Pengaruh Flexible Working Arrangements dan Perceived Supervisor Support terhadap Work Engagement dan Employee Performance: Studi Empiris pada Organisasi Keuangan Pemerintah di Indonesia

Organizations generally look for ways to achieve high performance from employees but sometimes ignore the important role of work engagement, as in the case of public sector organizations, especially after the COVID-19 pandemic. The main objective of this research is to determine the effect of flexible working arrangements and perceived supervisor support on work engagement and employee performance. We surveyed 321 civil servants who carry out flexible working arrangements at Government Financial Organization. We identify the effect of flexible working arrangements and perceived supervisor support on work engagement and the role of work engagement as a mediator of flexible working arrangements and perceived supervisor support on employee performance using a covariance-based structural equation modeling (CB-SEM) approach. The findings show that flexible working arrangements and perceived supervisor support have a positive and significant effect on work engagement and employee performance through the mediation of work engagement. Furthermore, work engagement has a positive and significant impact on employee performance. This study contributes to an investigation into the predictors that influence employee performance considering the limited research on work engagement and employee performance in the Indonesian public sector, especially after changes in work patterns after the COVID-19 pandemic

Mengungkap Kekuatan Perceived Organizational Support dan Servant Leadership terhadap Employee Performance: Eksplorasi Work Engagement sebagai Mediator Kunci di Sektor Publik

The evolving dynamics of work influenced by the Fourth Industrial Revolution and the aftermath of the COVID-19 pandemic have compelled management to formulate precise strategies for the proficient management of human resources (HRM) to ensure the continued optimal performance of organizations. This paradigm extends its applicability to the public sector, where the position and functions of Civil Servants (ASN) within governmental bodies are of paramount importance in the execution of national development initiatives. Thus, this research endeavor seeks to investigate the relationship between perceived organizational support (POS) and servant leadership concerning employee performance, with work engagement serving as a mediating factor within the context of ASN employed by Financial Management Institutions within the public sector. The study was conducted through the administration of a questionnaire survey to 305 ASN respondents situated at the Central Office of the Financial Management Institution, employing the Covariance Based – Structural Equation Modeling (CB-SEM) technique for data analysis. The research findings manifest that both POS and servant leadership exhibit a significantly positive influence on work engagement. Moreover, work engagement serves as a complete and significant mediator in the relationship between POS and servant leadership, affecting employee performance in a significantly positive manner. This research contributes to managerial implications that can be applied within organizations, leadership circles, and among individuals within the public sector, concerning the interrelated concepts of POS, servant leadership, work engagement, and employee performance

The Influence of Autonomy, Competence, Relatedness, and Technostress on Performance Expectations in Digital Transformation of Public Broadcasting Institutions in Indonesia

