Peran Keterlibatan Kerja Sebagai Mediator Pada Hubungan Pengaturan Kerja Fleksibel Terhadap Task Performance Karyawan Gen Z Di Lingkungan Kerja Hybrid
Main Article Content
The hybrid work arrangement is increasingly preferred by Generation Z employees as it provides a balance between personal life and work. However, task performance in this setting varies, particularly regarding employee engagement levels. This study aims to examine the influence of flexible work arrangements on task performance with work engagement as a mediating variable. Flexible work arrangements are defined as an arrangement allowing employees freedom in choosing their working time and location, while work engagement refers to a positive state characterized by vigor, dedication, and full absorption in work. Task performance is defined as an employee’s ability to complete core tasks that support organizational goals. Participants in this study were 153 Generation Z employees working in hybrid arrangements in several companies in Jabodetabek. Data were collected using the Flexible Work Arrangements Questionnaire (FWAQ) for flexible work arrangements, the Utrecht Work Engagement Scale (UWES) for employee engagement, and the Individual Work Performance Questionnaire (IWPQ) in the (Task Performance) section for task performance. The results indicate that flexible work arrangements positively influence task performance, with employee engagement significantly mediating this relationship. These findings are expected to contribute to the development of work policies that support productivity and employee well-being in hybrid work environments.
Keywords:
flexible work arrangements, task performance, work engagement, Generation Z, hybrid work
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Schaufeli, W. B., & Bakker, A. B. (2022). Work engagement?: A critical assessment of concept and measurement. In Handbook of positive psychology assessment (pp. 273–295). Hogrefe.
Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66(4), 701–716. https://doi.org/10.1177/0013164405282471
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Toscano, F., & Zappalà, S. (2021). Overall job performance, remote work engagement, living with children, and remote work productivity during the COVID-19 pandemic: A mediated moderation model. European Journal of Psychology Open, 80(3), 133–142. https://doi.org/10.1024/2673-8627/a000015
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Van Wingerden, J., & Van der Stoep, J. (2018). The motivational potential of meaningful work: Relationships with strengths use, work engagement, and performance. PLOS ONE, 13(6), e0197599. https://doi.org/10.1371/journal.pone.0197599
van Zyl, L. E., van Oort, A., Rispens, S., & Olckers, C. (2021). Work engagement and task performance within a global Dutch ICT-consulting firm: The mediating role of innovative work behaviors. Current Psychology, 40(8), 4012–4023. https://doi.org/10.1007/s12144-019-00339-1
Wehrt, W., Casper, A., & Sonnentag, S. (2022). More than a muscle: How self-control motivation, depletion, and self-regulation strategies impact task performance. Journal of Organizational Behavior, 43(8), 1358–1376. https://doi.org/10.1002/job.2644
Weideman, M., & Hofmeyr, K. B. (2021). Corrigendum to: The influence of flexible work arrangements on employee engagement: An exploratory study (SA Journal of Human Resource Management 18, a1209, (10.4102/sajhrm.v18i0.1209)). In SA Journal of Human Resource Management (Vol. 19). AOSIS OpenJournals Publishing AOSIS (Pty) Ltd. https://doi.org/10.4102/sajhrm.v19i0.1522
Widyastuti, T., & Hidayat, R. (2018). Adaptation of individual work performance questionnaire (IWPQ) into bahasa Indonesia. International Journal of Research Studies in Psychology, 7(2). https://doi.org/10.5861/ijrsp.2018.3020
Zada, M., Zada, S., Ali, M., Jun, Z. Y., Contreras-Barraza, N., & Castillo, D. (2022). How classy servant leader at workplace? Linking servant leadership and task performance during the COVID-19 crisis: A moderation and mediation approach. Frontiers in Psychology, 13. https://doi.org/10.3389/fpsyg.2022.810227
Ananda, A. (2024a). The Influence of flexible work on work - life balance and employee performance in human resource management. Devotion?: Journal of Research and Community Service, 5(2), 335–340. http://devotion.greenvest.co.id
Ananda, A. (2024b). The influence of flexible work on work life balance and employee performance in human resouce management. Devotion.
