Integrasi Gaya Bekerja Hybrid dan Kepemimpinan terhadap Kepuasan Kerja dengan Moderasi Karakteristik Pekerjaan
DOI:
https://doi.org/10.31629/bi.v9i2.7854Keywords:
hybrid work style, leadership, job satisfaction, job characteristics, employee retentionAbstract
The shift in work patterns after the pandemic has encouraged organizations to adopt more flexible systems through hybrid work arrangements. However, the effectiveness of this system remains a challenge in maintaining employee job satisfaction across industries. This study aims to analyze the influence of hybrid work style integration and leadership on job satisfaction and examine the moderating role of job characteristics in optimizing hybrid work implementation across industries in Indonesia. A quantitative approach was employed using a survey method targeting active employees who have been working under a hybrid system for at least six months. Purposive sampling was used, and data were analyzed using Partial Least Squares-Structural Equation Modeling (PLS-SEM). The results indicate that leadership has a positive and significant effect on both hybrid work style and job satisfaction, while hybrid work style does not significantly affect job satisfaction. Furthermore, job characteristics have a significant effect on job satisfaction but do not moderate the relationship between hybrid work style and job satisfaction. These findings highlight that adaptive leadership and meaningful job characteristics are essential factors in enhancing employee satisfaction, whereas work flexibility alone is insufficient to ensure optimal satisfaction.
Downloads
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
Avolio, B. J., & Bass, B. M. (2004). Multifactor leadership questionnaire: Manual and sampler set (3rd ed.). Redwood City, CA: Mind Garden.
Avolio, B. J., Walumbwa, F. O., & Weber, T. J. (2009). Leadership: Current theories, research, and future directions. Annual Review of Psychology, 60, 421–449. https://doi.org/10.1146/annurev.psych.60.110707.163621
Awad, M., & Alharbi, J. (2022). The impact of hybrid work models on employee satisfaction and productivity. Journal of Management Research, 14(3), 102–115.
Bandura, A. (1986). Social foundations of thought and action: A social cognitive theory. Englewood Cliffs, NJ: Prentice-Hall.
Bass, B. M., & Riggio, R. E. (2006). Transformational leadership (2nd ed.). Mahwah, NJ: Lawrence Erlbaum Associates.
Bloom, N., Liang, J., Roberts, J., & Ying, Z. J. (2015). Does working from home work? Evidence from a Chinese experiment. The Quarterly Journal of Economics, 130(1), 165–218. https://doi.org/10.1093/qje/qju032
Breevaart, K., Bakker, A. B., Demerouti, E., & Van den Heuvel, M. (2014). Leader–member exchange, work engagement, and job performance. Journal of Managerial Psychology, 30(7), 754–770. https://doi.org/10.1108/JMP-03-2013-0088
Carnevale, J. B., & Hatak, I. (2020). Employee adjustment and well-being in the era of COVID-19: Implications for human resource management. Journal of Business Research, 116, 183–187. https://doi.org/10.1016/j.jbusres.2020.05.037
Choudhury, P., Foroughi, C., & Larson, B. (2021). Work-from-anywhere: The productivity effects of geographic flexibility. Strategic Management Journal, 42(4), 655–683. https://doi.org/10.1002/smj.3251
Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86(3), 386–400. https://doi.org/10.1037/0021-9010.86.3.386
Eisenberger, R., Huntington, R., Hutchison, S., & Sowa, D. (1986). Perceived organizational support. Journal of Applied Psychology, 71(3), 500–507. https://doi.org/10.1037/0021-9010.71.3.500
Edmondson, A. C., & Lei, Z. (2014). Psychological safety: The history, renaissance, and future of an interpersonal construct. Annual Review of Organizational Psychology and Organizational Behavior, 1(1), 23–43. https://doi.org/10.1146/annurev-orgpsych-031413-091305
Felstead, A., & Henseke, G. (2017). Assessing the growth of remote working and its consequences for effort, well-being, and work-life balance. New Technology, Work and Employment, 32(3), 195–212. https://doi.org/10.1111/ntwe.12097
Gallup. (2021). State of the global workplace report 2021. Washington, DC: Gallup Press.
Gallup. (2023). State of the global workplace report 2023. Washington, DC: Gallup Press.