Abstract   Digital transformation is an emerging technological phenomenon that profoundly influences various aspects of work within an organization. In this context, the willingness of employees to consistently contribute to a digitally transformed workplace becomes crucial in the overall transformation process. Therefore, this study aimed to determine the influence of autonomy expectations, competence, relatedness, and technostress on employees' performance expectations. It involved permanent employees of LPP TVRI who have been working for a minimum of 2 years and the data were collected using a questionnaire. Furthermore, a total of 238 respondents were included in the study and the data was analyzed using Partial Least Square (PLS-SEM). The results showed a positive influence between expectations of autonomy, competence, and relatedness to performance but technostress had no significant effects on the variable. This study provided insights for practitioners in the public sector, specifically in the broadcasting media, regarding how employees’ performance was shaped by autonomy, competence, relatedness, and technostress.   Keywords: Performance; Competence; Autonomy; Technostress; Digital Transformation;  Public Broadcasting Institutions     Abstrak   Transformasi digital adalah fenomena teknologi baru yang sangat memengaruhi berbagai aspek pekerjaan dalam suatu organisasi. Dalam konteks ini, kemauan karyawan untuk secara konsisten berkontribusi pada tempat kerja yang bertransformasi secara digital menjadi sangat penting dalam keseluruhan proses transformasi. Oleh karena itu, penelitian ini bertujuan untuk mengetahui pengaruh otonomi ekspektasi, kompetensi, keterkaitan, dan technostress terhadap ekspektasi kinerja karyawan. Melibatkan pegawai tetap LPP TVRI yang telah bekerja minimal 2 tahun dan data dikumpulkan dengan menggunakan kuesioner. Selanjutnya, sebanyak 238 responden dilibatkan dalam penelitian dan data dianalisis menggunakan Partial Least Square (PLS-SEM). Hasil penelitian menunjukkan adanya pengaruh positif antara ekspektasi otonomi, kompetensi, dan keterkaitan terhadap kinerja tetapi teknostres tidak berpengaruh signifikan terhadap variabel tersebut. Studi ini memberikan wawasan bagi para praktisi di sektor publik, khususnya di media penyiaran, mengenai bagaimana kinerja pegawai dibentuk oleh otonomi, kompetensi, keterkaitan, dan technostress.   Kata Kunci: Kinerja; Kompetensi; Otonomi; Technostress; Transformasi Digital; Public Broadcasting InstitutionsAbstract   Digital transformation is an emerging technological phenomenon that profoundly influences various aspects of work within an organization. In this context, the willingness of employees to consistently contribute to a digitally transformed workplace becomes crucial in the overall transformation process. Therefore, this study aimed to determine the influence of autonomy expectations, competence, relatedness, and technostress on employees' performance expectations. It involved permanent employees of LPP TVRI who have been working for a minimum of 2 years and the data were collected using a questionnaire. Furthermore, a total of 238 respondents were included in the study and the data was analyzed using Partial Least Square (PLS-SEM). The results showed a positive influence between expectations of autonomy, competence, and relatedness to performance but technostress had no significant effects on the variable. This study provided insights for practitioners in the public sector, specifically in the broadcasting media, regarding how employees’ performance was shaped by autonomy, competence, relatedness, and technostress.   Keywords: Performance; Competence; Autonomy; Technostress; Digital Transformation;  Public Broadcasting Institutions     Abstrak   Transformasi digital adalah fenomena teknologi baru yang sangat memengaruhi berbagai aspek pekerjaan dalam suatu organisasi. Dalam konteks ini, kemauan karyawan untuk secara konsisten berkontribusi pada tempat kerja yang bertransformasi secara digital menjadi sangat penting dalam keseluruhan proses transformasi. Oleh karena itu, penelitian ini bertujuan untuk mengetahui pengaruh otonomi ekspektasi, kompetensi, keterkaitan, dan technostress terhadap ekspektasi kinerja karyawan. Melibatkan pegawai tetap LPP TVRI yang telah bekerja minimal 2 tahun dan data dikumpulkan dengan menggunakan kuesioner. Selanjutnya, sebanyak 238 responden dilibatkan dalam penelitian dan data dianalisis menggunakan Partial Least Square (PLS-SEM). Hasil penelitian menunjukkan adanya pengaruh positif antara ekspektasi otonomi, kompetensi, dan keterkaitan terhadap kinerja tetapi teknostres tidak berpengaruh signifikan terhadap variabel tersebut. Studi ini memberikan wawasan bagi para praktisi di sektor publik, khususnya di media penyiaran, mengenai bagaimana kinerja pegawai dibentuk oleh otonomi, kompetensi, keterkaitan, dan technostress.   Kata Kunci: Kinerja; Kompetensi; Otonomi; Technostress; Transformasi Digital; Public Broadcasting Institution

The Role of Psychological Capital on the Effect of High-Performance Work System and Proactive Personality on Job Performance

Objective: This study aims to investigate the effect of a high-performance work system (HPWS) and proactive personality on job performance and examine the role of psychological capital as mediation in the proposed research model. Design/Methods/Approach: This study adopts quantitative approaches by distributing cross-sectional surveys of multi-sector employees; 231 respondents were collected. The data collected underwent model evaluation and structural equation modeling using Smart PLS 3.2.9, employing the embedded two-stage approach. Findings: The statistical analysis indicates that High-Performance Work Systems (HPWS) and proactive personality directly impact job performance. Moreover, they also have an indirect positive impact through mediation by psychological capital. Originality: This study contributes to the existing literature by investigating the mediating role of psychological capital on the influence of HPWS and proactive personality on job performance in the context of workers in various industrial sectors in Indonesia. This study confirms that HPWS, proactive personality, and psychological capital positively impact employee job performance. It also supports the broaden-and-build theory of positive emotions and the JD-R model in Indonesian workplaces. Practical/Policy implication: The findings of this study can provide valuable insights, evidence, and knowledge to academics and Human resource managers. By implementing High-Performance Work Systems (HPWS), recruiting workers with a proactive personality, and improving employee job performance, organizations can build a solid human resource base that can contribute to achieving optimal organizational goals. Human resource managers are advised to develop policies that focus on recruitment, training, motivation, and enhancing opportunities while fostering a proactive personality among employees. It will encourage optimism, hope, resilience, and efficacy in performing tasks, improving organizational performance and outcomes