Arditya Afrizal Mahardika, Ingarianti, T., & Uun Zulfiana. (2022). Work-life balance pada karyawan generasi Z. Collabryzk Journal for Scientific Studies, 1(1), 1–16. https://doi.org/10.58959/cjss.v1i1.8
Arum, L. S., Zahrani, A., & Duha, N. A. (2023). Karakteristik generasi z dan kesiapannya dalam menghadapi bonus demografi 2030. In Accounting Student Research Journal (Vol. 2, Issue 1).
Badan Pusat Statistik. (2021). Jumlah penduduk menurut wilayah, klasifikasi generasi, dan jenis kelamin, Indonesia 2020.
Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of Personality and Social Psychology, 51(6), 1173–1182. https://doi.org/10.1037/0022-3514.51.6.1173
Baron. (2022). Efek beban kerja dan otonomi kerja terhadap prestasi kerja.
Bloom, N., Han, R., & Liang, J. (2024). Hybrid working from home improves retention without damaging performance. Nature, 630(8018), 920–925. https://doi.org/10.1038/s41586-024-07500-2
Cohen, J. (1988). Statistical power analysis for the behavioral sciences (2nd ed.). Lawrence Erlbaum Associates.
Deci, E. L., & Ryan, R. M. (2000). The “what” and “why” of goal pursuits: Human needs and the self-determination of behavior.
Deloitte. (2023). The Deloitte Global 2023 Gen Z and Millennial Survey.
Hair, J. F., Babin, B. J., Anderson, R. E., & Black, W. C. (2019). Multivariate data analysis (8th ed.). Pearson.
Hopkins, J., & Bardoel, A. (2023). The future is hybrid: How organisations are designing and supporting sustainable hybrid work models in post-pandemic Australia. Sustainability (Switzerland), 15(4). https://doi.org/10.3390/su15043086
Idulfilastri, R. M. (2020). Keterikatan kerja dalam konteks psikologi psikologi industri/organisasi. Penerbit Andi.
Irvan, M., Zamralita, & Markus Idulfilastri, R. (2023). JD-R Model: Pengaruh sumber daya, keterikatan kerja, dan tuntutan terhadap kinerja karyawan. Psyche 165 Journal, 137–142. https://doi.org/10.35134/jpsy165.v16i3.249
Köcher, S., & Wilcox, K. (2022). “I made it work”: How using a self-assembled product increases task performance. Journal of Consumer Psychology, 32(3), 492–499. https://doi.org/10.1002/jcpy.1262
Koopmans, L., Bernaards, C. M., Hildebrandt, V. H., Schaufeli, W. B., De Vet Henrica, C. W., & Van Der Beek, A. J. (2011). Conceptual frameworks of individual work performance: A systematic review. Journal of Occupational and Environmental Medicine, 53(8), 856–866. https://doi.org/10.1097/JOM.0b013e318226a763
Kumar, N., Liu, Z., Flinchbaugh, C., Hossain, M. Y., & Hossain, M. N. (2022). Impact of emotional labour on taking charge to predict employee’s creative and task performance: The moderation of performance-based pay from the lens of self-determination theory. PLoS ONE, 17(10 October). https://doi.org/10.1371/journal.pone.0269196
Lase, D., Absah, Y., Lumbanraja, P., Giawa, Y., & Gulo, Y. (2025). Model Kerja Hibrida: Kajian Teoretis dan Implikasinya terhadap Dinamika Kerja Modern. Tuhenori: Jurnal Ilmiah Multidisiplin, 3(1), 55–79. https://doi.org/10.62138/tuhenori.v3i1.130
MacKinnon, D. P., Fairchild, A. J., & Fritz, M. S. (2007). Mediation Analysis. Annual Review of Psychology, 58(1), 593–614. https://doi.org/10.1146/annurev.psych.58.110405.085542
Marumpe, D. P., Rosnani, T., Heriyadi, Fahruna, Y., & Jaya, A. (2023). Are perceived organizational support and flexible working arrangement able to influence employee engagement among millennials? Asian Journal of Economics, Business and Accounting, 23(11), 28–44. https://doi.org/10.9734/ajeba/2023/v23i11976
Microsoft. (2021). The next great disruption is hybrid work - Are we ready? Microsoft Work Trend Index.
