THE IMPACT OF FLEXIBLE WORK ARRANGEMENTS AND JOB AUTONOMY ON WORK PERFORMANCE THROUGH WORK ENGAGEMENT AS A MEDIATING VARIABLE AT PT PABRIK KERTAS TJIWI KIMIA, TBK
DOI:
10.54443/morfai.v5i5.4290Published:
2025-10-29Downloads
Abstract
This study investigates the impact of flexible work arrangements (FWA) and job autonomy (JA) on job performance (JP), examining work engagement (WE) as a mediating variable. The research was conducted among permanent production employees at PT Pabrik Kertas Tjiwi Kimia, Tbk in Indonesia, using a quantitative approach with an explanatory design. Data were collected through questionnaires and analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The results indicate that JA has a positive and significant influence on JP, both directly and indirectly through WE. However, FWA does not have a significant direct influence on JP but indirectly affects JP through WE. These findings highlight the importance of JA in enhancing intrinsic motivation and performance, as well as the role of WE in connecting job resources with performance outcomes. The study emphasizes the need to balance flexibility with structure in job design to optimize employee engagement and performance in a manufacturing environment.
Keywords:
Flexible Work Arrangements Job Autonomy Work Engagement Job Performance Manufacturing Industry Job Resources Self-Determination TheoryReferences
Abbas, M., Malik, M., & Batool, S. (2022). Job autonomy and innovative work behaviour: The mediating role of work engagement. European Journal of Innovation Management, 25(4), 1014–1032. https://doi.org/10.1108/EJIM-05-2021-0242
Allan, B. A., Batz-Barbarich, C., Sterling, H. M., & Tay, L. (2021). Outcomes of meaningful work: A meta‐analysis. Journal of Management Studies, 58(3), 517–552. https://doi.org/10.1111/joms.12511
Allen, T. D., Golden, T. D., & Shockley, K. M. (2015). How effective is telecommuting? Assessing the status of our scientific findings. Psychological Science in the Public Interest, 16(2), 40–68. https://doi.org/10.1177/1529100615593273
Bailey, C., Madden, A., Alfes, K., & Fletcher, L. (2017). The meaning, antecedents and outcomes of employee engagement: A narrative synthesis. International Journal of Management Reviews, 19(1), 31–53. https://doi.org/10.1111/ijmr.12077
Bakker, A. B., & de Vries, J. D. (2021). Job demands–resources theory and self-regulation: New explanations and remedies for job burnout. Anxiety, Stress, & Coping, 34(1), 1–21. https://doi.org/10.1080/10615806.2020.1797695
Bakker, A. B., & Demerouti, E. (2017). Job demands–resources theory: Taking stock and looking forward. Journal of Occupational Health Psychology, 22(3), 273–285. https://pubmed.ncbi.nlm.nih.gov/27732008/
Beauregard, T. A., & Henry, L. C. (2009). Linking work–life balance practices and organizational performance. Human Resource Management Review, 19(1), 9–22. https://doi.org/10.1016/j.hrmr.2008.09.001
Bloom, N., Liang, J., Roberts, J., & Ying, Z. J. (2015). Does working from home work? Evidence from a Chinese experiment. Quarterly Journal of Economics, 130(1), 165–218. https://doi.org/10.1093/qje/qju032
Borman, W. C., & Motowidlo, S. J. (1997). Task performance and contextual performance: The meaning for personnel selection research. HPT. Tjiwi Kimiaan Performance, 10(2), 99–109. https://doi.org/10.1207/s15327043hup1002_3
Bostan, I., & Bîrcă, A. (2024). Engagement of Moldovan organizations in increasing employment through flexible work arrangements. Central European Business Review, 13(3), 95–110. https://doi.org/10.18267/j.cebr.356
Chong, S., Huang, Y., & Chang, C.-H. (2023). Flexible work arrangements and employee outcomes: A meta‐analytic investigation. Human Resource Management Journal, 33(1), 54–78. https://doi.org/10.1111/1748-8583.12409
Chung, Y. W., & Angeline, T. (2010). Job satisfaction and organizational commitment among university teachers in Vietnam. Educational Research and Reviews, 5(4), 172–181. https://academicjournals.org/article/article1380816897
Corbeanu, M., & Iliescu, D. (2023). Job resources and work engagement: Testing the mediating role of meaningful work in academic staff. European Journal of Psychological Assessment, 39(2), 123–135. https://econtent.hogrefe.com/doi/full/10.1027/1866-5888/a000316
Darmawan, D., & Alawiyah, T. (2021). Flexible working arrangement and employee performance: The role of work engagement. Management Science Letters, 11(6), 1821–1830. https://doi.org/10.5267/j.msl.2021.1.016
Deci, E. L., & Ryan, R. M. (2024). The "What" and "Why" of Goal Pursuits: Human Needs and the Self-Determination of Behaviour. Psychological Inquiry, 11(4), 227–268. https://doi.org/10.1207/s15327965pli1104_1
Gurchiek, K. (2020, August 12). Flexible work arrangements improve productivity. Society for Human Resource Management (SHRM). https://www.shrm.org/resourcesandtools/hr-topics/employee-relations/pages/flexible-work-arrangements.aspx
Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behaviour and Human Performance, 16(2), 250–279. https://doi.org/10.1016/0030-5073(76)90016-7
Hackman, J. R., & Oldham, G. R. (1980). Work redesign. Addison-Wesley.
Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2021). Multivariate data analysis (8th ed.). Cengage Learning. https://www.sagepub.com/en-us/nam/multivariate-data-analysis/book268829
Hariyanto, A. M., Hanoum, S., Nikmah, U., & Rai, N. G. M. (2024). Flexible work arrangements and employee performance: A comprehensive bibliometric study. International Journal of Academic Research in Business and Social Sciences, 14(12), 2325-2344. https://doi.org/10.6007/IJARBSS/v14-i12/24193
Harjanti, D., Santoso, S., & Rahayu, M. (2025). Flexible working and job performance: The mediating effect of job satisfaction and work engagement. Journal of Human Resource and Organisational Studies, 12(1), 45–59.
Henseler, J., Hubona, G., & Ray, P. A. (2016). Using PLS path modelling in new technology research: Updated guidelines. Industrial Management & Data Systems, 116(1), 2–20. https://doi.org/10.1108/IMDS-09-2015-0382
Inceoglu, I., Segers, J., & Bartram, D. (2012). Age-related differences in work motivation. Journal of Occupational and Organisational Psychology, 85(2), 300–329. https://doi.org/10.1111/j.2044-8325.2011.02035.x
Inceoglu, I., Thomas, G., Chu, C., Plans, D., & Gerbasi, A. (2021). Leadership behaviour and employee well-being: An integrated review and a future research agenda. Leadership Quarterly, 32(5), 101540. https://doi.org/10.1016/j.leaqua.2020.101540
International Labour Organisation (ILO). (2022). Working time and work-life balance around the world. International Labour Office. https://www.ilo.org/global/publications/books/WCMS_864507/lang--en/index.htm
Klaser, K., Cuel, R., & Casari, P. (2023). The future of hybrid work in Italy: A survey-based socio-technical system analysis. Journal of Innovation & Knowledge, 8, 100426. https://doi.org/10.1016/j.jik.2023.100426
Liu, M., Jeon, J.-H., & Lee, J.-H. (2024). Core job resources to improve employee engagement in China: The role of work-life balance, autonomy, and expertise. Asia Pacific Business Review, 30(5), 995–1019. https://doi.org/10.1080/13602381.2023.2241380
López-Cabarcos, M. Á., Vázquez-Rodríguez, P., & Piñeiro-Chousa, J. (2022). The influence of work–life balance on employee engagement: A review. Journal of Business Research, 142, 240–254. https://doi.org/10.1016/j.jbusres.2021.12.060
Medina-Garrido, J. A., Biedma-Ferrer, J. M., & Ramos-Rodríguez, A. R. (2017). Relationship between work–family balance, employee well-being, and job performance. Journal of Managerial Psychology, 32(4), 244–257. https://doi.org/10.1108/JMP-09-2016-0270
Mitchell, T. R., Holtom, B. C., Lee, T. W., Sablynski, C. J., & Erez, M. (2001). Why people stay: Using job embeddedness to predict voluntary turnover. Academy of Management Journal, 44(6), 1102–1121. https://doi.org/10.5465/3069391
Muecke, S. (2024). Rethinking hybrid work design: Autonomy and well-being in digitalized organizations. European Management Journal, 42(1), 91–108.
