Article Sidebar

Download
PDF
Statistic
Read Counter : 284 Download : 209

Downloads

Download data is not yet available.

Main Article Content

Abstract





Employee performance is crucial for the success of organizations, influenced by various factors such as work stress and work-life balance. This study focuses on the impact of flexible work environments on employee performance, with work stress and work-life balance as mediating factors. The main aim of this research is to investigate the relationship between flexible work environments, work stress, work-life balance, and employee performance. The research utilized a quantitative approach with a sample of employees from various industries. Data was collected through questionnaires assessing perceptions of flexible work environments, work stress, work-life balance, and employee performance. Statistical analysis, including regression analysis and mediation analysis, was conducted to examine the relationships between the variables. The findings indicate that a flexible work environment has a positive impact on work stress and work-life balance, which, in turn, leads to improved employee performance. Regression analysis revealed significant relationships between these variables, highlighting the importance of flexibility in enhancing employee well-being and performance. This research demonstrates the significance of flexible work environments in promoting work-life balance and reducing work stress, ultimately enhancing employee performance. Organizations should consider implementing flexible work policies to support employee well-being and productivity. These findings have implications for human resource management practices and organizational policies aimed at creating a conducive work environment for employees.





Keywords

Employee Performance Work Stress Work Life Balance Flexible Environment

Article Details

Creative Commons License

This work is licensed under a Creative Commons Attribution 4.0 International License.

Creative Commons License
This work is licensed under a Creative Commons Attribution 4.0 International License.

How to Cite
Mandalahi, S. H., Damayanti, S., Prasanti, T. A., & Maharani, A. (2024). Impact of Flexible Work Environments on Employee Performance: Mediating Roles of Stress and Work-Life Balance. Ilomata International Journal of Management, 5(3), 1042-1061. https://doi.org/10.61194/ijjm.v5i3.1235