Graen, G. B., & Uhl-Bien, M. (1995). Relationship-based approach to leadership: Development of leader–member exchange (LMX) theory over 25 years. The Leadership Quarterly, 6(2), 219–247. https://doi.org/10.1016/1048-9843(95)90036-5
Hackman, J. R., & Oldham, G. R. (1976). Motivation through the design of work: Test of a theory. Organizational Behavior and Human Performance, 16(2), 250–279. https://doi.org/10.1016/0030-5073(76)90016-7
Hackney, A., Yung, M., Somasundram, K. G., & Nowrouzi-Kia, B. (2022). Working in the digital economy: A systematic review of work-from-home arrangements. PLoS ONE, 17(10), e0274728. https://doi.org/10.1371/journal.pone.0274728
Hanaysha, J. R., & Tahir, P. R. (2022). The role of transformational leadership and organizational culture in promoting employee engagement. Sustainability, 14(9), 5518. https://doi.org/10.3390/su14095518
Hasibuan, M., Putra, D. Y., & Hartono, A. (2024). Pengaruh kepemimpinan dan pelatihan terhadap kompetensi digital yang dimediasi oleh motivasi pada pegawai Kantor Perwakilan Bank Indonesia Provinsi Riau. Jurnal Bahtera Inovasi, 8(1), 22–34.
Herzig, S. E., & Jimmieson, N. L. (2006). Middle managers’ uncertainty management during organizational change. Leadership & Organization Development Journal, 27(8), 628–645. https://doi.org/10.1108/01437730610709264
Hidayat, R., & Kusuma, N. D. (2020). The effect of leadership and work environment on employee satisfaction in the banking sector. Journal of Management and Business Studies, 5(3), 145–156.
House, R. J. (1971). A path–goal theory of leader effectiveness. Administrative Science Quarterly, 16(3), 321–339. https://doi.org/10.2307/2391905
Humphrey, S. E., Nahrgang, J. D., & Morgeson, F. P. (2007). Integrating motivational, social, and contextual work design features. Journal of Applied Psychology, 92(5), 1332–1356. https://doi.org/10.1037/0021-9010.92.5.1332
Idaszak, J. R., & Drasgow, F. (1987). A revision of the Job Diagnostic Survey: Elimination of a measurement artifact. Journal of Applied Psychology, 72(1), 69–74. https://doi.org/10.1037/0021-9010.72.1.69
Ipsen, C., van Veldhoven, M., Kirchner, K., & Hansen, J. P. (2021). Six key advantages and disadvantages of working from home in Europe during COVID-19. International Journal of Environmental Research and Public Health, 18(4), 1826. https://doi.org/10.3390/ijerph18041826
Kelliher, C., & Anderson, D. (2010). Doing more with less? Flexible working practices and the intensification of work. Human Relations, 63(1), 83–106. https://doi.org/10.1177/0018726709349199
Khan, M. M., Rehman, M. A., & Fatima, A. (2020). The impact of transformational leadership on employee job satisfaction through engagement. Middle East Journal of Management, 7(2), 175–193. https://doi.org/10.1504/MEJM.2020.106401
Kossek, E. E., Thompson, R. J., & Lautsch, B. A. (2014). Balanced workplace flexibility: Avoiding the traps. California Management Review, 56(2), 5–25.
Kreiner, G. E. (2006). Consequences of work–home segmentation or integration: A person–environment fit perspective. Journal of Organizational Behavior, 27(4), 485–507. https://doi.org/10.1002/job.386
McKinsey & Company. (2024). Reimagining the hybrid workplace in Asia. Singapore: McKinsey Global Institute.
Mercer Indonesia. (2023). Indonesia total remuneration survey 2023. Jakarta: Mercer.
Microsoft. (2021). Work trend index: The next great disruption is hybrid work. Retrieved from https://www.microsoft.com/worktrendindex
Misdiana, A., Iranita, & Kurniawan, R. (2018). Pengaruh gaya kepemimpinan, motivasi kerja dan lingkungan kerja terhadap kepuasan kerja karyawan pada PT Karwikarya Wisman Graha Tanjungpinang. Jurnal Bahtera Inovasi, 2(1), 45–56.
Morgeson, F. P., & Humphrey, S. E. (2006). The Work Design Questionnaire (WDQ). Journal of Applied Psychology, 91(6), 1321–1339. https://doi.org/10.1037/0021-9010.91.6.1321
Northouse, P. G. (2021). Leadership: Theory and practice (9th ed.). Thousand Oaks, CA: Sage Publications.
Nurdin, M. (2019). Pengaruh kepemimpinan dan budaya organisasi terhadap kepuasan kerja guru. Jurnal Bahtera Inovasi, 5(2), 77–85.