Naqshbandi, M. M., Nordin, N., & Yusoff, Y. M. (2024). Hybrid work and employee performance: Role of engagement and flexibility. The Learning Organisation, 31(1), 17–34. https://www.emerald.com/insight/content/doi/10.1108/tlo-08-2022-0097/full/html
Novaco, R. W., & Gonzalez, O. I. (2009). Handbook of anger: Theory, research, and practice. Springer.
Palumbo, R., Manna, R., & Cavallone, M. (2022). Flexible work arrangements and job satisfaction: The mediating role of psychological empowerment. Journal of Organisational Effectiveness: People and Performance, 9(3), 307–325. https://www.emerald.com/insight/content/doi/10.1108/JOEPP-08-2020-0156/full/html
Parker, S. K., Knight, C., & Keller, A. (2020). Job design for sustainable work: New perspectives on the future of work. Academy of Management Annals, 14(1), 481–515. https://doi.org/10.5465/annals.2018.0171
Parker, S. K., Morgeson, F. P., & Johns, G. (2017). One hundred years of work design research: Looking back and moving forward. Journal of Applied Psychology, 102(3), 403–420. https://doi.org/10.1037/apl0000106
Podsakoff, P. M., MacKenzie, S. B., & Podsakoff, N. P. (2009). Sources of method bias in social science research and recommendations on how to control it. Annual Review of Psychology, 63(1), 539–569. https://doi.org/10.1146/annurev-psych-120710-100452
Rahman, M. H., Islam, M. N., & Chowdhury, M. M. (2023). Flexible work arrangements and organizational commitment: The mediating role of job satisfaction. Employee Relations, 45(2), 410–428. https://doi.org/10.1108/ER-01-2022-0029
Rastogi, M., Rangnekar, S., & Rastogi, R. (2018). Flexible work arrangements and organizational performance: Mediating role of employee engagement. South Asian Journal of Human Resources Management, 5(2), 173–197. https://doi.org/10.1177/2322093718799184
Reig-Botella, A., Ramos-Villagrasa, P. J., Fernández-del Río, E., & Clemente, M. (2024). Do not curb your enthusiasm! The role of work engagement in predicting job performance. Journal of Work and Organisational Psychology, 40(1), 51–60. https://doi.org/10.5093/jwop2024a5
Rig-Botella, R., Ramos-Villagrasa, P. J., & Del Rio, M. (2024). Linking work engagement and job performance: The role of task significance and vigour. Current Psychology, 43(2), 812–828. https://doi.org/10.1007/s12144-022-02825-y
Rofcanin, Y., Las Heras, M., & Bakker, A. B. (2020). Family supportive supervisor behaviours and organizational culture: Effects on work engagement and performance. Human Resource Management Journal, 30(1), 1–22. https://doi.org/10.1111/1748-8583.12244
Ryan, R. M., & Deci, E. L. (2017). Self-determination theory: Basic psychological needs in motivation, development, and wellness. In A. J. Elliot (Ed.), Advances in Motivation Science (Vol. 4, pp. 111–156). Academic Press. https://doi.org/10.1016/B978-0-12-409548-9.11788-5
Ryan, R. M., & Deci, E. L. (2020). Self-determination theory: Basic psychological needs in motivation, development, and wellness (2nd ed.). Guilford Press.
Saks, A. M. (2019). Antecedents and consequences of employee engagement revisited. Journal of Organisational Effectiveness: People and Performance, 6(1), 19–38. https://doi.org/10.1108/JOEPP-12-2018-0100
Sardeshmukh, S. R., Sharma, D., & Golden, T. D. (2012). Impact of telework on exhaustion and job engagement: A job demands and job resources model. New Technology, Work and Employment, 27(3), 193–207. https://doi.org/10.1111/j.1468-005X.2012.00284.x
Scarlett, A., Codreanu, S., & Chamorro-Premuzic, T. (2020). Leading for autonomy and engagement: Lessons from global organizations. Organizational Dynamics, 49(1), 100709. https://doi.org/10.1016/j.orgdyn.2019.100709
Schaufeli, W. B., & Bakker, A. B. (2006). Defining and measuring work engagement: Bringing clarity to the concept. In A. B. Bakker & M. P. Leiter (Eds.), Work engagement: A handbook of essential theory and research (pp. 10–24). Psychology Press.
