The Influence of Flexible Working on Happiness at Work Through Employee Enggagement in Indonesia Financial Service Authority
DOI:
https://doi.org/10.38035/dijemss.v6i5.4669Keywords:
Flexible Working, Happiness at Work, Employee EngagementAbstract
Flexible Working Arrangement (FWA) is increasingly recognized as a strategic approach to improve employee well-being, particularly in public sector organizations that often struggle with rigid bureaucratic systems. This study investigates the direct and indirect effects of FWA on Happiness at Work (HAP), with Employee Engagement (EE) as a mediating variable. Using a quantitative approach, data were collected from 800 employees in the Indonesian public sector through a structured questionnaire. Structural Equation Modeling with SmartPLS 3.4 was used to test the hypotheses. The results showed that FWA significantly affected EE (? = 0.332, t = 5.504, p = 0.000) and HAP (? = 0.143, t = 2.742, p = 0.006). In addition, EE has a strong positive effect on HAP (? = 0.530, t = 10.868, p = 0.000) and significantly mediates the relationship between FWA and HAP (indirect effect ? = 0.176, t = 5.516, p = 0.000). These findings underscore the importance of fostering a flexible work environment to enhance employee engagement and psychological well-being.
References
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
Bakker, A. B., & Demerouti, E. (2008). Towards a Model of Work Engagement. Career Development International, 13(3), 209–223. https://doi.org/10.1108/13620430810870476
Bhatia, S., Giri, V. N., & Schuessler, J. (2020). Flexible working and happiness among Indian white-collar employees: Work-from-home practices and the role of gender. International Journal of Organizational Analysis, 28(5), 1035–1056. https://doi.org/10.1108/IJOA-10-2019-1909
Commer, E. J., Haugh, H. M., & Goggins, A. (2018). Flexible Work as an Employee Benefit: Implications for Happiness. Employee Relations, 40(2), 245–263. https://doi.org/10.1108/ER-03-2017-0066
Diener, E., Suh, E. M., Lucas, R. E., & Smith, H. L. (1999). Subjective Well-Being: Three Decades of Progress. Psychological Bulletin, 125(2), 276–302. https://doi.org/10.1037/0033-2909.125.2.276
Farrell, A. M. (2010). Insufficient discriminant validity: A comment on Bove, Pervan, Beatty, and Shiu (2009. Journal of Business Research, 63(3), 324–327. https://doi.org/10.1016/j.jbusres.2009.05.003
Field, A. (2018). Discovering Statistics using IBM SPSS Statistics (5th ed.). SAGE Publications. https://doi.org/10.4135/9781529716649
Fisher, C. D. (2010). Happiness at Work. International Journal of Management Reviews, 12(4), 384–412. https://doi.org/10.1111/j.1468-2370.2009.00270.x
Fitriana, Y., Hutagalung, F. D., & Awang, M. M. (2022). Employee Happiness: The Role of Engagement as Mediator in Flexible Working Arrangements. International Journal of Academic Research in Business and Social Sciences, 12(4), 643–658. https://doi.org/10.6007/IJARBSS/v12-i4/12797
Golden, T. D. (2001). Work Schedule Flexibility: A Contributor to Employee Happiness? Journal of Labor Research, 22(3), 411–429. https://doi.org/10.1007/s12122-001-1020-0
Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2018). Multivariate Data Analysis (8th ed.). United Kingdom: Cengage Learning.
Hyland, M. A. (1999). Flexible work arrangements: Examining the link between perceived usability and employee outcomes. Unpublished doctoral dissertation, University of Minnesota
Hyland, M. M., & Rau, B. L. (2002). Role Conflict and Flexible Work Arrangements: The Effects on Applicant Attraction. Journal of Applied Psychology, 87(1), 76–84. https://doi.org/10.1037/0021-9010.87.1.76
Kashdan, T. B., Biswas-Diener, R., & King, L. A. (2008). Reconsidering Happiness: The Costs of Distinguishing Between Hedonics and Eudaimonia. The Journal of Positive Psychology, 3(4), 219–233. https://doi.org/10.1080/17439760802303044
Lyubomirsky, S., & Lepper, H. S. (1999). A measure of subjective happiness: Preliminary reliability and construct validation. Social Indicators Research, 46(2), 137–155. https://doi.org/10.1023/A:1006824100041
Macey, W. H., & Schneider, B. (2008). The Meaning of Employee Engagement. Industrial and Organizational Psychology, 1(1), 3–30. https://doi.org/10.1111/j.1754-9434.2007.0002.x
Maslach, C., Schaufeli, W. B., & Leiter, M. P. (2001). Job burnout. Annual Review of Psychology, 52(1), 397–422. https://doi.org/10.1146/annurev.psych.52.1.397
Pandiangan, T. M. (2018). The Effect of Flexible Work Arrangement on Employee Engagement and Happiness: Evidence from Indonesian Banking Sector. Journal of Management and Business, 20(2), 78–94.