References

  1. Abdullah, M. M. (2014). Manajemen dan Evaluasi Kinerja Karyawan (B. R. Hakim, Ed.). Aswaja Pressindo.
  2. Abid, S., & Khan Barech, D. (2017). THE IMPACT OF FLEXIBLE WORKING HOURS ON THE EMPLOYEES PERFORMANCE. In International Journal of Economics, Commerce and Management United Kingdom (Vol. 7). http://ijecm.co.uk/
  3. Abualoush, S. H., Obeidat, A. M., Tarhini, A., Masa’deh, R., & Al-Badi, A. (2018). The role of employees’ empowerment as an intermediary variable between knowledge management and information systems on employees’ performance. VINE Journal of Information and Knowledge Management Systems, 48(2), 217–237. https://doi.org/10.1108/VJIKMS-08-2017-0050
  4. Ahmad, T., Farrukh, F., & Nazir, S. (2015). Capacity building boost employees performance. Industrial and Commercial Training, 47(2), 61–66. https://doi.org/10.1108/ICT-05-2014-0036
  5. Aliaga, M., & Gunderson, B. (2003). Interactive statistics (2nd ed.). Prentice Hall/Pearson Education.
  6. Allen, T., Johnson, R., Kiburz, K., & Shockley, K. (2013). Work-Family Conflict and Flexible Work Arrangements: Deconstructing Flexibility. Personnel Psychology, 66, 345–376. https://doi.org/10.1111/peps.12012
  7. Arshadi, N., & Damiri, H. (2013). The Relationship of Job Stress with Turnover Intention and Job Performance: Moderating Role of OBSE. Procedia - Social and Behavioral Sciences, 84, 706–710. https://doi.org/10.1016/j.sbspro.2013.06.631
  8. Ashal, R. A. (2020). Pengaruh Work From Home terhadap Kinerja Aparatur Sipil Negara di Kantor Imigrasi Kelas I Khusus TPI Medan. Jurnal Ilmiah Kebijakan Hukum, 14(2), 223. https://doi.org/10.30641/kebijakan.2020.V14.223-242
  9. Aziz-Ur-Rehman, M., & Siddiqui, D. A. (2019). Relationship Between Flexible Working Arrangements and Job Satisfaction Mediated by Work-Life Balance: Evidence From Public Sector Universities’ Employees of Pakistan. International Journal of Human Resource Studies, 10(1), 104. https://doi.org/10.5296/ijhrs.v10i1.15875
  10. Bagaskara, A. I., Hilmiana, H., & Kamal, I. (2021). Influence of Flexible Work Arrangement and Work Environment on Employee Performance Through Work-Life Balance During The Covid-19 Pandemic. AFEBI Management and Business Review, 6(1), 73. https://doi.org/10.47312/ambr.v6i1.481
  11. Bataineh, K. adnan. (2019). Impact of Work-Life Balance, Happiness at Work, on Employee Performance. International Business Research, 12(2), 99. https://doi.org/10.5539/ibr.v12n2p99
  12. Carlson, D. S., Grzywacz, J. G., & Michele Kacmar, K. (2010). The relationship of schedule flexibility and outcomes via the work‐family interface. Journal of Managerial Psychology, 25(4), 330–355. https://doi.org/10.1108/02683941011035278
  13. Cohen, A., & Liani, E. (2009). Work‐family conflict among female employees in Israeli hospitals. Personnel Review, 38(2), 124–141. https://doi.org/10.1108/00483480910931307
  14. Daniel, C. O. (2019). Effects of job stress on employee’s performance. International Journal of Business Management and Social Research, 6(2), 375–382. https://doi.org/10.18801/ijbmsr.060219.40
  15. Diamantopoulos, A., Sarstedt, M., Fuchs, C., Wilczynski, P., & Kaiser, S. (2012). Guidelines for choosing between multi-item and single-item scales for construct measurement: a predictive validity perspective. Journal of the Academy of Marketing Science, 40(3), 434–449. https://doi.org/10.1007/s11747-011-0300-3
  16. Dibua, E. C. P. N. C. J. (2021). Work-Life Balance and Employee Performance. International Journal of Trend in Scientific Research and Development (IJTSRD), 5(5).
  17. Esti Retnowati. (2020). Flexible Working Space, Budaya Kerja Baru kemenkeu untuk Tingkatkan Produktivitas dan Kinerja Organisasi. KEMENTRIAN KEUANGAN REPUBLIK INDONESIA.
  18. Fisher, G. G., Bulger, C. A., & Smith, C. S. (2009a). Beyond work and family: A measure of work/nonwork interference and enhancement. Journal of Occupational Health Psychology, 14(4), 441–456. https://doi.org/10.1037/a0016737
  19. Fisher, G. G., Bulger, C. A., & Smith, C. S. (2009b). Beyond work and family: A measure of work/nonwork interference and enhancement. Journal of Occupational Health Psychology, 14(4), 441–456. https://doi.org/10.1037/a0016737
  20. Gądecki, J., Jewdokimow, M., & Żadkowska, M. (2018). New technologies and family life in the context of work at home. The strategies of work-life balance. Studia Humanistyczne AGH, 17(4), 77. https://doi.org/10.7494/human.2018.17.4.77
  21. Geisser, S. (1974). A Predictive Approach to the Random Effect Model. Biometrika, 61(1), 101. https://doi.org/10.2307/2334290