Oldham, G. R., & Hackman, J. R. (2010). Not what it was and not what it will be: The future of job design research. Journal of Organizational Behavior, 31(2–3), 463–479. https://doi.org/10.1002/job.678
Parker, S. K., Knight, C., & Ohly, S. (2017). The changing face of work design research. Journal of Applied Psychology, 102(3), 403–420. https://doi.org/10.1037/apl0000089
PwC Indonesia. (2023). Workforce hopes and fears survey 2023. Jakarta: PricewaterhouseCoopers.
PwC Indonesia. (2024). Indonesian workforce study 2024: The hybrid transformation. Jakarta: PricewaterhouseCoopers.
Robbins, S. P., & Judge, T. A. (2019). Organizational behavior (18th ed.). New York, NY: Pearson Education.
Rosso, B. D., Dekas, K. H., & Wrzesniewski, A. (2010). On the meaning of work. Research in Organizational Behavior, 30, 91–127. https://doi.org/10.1016/j.riob.2010.09.001
Sari, N., Wibowo, A., & Rahman, M. (2023). Job design and adaptation to hybrid working among service industry employees in Indonesia. Journal of Human Resource Studies, 11(1), 1–14.
Social Expat. (2024). Hybrid work and well-being in Indonesia: Trends and implications. Retrieved from https://www.socialexpat.net
Spicer, A. (2022). The future of leadership in hybrid organizations: Digital empathy and flexibility. Organization Studies, 43(7), 1043–1062. https://doi.org/10.1177/01708406221082152
Wang, B., Liu, Y., Qian, J., & Parker, S. K. (2021). Achieving effective remote working during the COVID-19 pandemic. Applied Psychology, 70(1), 16–59. https://doi.org/10.1111/apps.12290
Wells, J., Cotter, D., Liu, Y., & Jordan, H. (2023). A systematic review of remote working and work–life flow. Workplace Health & Safety, 71(4), 192–207. https://doi.org/10.1177/21650799221125972
Wildayana, A., Machasin, & Efni, Y. (2019). Pengaruh pengawasan dan komunikasi internal terhadap kepuasan kerja serta dampaknya terhadap kinerja pegawai Dinas PUPR Provinsi Riau. Jurnal Bahtera Inovasi, 3(1), 13–26.
Yukl, G. A. (2013). Leadership in organizations (8th ed.). Boston, MA: Pearson.
Zhang, Y., Wang, X., & Li, Y. (2022). Middle managers in hybrid work environments. Journal of Organizational Effectiveness, 9(3), 358–376. https://doi.org/10.1108/JOEPP-01-2022-0014
Zhang, Y., Wang, S., & Li, X. (2021). Remote leadership and employee well-being during hybrid work transition. Frontiers in Psychology, 12, 734212. https://doi.org/10.3389/fpsyg.2021.734212
Downloads
Published
Issue
Section
License
Copyright (c) 2025 Bahtera Inovasi
This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.
Anda diperbolehkan:
- Berbagi — menyalin dan menyebarluaskan kembali materi ini dalam bentuk atau format apapun;
- Adaptasi — menggubah, mengubah, dan membuat turunan dari materi ini
- Pemberi lisensi tidak dapat mencabut ketentuan di atas sepanjang Anda mematuhi ketentuan lisensi ini.
Berdasarkan ketentuan berikut:
- Atribusi — Anda harus mencantumkan nama yang sesuai , mencantumkan tautan terhadap lisensi, dan menyatakan bahwa telah ada perubahan yang dilakukan . Anda dapat melakukan hal ini dengan cara yang sesuai, namun tidak mengisyaratkan bahwa pemberi lisensi mendukung Anda atau penggunaan Anda.
- NonKomersial — Anda tidak dapat menggunakan materi ini untuk kepentingan komersial .
- BerbagiSerupa — Apabila Anda menggubah, mengubah, atau membuat turunan dari materi ini, Anda harus menyebarluaskan kontribusi Anda di bawah lisensi yang sama dengan materi asli.
- Tidak ada pembatasan tambahan — Anda tidak dapat menggunakan ketentuan hukum atau sarana kontrol teknologi yang secara hukum membatasi orang lain untuk melakukan hal-hal yang diizinkan lisensi ini.
Pemberitahuan:
Anda tidak perlu menaati lisensi untuk bagian materi ini yang telah berada di bawah domain publik atau untuk penggunaan yang diizinkan di bawah pengecualian atau pembatasan .
Tidak ada jaminan yang diberikan oleh lisensi ini. Lisensi ini mungkin tidak memberikan izin yang sesuai dengan tujuan penggunaan Anda. Sebagai contoh, hak-hak lainnya seperti hak atas potret, hak atas privasi, atau hak moral dapat membatasi penggunaan materi berlisensi CC.