Pryce-Jones, J. (2010). Happiness at Work: Maximizing Your Psychological Capital for Success. Wiley-Blackwell. https://doi.org/10.1002/9780470666845
Rivai, V., & Basri, A. F. M. (2020). Performance Appraisal: Sistem yang Tepat untuk Menilai Kinerja Karyawan dan Meningkatkan Daya Saing Perusahaan. PT Raja Grafindo Persada.
Ryan, R. M., & Deci, E. L. (2001). On Happiness and Human Potentials: A Review of Research on Hedonic and Eudaimonic Well-being. Annual Review of Psychology, 52(1), 141–166. https://doi.org/10.1146/annurev.psych.52.1.141
Ryff, C. D., & Singer, B. (2008). Know Thyself and Become What You Are: A Eudaimonic Approach to Psychological Well-Being. Journal of Happiness Studies, 9(1), 13–39. https://doi.org/10.1007/s10902-006-9019-0
Sanjayanti, N., Darmayanti, N. S., Qondias, D., & Sanjaya, K. O. (2020). Integrasi Keterampilan 4C Dalam Modul Metodologi Penelitian. Jurnal Pedagogi Dan Pembelajaran, 3(3), 407–415. https://doi.org/10.23887/jp2.v3i3.28927
Schaufeli, W. B., & Bakker, A. B. (2010). 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.
Schaufeli, W. B., Salanova, M., González-Romá, V., & Bakker, A. B. (2002). The Measurement of Engagement and Burnout: A Two Sample Confirmatory Factor Analytic Approach. Journal of Happiness Studies, 3(1), 71–92. https://doi.org/10.1023/A:1015630930326
Schimmack, U. (2008). The Structure of Subjective Well-Being. In M. Eid & R. J. Larsen (Eds.), The Science of Subjective Well-Being (pp. 97–123). Guilford Press.
Singh, S., & Aggarwal, Y. (2018). Happiness at Work Scale: Construction and Psychometric Validation of a Measure Using Mixed Method Approach. Journal of Happiness Studies, 19(5), 1439–1463. https://doi.org/10.1007/s10902-017-9882-x
Sugiyono. (2022). Metode Penelitian Kuantitatif, Kualitatif, dan R&D (Edisi ke-2). Alfabeta.
Waterman, A. S., Schwartz, S. J., & Conti, R. (2008). The Implications of Two Conceptions of Happiness (Hedonic Enjoyment and Eudaimonia) for the Understanding of Intrinsic Motivation. Journal of Happiness Studies, 9(1), 41–79. https://doi.org/10.1007/s10902-006-9020-7
Zeng, Q., & Han, X. (2005). The path to employee engagement. Enterprise Management, 5, 9–10.
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2025 Ferino Firmansah, Pantius Drahen Soeling
This work is licensed under a Creative Commons Attribution 4.0 International License.
Authors who publish their manuscripts in this journal agree to the following conditions:
- The copyright on each article belongs to the author(s).
- The author acknowledges that the Dinasti International Journal of Education Management and Social Science (DIJEMSS) has the right to be the first to publish with a Creative Commons Attribution 4.0 International license (Attribution 4.0 International (CC BY 4.0).
- Authors can submit articles separately, arrange for the non-exclusive distribution of manuscripts that have been published in this journal into other versions (e.g., sent to the author's institutional repository, publication into books, etc.), by acknowledging that the manuscript has been published for the first time in the Dinasti International Journal of Education Management and Social Science (DIJEMSS).
