalankan pengaturan kerja fleksibel (WFA/hybrid). Peneliti juga ingin melihat perbedaan perilaku kerja inovatif antara karyawan Gen Z yang bekerja secara fleksibel dengan yang bekerja dari kantor. Partisipan merupakan 217 orang berusia 18-28 tahun, sedang bekerja secara WFO/WFA/hybrid, dan berdomisili di Indonesia. Hasil analisis dengan bootstrap (N= 1000) menunjukkan bahwa pengaturan kerja fleksibel dapat memprediksi perilaku kerja inovatif secara positif dan signifikan (β= 0.23, p= 0.02). Pengaturan kerja fleksibel dapat menjelaskan 5.7% varians dari perilaku kerja inovatif. Hasil analisis juga menunjukkan perbedaan perilaku kerja inovatif antara karyawan Gen Z yang bekerja secara fleksibel (M= 38.58, SD= 7.84) dan karyawan Gen Z yang bekerja dari kantor (M= 33.85, SD= 9.60), signifikan secara statistik, t(215)= 3.88, p= 0.00. Penelitian ini menyarankan perusahaan untuk mulai menerapkan lebih banyak pengaturan kerja fleksibel agar karyawan merasa nyaman dan termotivasi untuk memberikan ide yang inovatif.

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Gen Z employees are required to have innovative work behaviors. An organizational policy that could increase innovative work behavior and is in accordance with Gen Z characteristics is flexible work arrangements. In this study, researchers want to see the relationship between flexible work arrangements and innovative work behavior among Gen Z employees who work flexibly (WFA/hybrid). Researchers also want to see differences in innovative work behavior between Gen Z employees who work flexibly and those who work from an office. Participants are 217 people aged 18–28 years old, currently working on a WFO/WFA/hybrid basis, and domiciled in Indonesia. The bootstrap analysis (N= 1000) shows that flexible work arrangements can positively and significantly predict innovative work behavior (β= 0.23, p= 0.02). Flexible work arrangements can explain 5.7% of the variance in innovative work behaviors. The analysis also shows differences in innovative work behaviors between Gen Z employees who work flexibly (M = 38.58, SD = 7.84) and who work from offices (M= 33.85, SD= 9.60), statistically significant, >t(215)= 3.88, p= 0.00. This research suggests that companies start implementing more flexible working arrangements so that employees feel comfortable and motivated to come up with innovative ideas."

"Penelitian ini bertujuan untuk menguji pengaruh work-life balance terhadap employee engagement pada milenial PT XYZ melalui persepsi kepuasan kerja. Teknik penelitian yang digunakan adalah survey dan studi pustaka dari penelitian dengan topik sejenis yang telah dilakukan sebelumnya. Sampel yang digunakan dalam penelitian ini berjumlah 102 responden, dan diperoleh dengan menggunakan teknik purposive sampling. Berdasarkan hasil uji regresi yang telah dilakukan menunjukkan bahwa work-life balance berpengaruh signifikan terhadap kepuasan kerja, kepuasan kerja berpengaruh signifikan terhadap employee engagement, dan work-life balance berpengaruh signifikan terhadap employee engagement. Kemudian berdasarkan hasil analisis kausal step yang dilakukan, kepuasan kerja dapat dikatakan sebagai variabel mediasi dalam hubungan work-life balance dengan employee engagement yang bersifat parsial dan signifikan.

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This study aims to examine the effect of work-life balance on employee engagement at PT XYZ millennials through perceptions of job satisfaction. The research technique used was survey and literature study of research with similar topics that had been done previously. The sample used in this study amounted to 102 respondents, and obtained using purposive sampling technique. Based on the results of regression tests that have been conducted, it shows that work-life balance has a significant effect on job satisfaction, job satisfaction has a significant effect on employee engagement, and work-life balance has a significant effect on employee engagement. Then based on the results of the causal step analysis carried out, job satisfaction can be said to be a mediating variable in the work-life balance relationship with employee engagement which is partial and significant.

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"Penelitian ini bertujuan untuk menganalisis tingkat kesiapan pegawai Sekretariat Jenderal Kementerian Keuangan RI untuk berubah dalam menerapkan standarisasi sistem kerja fleksibel. Readiness for Change dalam penelitian ini mencakup empat dimensi yang mencakup appropriateness (keyakinan individu perubahan dapat bermanfaat bagi organisasi), change efficacy (keyakinan kemampuan individu dalam melaksanakan suatu perubahan), management support (dukungan pimpinan), dan personal valance (manfaat individu). Penelitian ini menggunakan pendekatan kuantitatif dan menggunakan teknik pengumpulan data mixed methods yaitu melakukan penyebaran survei dan wawancara mendalam. Data didapatkan dari penyebaran kuesioner melalui Google Form yang dibagikan kepada pegawai Sekretariat Jenderal Kementerian Keuangan sebanyak 125 responden. Data yang terkumpul dianalisis dengan menggunakan perangkat lunak SPSS, dengan menggunakan analisis statistik deskriptif. Temuan dari penelitian ini menunjukkan bahwa mayoritas tingkat kesiapan pegawai untuk berubah dalam menerapkan standarisasi sistem kerja fleksibel adalah tergolong kedalam kategori tinggi. Namun, secara statistik terdapat perbedaan tingkat kesiapan yang signifikan di antara karakteristik pegawai berdasarkan jenjang pendidikan, usia/generasi, tingkat jabatan, dan unit bagian/biro. Akan tetapi, sebagian pegawai masih berasumsi bahwa pimpinan belum berkomitmen penuh dalam penerapan sistem kerja fleksibel. Hasil penelitian yang ditemukan dapat membantu Sekretariat Jenderal Kementerian Keuangan dalam penerapan sistem kerja fleksibel agar dapat berkomitmen secara penuh lagi dalam penerapannya.