  22. Hair, J., Hult, G. T. M., Ringle, C., & Sarstedt, M. (2022a). A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM).
  23. Hair, J., Hult, G. T. M., Ringle, C., & Sarstedt, M. (2022b). A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM).
  24. Hassan, M., Azmat, U., Sarwar, S., Adil, I. H., & Gillani, S. H. M. (2020). Impact of Job Satisfaction, Job Stress and Motivation on Job Performance : A Case from Private Universities of Karachi. Kuwait Chapter of Arabian Journal of Business and Management Review, 9(2), 31–41. https://doi.org/10.12816/0056346
  25. Henseler, J., Ringle, C. M., & Sarstedt, M. (2015). A new criterion for assessing discriminant validity in variance-based structural equation modeling. Journal of the Academy of Marketing Science, 43(1), 115–135. https://doi.org/10.1007/s11747-014-0403-8
  26. Hinton, P., McMurray, I., & Brownlow, C. (2004). SPSS Explained. Routledge. https://doi.org/10.4324/9780203642597
  27. Ismail, Y., Ismail, A., Saudin, N., Jauhariah, A., Samah, A., Abu Bakar, R., & Aminudin, N. (2015). Effect of workplace stress on job performance. XIII, 45–57.
  28. Ivancevich, J. M., & Matteson, M. T. (1980). Stress and work : a managerial perspective. Scott, Foresman. http://books.google.com/books?id=7WEPAQAAMAAJ
  29. Jeffrey Hill, E., Grzywacz, J. G., Allen, S., Blanchard, V. L., Matz-Costa, C., Shulkin, S., & Pitt-Catsouphes, M. (2008). Defining and conceptualizing workplace flexibility. Community, Work & Family, 11(2), 149–163. https://doi.org/10.1080/13668800802024678
  30. Kalyar, M., Shafique, I., & Ahmad, B. (2019). Job stress and performance nexus in tourism industry: A moderation analysis. 67, 6–21.
  31. Kim, J., Henly, J. R., Golden, L. M., & Lambert, S. J. (2020). Workplace Flexibility and Worker Well‐Being by Gender. Journal of Marriage and Family, 82(3), 892–910. https://doi.org/10.1111/jomf.12633
  32. Konrad, A. M., & Mangel, R. (2000). The impact of work-life programs on firm productivity. Strategic Management Journal, 21(12), 1225–1237. https://doi.org/10.1002/1097-0266(200012)21:12<1225::AID-SMJ135>3.0.CO;2-3
  33. Koubova, V., & Buchko, A. A. (2013). Life‐work balance. Management Research Review, 36(7), 700–719. https://doi.org/10.1108/MRR-05-2012-0115
  34. Kreitner, R., & Kinicki, A. (2004). Organizational Behavior.
  35. Kukuh Setyo Widodo. (2020). MENINGKATKAN KINERJA PEGAWAI MELALUI WORK LIFE BALANCE. KEMENTRIAN KEUANGAN RI.
  36. kurnia ekaptiningrum. (2023). Pakar UGM Beri Tanggapan Petisi Kembalikan WFH. UNIVERSITAS GAJAH MADA.
  37. Mache, S., Servaty, R., & Harth, V. (2020). Flexible work arrangements in open workspaces and relations to occupational stress, need for recovery and psychological detachment from work. Journal of Occupational Medicine and Toxicology, 15(1), 5. https://doi.org/10.1186/s12995-020-00258-z
  38. Masa’deh, R., Alrowwad, A., Alkhalafat, F., Obeidat, B., & Abualoush, S. (2018). The Role of Corporate Social Responsibility in Enhancing Firm Performance from the Perspective of IT Employees in Jordanian Banking Sector: The Mediating Effect of Transformational Leadership. Modern Applied Science, 12(7), 1. https://doi.org/10.5539/mas.v12n7p1
  39. Mursham, M., Asdar, M., & Umar, F. (2022). The Effect Of Work Life Balance, Work Motivation And Work Environment On Employee Performance With The Application Of Akhlak Culture As Moderating Variables (Case Study At Pt. Semen Tonasa). Economics and Digital Business Review, 3(1), 61–71. https://doi.org/10.37531/ecotal.v3i1.118
  40. Nguyen, M. C., Gabbe, S. G., Kemper, K. J., Mahan, J. D., Cheavens, J. S., & Moffatt-Bruce, S. D. (2020). Training on mind-body skills: Feasibility and effects on physician mindfulness, compassion, and associated effects on stress, burnout, and clinical outcomes. Journal of Positive Psychology, 15(2), 194–207. https://doi.org/10.1080/17439760.2019.1578892
  41. nurul. (2010). Produktivitas Kerja Merosot karena Pagi-pagi Stres Akibat Macet. Detiknews.
  42. Pawirosumarto, S., Sarjana, P. K., & Gunawan, R. (2017). The effect of work environment, leadership style, and organizational culture towards job satisfaction and its implication towards employee performance in Parador Hotels and Resorts, Indonesia. International Journal of Law and Management, 59(6), 1337–1358. https://doi.org/10.1108/IJLMA-10-2016-0085
  43. Prawirosentono, S. (2008). Manajemen sumberdaya manusia kebijakan kinerja karyawan; kiat membangun organisasi kompetitif menjelang perdagangan bebas dunia. BPFE.
  44. Purnomo, K. S. H., Lustono, L., & Tatik, Y. (2021). The Effect of Role Conflict, Role Ambiguity and Job Stress on Employee Performance. Economic Education Analysis Journal, 10(3), 532–542. https://doi.org/10.15294/eeaj.v10i3.50793
