EFEKTIVITAS KERJA FLEKSIBEL: WLB, DUKUNGAN ORGANISASI, DAN KOMPENSASI
DOI:
https://doi.org/10.34127/jrlab.v15i1.2180Keywords:
Flexible Work Arrangements, Work–Life Balance, Employee Engagement, Employee Performance, Work From HomeAbstract
The development of digital technologies and post-pandemic workplace transformations have encouraged organizations to adopt Flexible Work Arrangements (FWAs) such as remote work, hybrid work, and flexible scheduling. While FWAs are often associated with improved work–life balance and productivity, their implementation may also create challenges including blurred work boundaries, longer working hours, and compensation inequality. This study aims to develop a conceptual framework explaining the relationship between FWAs and employee performance through the mediating roles of job autonomy, work–life balance, and employee engagement, as well as the moderating roles of organizational resource support and compensation fairness. The study employs a Systematic Literature Review (SLR) approach by analyzing scholarly articles from Scopus, Web of Science, and Google Scholar published between 2015 and 2026. The review indicates that FWAs can enhance employee performance when supported by adequate organizational resources and fair compensation structures. The proposed framework offers practical insights for organizations in designing effective flexible work policies in the evolving digital workplace.
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