Mühl, A., & Korunka, C. (2024). You get what you expect: assessing the effect of a compressed work schedule on time pressure, fatigue, perceived productivity, and work-life balance. European Journal of Work and Organizational Psychology. https://doi.org/10.1080/1359432X.2024.2379061
Ramadhani, I. N., & Idulfilastri, R. M. (2023). Produk alat ukur keterikatan kerja (UWES-9) pada ibu bekerja. Universitas Tarumanagara.
Reisya Aulia Anhar, Adhila Suryaningsih, & Raysha Naya Putri Fadillah. (2024). Pengaruh fleksibilitas jam kerja dan work life balance terhadap peningkatan produktivitas karyawan gen z. Jurnal Manajemen Dan Bisnis Ekonomi, 3(1), 233–243. https://doi.org/10.54066/jmbe-itb.v3i1.2760
Ryan, R. M. (2023). The Oxford handbook of self determination theory. Oxford University Press.
Schaufeli, W. B., & Bakker, A. B. (2022). Work engagement?: A critical assessment of concept and measurement. In Handbook of positive psychology assessment (pp. 273–295). Hogrefe.
Schaufeli, W. B., Bakker, A. B., & Salanova, M. (2006). The measurement of work engagement with a short questionnaire: A cross-national study. Educational and Psychological Measurement, 66(4), 701–716. https://doi.org/10.1177/0013164405282471
Shalahuddin, F. F., & Ikhram, M. A. D. (2024). Pengaruh fleksibilitas kerja dan motivasi kerja terhadap kinerja karyawan dengan work life balance sebagai variabel mediasi selama pandemi covid-19. Jurnal Kewirausahaan Dan Inovasi, 3(3), 903–917. https://doi.org/10.21776/jki.2024.03.3.24
Syombua Kathukya, C., Mwangi, G., & Maundu, M. (2025). Flexible work arrangements and employee engagement, a case of five-star hotels in Kenya. In African Journal of Emerging Issues (AJOEI). Online ISSN (Vol. 7, Issue 7). AJOEI. https://www.researchgate.net/publication/390482215
TalentLMS. (2022). Gen Z workplace expectations?: 2022 statistics on Generation Z at work.
Toscano, F., & Zappalà, S. (2021). Overall job performance, remote work engagement, living with children, and remote work productivity during the COVID-19 pandemic: A mediated moderation model. European Journal of Psychology Open, 80(3), 133–142. https://doi.org/10.1024/2673-8627/a000015
Treasury. (2022). Bakal dominasi dunia karier, begini karakteristik generasi Z.
Van Wingerden, J., & Van der Stoep, J. (2018). The motivational potential of meaningful work: Relationships with strengths use, work engagement, and performance. PLOS ONE, 13(6), e0197599. https://doi.org/10.1371/journal.pone.0197599
van Zyl, L. E., van Oort, A., Rispens, S., & Olckers, C. (2021). Work engagement and task performance within a global Dutch ICT-consulting firm: The mediating role of innovative work behaviors. Current Psychology, 40(8), 4012–4023. https://doi.org/10.1007/s12144-019-00339-1
Wehrt, W., Casper, A., & Sonnentag, S. (2022). More than a muscle: How self-control motivation, depletion, and self-regulation strategies impact task performance. Journal of Organizational Behavior, 43(8), 1358–1376. https://doi.org/10.1002/job.2644
Weideman, M., & Hofmeyr, K. B. (2021). Corrigendum to: The influence of flexible work arrangements on employee engagement: An exploratory study (SA Journal of Human Resource Management 18, a1209, (10.4102/sajhrm.v18i0.1209)). In SA Journal of Human Resource Management (Vol. 19). AOSIS OpenJournals Publishing AOSIS (Pty) Ltd. https://doi.org/10.4102/sajhrm.v19i0.1522
Widyastuti, T., & Hidayat, R. (2018). Adaptation of individual work performance questionnaire (IWPQ) into bahasa Indonesia. International Journal of Research Studies in Psychology, 7(2). https://doi.org/10.5861/ijrsp.2018.3020
Zada, M., Zada, S., Ali, M., Jun, Z. Y., Contreras-Barraza, N., & Castillo, D. (2022). How classy servant leader at workplace? Linking servant leadership and task performance during the COVID-19 crisis: A moderation and mediation approach. Frontiers in Psychology, 13. https://doi.org/10.3389/fpsyg.2022.810227
