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"Aktivitas migrasi tenaga kerja membawa peningkatan penghasilan, pendidikan pun sosial pada Tenaga Kerja Indonesia (TKI) dan keluarganya. Bagi negara, migrasi tenaga kerja menyumbang devisa dan menyediakan peluang kerja. Aktivitas ini juga meninggalkan persoalan yang berulang, pada masa pra-penempatan, penempatan maupun purna penempatan. Pemerintah, organisasi non pemerintah dan swasta menyatakan bahwa sumber persoalannya berada pada masa pra-penempatan. Penempatan TKI diselenggarakan oleh pemerintah pusat, daerah termasuk desa serta pihak swasta, diantaranya perusahaan jasa penempatan.Penelitian ini dilaksanakan pada lingkup daerah asal yaitu Kabupaten Indramayu dan Cianjur, Provinsi Jawa Barat, bertujuan menelaah tata kelola pra-penempatan TKI yang berlangsung dan dalam inspirasi good enough governance meneroka tata kelola di kemudian hari. Informan dalam penelitian kualitatif ini meliputi pemerintah kabupaten, pemerintah desa, kelompok masyarakat yang peduli pada isu TKI, asosiasi perusahaan jasa penempatan dan Kantor Imigrasi. Selain itu, wawancara juga dilakukan dengan sponsor/calo dan budayawan setempat. Data diperoleh dari wawancara, diskusi kelompok terarah (FGD) dan sumber sekunder.Pra-penempatan TKI diurus oleh dinas tenaga kerja sebagai bagian tugasnya. Pada aspek peraturan, peraturan yang telah terbit ditingkat kabupaten maupun desa dan prinsip kehati-hatian, belum sepenuhnya dapat melindungi CTKI. Ketegasan yang diberlakukan dapat menyebakan mereka menempuh jalan yang tidak sesuai prosedur. Sponsor/calo yang biasanya amat dikenal oleh CTKI dan keluarganya berperan besar dalam kegiatan rekrutmen dan penyiapan dokumen CTKI.Namun demikian, ada praktik-praktik baik yang telah berlangsung di lingkup desa maupun kabupaten meskipun belum sempurna. Praktik baik tersebut dapat menjadi titik awal memperbaiki tata kelola prapenempatan secara bertahap. Dengan demikian, pilihan prioritas perlu dilakukan yaitu sosialisasi, pengembangan komunitas serta pendidikan dan pelatihan. Perluasan pemangku kepentingan merupakan salah satu jalan agar upaya perbaikan berkesinambungan. Dengan demikian, prapenempatan bukan melulu pada urusan administrasi dokumen melainkan juga sosialisasi migrasi tenaga kerja yang aman hingga tumbuh masyarakat yang melek migrasi di daerah kantong TKI.Good enough governance perlu menegaskan unsur kesinambungan dan daya tahan didalamnya.Worker migration activities increase incomes, education and social status to Indonesian Migrant Workers (TKI) and their families. For the country, worker migration contributes to foreign exchange and provides employment opportunities. This activity also left problems that were repeated, in the pre-placement, placement and after-placement. The government, non-governmental organization and private placement company association state that the source of the problem is in the pre-placement period. The placement of migrant workers is carried out by the central government, regions and private parties.This research was conducted in the area of origin, namely Indramayu and Cianjur Regencies, West Java Province, aimed at examining the pre-placement governance of migrant workers that took place and in inspiring good enough governance to explore governance in the future. Informants in this qualitative study included district governments, village governments, community groups concerned with the issue of migrant workers, associations of placement companies and the Immigration Office. In addition, interviews were also conducted with brokers and local cultural figures. Data obtained from interviews, focus group discussions (FGD) and secondary sources.Pre-placement of migrant workers is managed by the labor department as part of their duties. In terms of regulations, regulations that have been issued at the district and village levels and the precautionary principle, have not been able to fully protect prospective migrant workers. Assertiveness can cause them to take ways that are not in accordance with procedures. Sponsors brokers who are usually well known by prospective migrant workers and their families play a major role in the recruitment and preparation of their documents.However, there are good practices that have taken place in both the village and district spheres, although not yet perfect. These good practices can be a starting point for gradually improving pre-placement governance. Thus, priority choices need to be made, namely socialization, community development and education and training. The expansion of stakeholders is one way for continuous improvement efforts. Thus, pre-placement is not only about the administration of documents but also the socialization of safe worker migration to the growth of people who are literate of migration in migrant worker enclaves.Good enough governance needs to emphasize the element of sustainability and endurance in it."

"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."