  45. RAU, B. L., & HYLAND, M. A. M. (2002). ROLE CONFLICT AND FLEXIBLE WORK ARRANGEMENTS: THE EFFECTS ON APPLICANT ATTRACTION. Personnel Psychology, 55(1), 111–136. https://doi.org/10.1111/j.1744-6570.2002.tb00105.x
  46. Ray, T. K., & Pana-Cryan, R. (2021a). Work flexibility and work-related well-being. International Journal of Environmental Research and Public Health, 18(6), 1–17. https://doi.org/10.3390/ijerph18063254
  47. Ray, T. K., & Pana-Cryan, R. (2021b). Work Flexibility and Work-Related Well-Being. International Journal of Environmental Research and Public Health, 18(6), 3254. https://doi.org/10.3390/ijerph18063254
  48. Rina Ayu Panca Rini. (2024). Belasan Ribu Orang Teken Petisi Tuntutan WFH Lagi, Kerja Ngantor Bikin Jalan Macet Artikel ini telah tayang di Tribunnews.com dengan judul Belasan Ribu Orang Teken Petisi Tuntutan WFH Lagi, Kerja Ngantor Bikin Jalan Macet. Tribun Bisnis.
  49. Robbins, S. P., & Judge, T. A. (2008). Perilaku Organisasi. Salemba Empat.
  50. Semlali, S., & Hassi, A. (2016). Work–life balance: how can we help women IT professionals in Morocco? Journal of Global Responsibility, 7(2), 210–225. https://doi.org/10.1108/JGR-07-2016-0017
  51. Shimazu, A., & Kosugi, S. (2003). Job stressors, coping, and psychological distress among Japanese employees: Interplay between active and non-active coping. Work & Stress, 17(1), 38–51. https://doi.org/10.1080/0267837031000106862
  52. Soomro, M. A., Memon, Dr. M. S., & Bukhari, Prof. Dr. N. S. (2020). IMPACT OF STRESS ON EMPLOYEES PERFORMANCE IN PUBLC SECTOR UNIVERSITIES OF SINDH. Sukkur IBA Journal of Management and Business, 6(2), 114–129. https://doi.org/10.30537/sijmb.v6i2.327
  53. Sree Jyothi, V., & P, J. (2012). Assessing Work-Life Balance: From Emotional Intelligence and Role Efficacy of Career Women.
  54. sri. (2022). Presiden Umumkan Pencabutan Kebijakan PPKM. Kominfo.
  55. Stone, M. (1974). Cross-Validatory Choice and Assessment of Statistical Predictions. In Journal of the Royal Statistical Society. Series B (Methodological) (Vol. 36, Issue 2).
  56. Sugiyono. (2019). Metode Penelitian Bisnis. CV Alfabeta.
  57. Süß, S., & Sayah, S. (2013). Balance between work and life: A qualitative study of German contract workers. European Management Journal, 31(3), 250–262. https://doi.org/10.1016/j.emj.2012.12.003
  58. Voorhees, C. M., Brady, M. K., Calantone, R., & Ramirez, E. (2016). Discriminant validity testing in marketing: an analysis, causes for concern, and proposed remedies. Journal of the Academy of Marketing Science, 44(1), 119–134. https://doi.org/10.1007/s11747-015-0455-4
  59. Wahyudi Rahman, M. F., Kistyanto, A., & Surjanti, J. (2020). FLEXIBLE WORK ARRANGEMENTS IN COVID-19 PANDEMIC ERA, INFLUENCE EMPLOYEE PERFORMANCE: THE MEDIATING ROLE OF INNOVATIVE WORK BEHAVIOR. International Journal of Management, Innovation & Entrepreneurial Research, 6(2), 10–22. https://doi.org/10.18510/ijmier.2020.622
  60. Westman, M., Brough, P., & Kalliath, T. (2009). Expert commentary on work–life balance and crossover of emotions and experiences: Theoretical and practice advancements. Journal of Organizational Behavior, 30(5), 587–595. https://doi.org/10.1002/job.616
  61. Wicaksono, I. S. (2019). PENGARUH KOMPENSASI DAN FLEKSIBILITAS KERJA DRIVER GOJEK TERHADAP KINERJA DENGAN KEPUASAN KERJA SEBAGAI VARIABEL.
  62. Witriaryani, A. S., Putri, A., Jonathan, D., Mohd, T., & Abdullah, K. (2022). Pengaruh Work-life Balance dan Flexible Working Arrangement terhadap Job Performance dengan Dimediasi oleh Employee Engagement Info Artikel ABSTRAK Sejarah artikel. Fair Value : Jurnal Ilmiah Akuntansi Dan Keuangan, 5(2). https://journalkopin.acd/index.php/fairvalue
  63. Yaşlıoğlu, M., Karagülle, A. Ö., & Baran, M. (2013). An Empirical Research on the Relationship between Job Insecurity, Job Related Stress and Job Satisfaction in Logistics Industry. Procedia - Social and Behavioral Sciences, 99, 332–338. https://doi.org/10.1016/j.sbspro.2013.10.501
  64. Yunus, E. N., & Ernawati, E. (2018). Productivity paradox? The impact of office redesign on employee productivity. International Journal of Productivity and Performance Management, 67(9), 1918–1939. https://doi.org/10.1108/IJPPM-12-2017-0350
  65. Zafar, Q., Ali, A., Hameed, T., Ilyas, T., & Younas, H. I. (2015). The Influence of Job Stress on Employees Performance in Pakistan. In American Journal of Social Science Research (Vol. 1, Issue 4). http://www.aiscience.org/journal/ajssrhttp://creativecommons.org/licenses/by-nc/4.0/