Seppälä, P., Hakanen, J. J., Mauno, S., Perhoniemi, R., Tolvanen, A., & Schaufeli, W. B. (2020). The role of work engagement in the psychological well-being of employees: A cross-lagged study. Journal of Occupational and Organisational Psychology, 93(3), 473–497. https://doi.org/10.1111/joop.12312
Shimazu, A., Schaufeli, W. B., Kamiyama, K., & Kawakami, N. (2018). Workaholism vs. work engagement: The two different predictors of future well-being and performance. International Journal of Behavioural Medicine, 22(1), 18–23. https://doi.org/10.1007/s12529-014-9410-x
Slemp, G. R., & Vella-Brodrick, D. A. (2014). Optimizing employee mental health: The relationship between intrinsic need satisfaction, job crafting, and employee well-being. Journal of Happiness Studies, 15(4), 957–977. https://doi.org/10.1007/s10902-013-9458-3
Smite, D., Tkalich, A., Moe, N. B., Chatzipetrou, P., Klotins, E., & Helland, P. K. (2025). Dual effects of hybrid working on performance: More work hours or more work time. XP 2024 Workshops, LNBIP 524, 63–70. https://doi.org/10.1007/978-3-031-72781-8_7
Sørlie, H. O., Espevik, R., & Olsen, O. K. (2022). The role of job autonomy and social support in predicting work engagement: A multilevel analysis. Frontiers in Psychology, 13, 871255. https://doi.org/10.3389/fpsyg.2022.871255
Spiegelaere, S. D., Van Gyes, G., & Van Hootegem, G. (2016). Job design and innovative work behaviour: The mediating role of job autonomy. Technological Forecasting and Social Change, 104, 1–9. https://doi.org/10.1016/j.techfore.2015.12.014
Ten Brummelhuis, L. L., Bakker, A. B., Hetland, J., & Keulemans, L. (2012). Do new ways of working foster work engagement? Journal of Managerial Psychology, 27(6), 604–621. https://doi.org/10.1108/02683941211252449
Tisu, L., Lupșa, D., Vîrgă, D., & Rusu, A. (2021). Personality characteristics, job performance and work engagement: The mediating role of job crafting. Frontiers in Psychology, 12, 675233. https://doi.org/10.3389/fpsyg.2021.675233
Van den Broeck, A., Elst, T. V., Baillien, E., Sercu, M., Schouteden, M., & De Witte, H. (2016). Job demands, job resources, burnout, engagement and their relationships: An analysis across 30 European countries. Journal of Occupational and Environmental Medicine, 58(8), 866–873. https://doi.org/10.1097/JOM.0000000000000810
Van Steenbergen, E. F., Ellemers, N., Haslam, S. A., & Vuuren, M. V. (2018). The motivational potential of meaningful work: Relationships with work engagement and burnout. Frontiers in Psychology, 9, 1947. https://doi.org/10.3389/fpsyg.2018.01947
Wang, B., Liu, Y., Qian, J., & Parker, S. K. (2021). Achieving effective remote working during the COVID-19 pandemic: A work design perspective. Journal of Business Research, 132, 612–622. https://doi.org/10.1111/apps.12290
Yao, J., Qiu, X., Yang, L., Han, X., & Li, Y. (2022). The relationship between work engagement and job performance: Psychological capital as a moderating factor. Frontiers in Psychology, 13, 729131. https://doi.org/10.3389/fpsyg.2022.729131
Zhang, X., Liu, Y., Wang, M., & Zhang, J. (2024). Flexible working arrangements and employee innovation: The mediating role of psychological empowerment. Human Resource Management Review, 34(1), 100929. https://doi.org/10.1016/j.hrmr.2023.100929
License
Copyright (c) 2025 Yohanes Wibisono, Budi Eko Soetjipto, Sopiah
This work is licensed under a Creative Commons Attribution 4.0 International License.
Downloads
How to Cite