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This research aims to analyze the level of readiness for change of employees of the General Secretariat of the Ministry of Finance of the Republic of Indonesia in implementing standardized, flexible work systems. Readiness for Change in this study includes four dimensions: appropriateness (individual belief that change can benefit the organization), change efficacy (individual belief in their ability to implement change), management support (leadership support), and personal valence (individual benefits). This study uses a quantitative approach and employs mixed methods data collection techniques, namely distributing surveys and conducting in-depth interviews. Data were obtained by distributing questionnaires via Google Forms to 125 employees of the General Secretariat of the Ministry of Finance. The collected data were analyzed using SPSS software, employing descriptive statistical analysis. Findings from this research indicate that most employees' readiness levels for change in implementing standardized, flexible work systems are classified as high. However, statistically significant differences in readiness levels exist among employee characteristics based on educational background, age/generation, job level, and department/unit. Nonetheless, some employees still assume that leadership must fully commit to implementing flexible work systems. The research findings can assist the General Secretariat of the Ministry of Finance in implementing flexible work systems and recommitting fully to their implementation."

"Penelitian ini ditulis dengan tujuan untuk mengetahui pengaruh work-life balance dan transformational leadership terhadap employee engagement di PT Great Giant Foods, Jakarta Indonesia sebagai salah satu manufaktur terbesar di Indonesia. Teori yang digunakan dalam penelitian ini adalah employee engagement dari Hewitt (2004), work-life balance dari Fisher (2001), dan transformational leadership dari Bass and Avolio (2003). Penelitian ini menggunakan metode kuantitatif dengan total sampel sama dengan populasi sebanyak 191 karyawan di PT Great Giant Foods. Penelitian ini akan dilakukan pada satu waktu di PT Great Giant Foods, Jakarta Indonesia. Selain. Pengumpulan data dengan mendistribusikan kuesioner kepada karyawan Great Giant Foods, Jakarta Indonesia. Hasil perolehan data akan diolah dengan SPSS. Hasil penelitian ini menunjukan bahwa terdapat pengaruh positif dari Work-Life Balance dan Transformational Leadership terhadap Employee Engagement pada Great Giant Foods baik secara parsial maupun simultan.The purpose of this study is to find out the effect of work balance and transformational leadership on employee engagement. The employes targeted would be from PT Great Giant Foods, Jakarta Indonesia, on of the largest manufacturers in Indonesia. Theories used in this study are employee engagement from Hewitt (2004), work-life balance from Fisher (2001), and transformational leadership from Bass and Avolio (2003). This research would be carried out in quantitative methods to a population of 191 employees at PT Great Giant Foods using cross sectional research type sampling to obtain information on a case at a certain point in time (Neuman, 2015). This research will be conducted at PT Great Giant Foods, Jakarta Indonesia and questionnairres will be distributed for data collection then all acquired data would be processed with SPSS. The results of this study indicate that there is a positive impact of Work-Life Balance and Transformational Leadership on Employee Engagement in Great Giant Foods, both partially and simultaneously."

"Job Performance karyawan menjadi salah satu hal krusial yang mempengaruhi kinerja perusahaan sehingga perusahaan perlu memperhatikan kinerja karyawannya. Salah satu hal yang mempengaruhinya adalah work-life balance. Banyak peneliti telah menerangkan bahwa work-life balance karyawan merangsang psychological wellbeing yang memengaruhi job performance. Job performance sendiri merupakan output dari work effort. Penelitian ini menggunakan desain konklusif dan deskriptif dengan pengambilan data single-cross sectional dan self-ratings survei. Structural Equation Modelling digunakan untuk menganalisis data. Penelitian ini menemukan bahwa psychological wellbeing tidak memediasi pengaruh Work-life balance terhadap work effort. Namun tetap menemukan bahwa work-life balance mempengaruhi psychological wellbeing dan work effort. Hal ini membuktikan pentingnya work-life balance bagi karyawan dan perusahaan. Di sisi lain job satisfaction memoderasi pengaruh work-life balance terhadap psychological wellbeing dan langsung mempengaruhi psychological wellbeing. Berdasarkan hasil tersebut perusahaan perlu menciptakan lingkungan yang mendukung work-life balance karyawan agar dapat meningkatkan work effort dan psychological wellbeing karyawan. Di sisi lain job satisfaction karyawan juga harus mendapat perhatian serius oleh perusahaan sehingga psychological wellbeing karyawan juga meningkat.

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Employee Job Performance is one of the crucial things that affect company performance so companies need to pay attention to the performance of their employees. One of the things that influence it is the work-life balance. Many researchers have explained that employee work-life balance stimulates psychological well-being which affects job performance. Job performance itself is the output of work effort. This study uses a conclusive and descriptive design with single-cross sectional data collection and survey self-ratings. Structural Equation Modeling is used to analyze the data. This study found that psychological well-being did not mediate the effect of work-life balance on work effort. However, they still find that work-life balance affects psychological well-being and work effort. This proves the importance of work-life balance for employees and the company. On the other hand, job satisfaction moderates the effect of work-life balance on psychological well-being and directly affects psychological well-being. Based on these results, companies need to create an environment that supports work-life balance of employees in order to increase work effort and psychological well-being of employees. On the other hand, employee job satisfaction must also receive serious attention from the company so that the psychological well-being of employees also increases."