Impact of Flexible Working Arrangements in the Public Sector in Indonesia

Andi Aisyah Nurul Alifyanti Hidayah, Jugindar Singh Kartar Singh, Ibiwani Alisa Hussain

Abstract


The aim of this article is to examine the impact of flexible working arrangements in the public sector in Indonesia. From a theoretical perspective, this study examines the influence of flexible working arrangements on work-life conflict, work pressure, and organizational commitment. The focus is on employees engaged in the public sector in Indonesia as it regards this as a gap in current research. Most past studies on flexible working arrangements concentrate on large corporations in developed countries. There is a dearth of studies on the impact of flexible working arrangements on employee work-related outcomes in the public sector in Indonesia. In addition, empirical evidence concerning the association between flexible working arrangements and employee outcomes such as work-family conflict and organizational commitment shows inconsistent and mixed results. This was a quantitative study that used a survey method to collect data from 400 respondents. Descriptive and inferential statistics were generated using the SPSS software. The result showed that only organizational commitment was significantly correlated with flexible working arrangements. Work-family conflict and work pressure did not show a significant association with flexible work arrangements. This deviation from past studies could be attributed to cultural differences and policies in the public sector. This study provided new insights to organizations and human resource managers on the effect of the outcomes of flexible working arrangements. The findings revealed in this study are unique, and they provide support for the theory that flexible working conditions lead to increased organizational commitment. In terms of originality, past literature on flexible working arrangements mainly concentrates on large corporations or the private sector. With the growing importance of flexible working arrangements, there is a need to focus on the public sector. 


Full Text:

PDF

References


Agus, A. A., Husnayani, & Rifdan. (2018). Fungsi Pengawasan dalam Kinerja Pegawai Negeri Sipil di Kantor Bupati Kabupaten Soppeng. Jurnal Tomalebbi, 1, 13-34.

Ajayi, M. P., & Abimbola, O. H. (2013). Job satisfaction, organizational stress and employee performance: A study of NAPIMS. Ife PsychologIA: An International Journal, 21(2), 75-82.

Albion, M. J. (2005). A Measure of Attitudes Towards Flexible Work Options. Australian Journal of Management, 29(2), 275-294. https://doi.org/10.1177/031289620402900207

Allard, K., Haas, L., & Philip Hwang, C. (2007). Exploring the paradox: Experiences of flexible working arrangements and work–family conflict among managerial fathers in Sweden. Community, Work and Family, 10(4), 475-493. https://doi.org/10.1080/13668800701575135

American Afrianty, T. W. (2013). Work-Life Balance Policies in The Indonesian Context, Western Australia: Curtin University.

Anderson, D., & Kelliher, C. (2009). Flexible working and engagement: The importance of choice. Strategic Harvard Business Review, 8(2), 13-18. https://doi.org/10.1108/14754390910937530

Atkinson, C., Lucas, R., & Hall, L. (2011). Flexible working and happiness in the NHS. Employee Relations, 33(2), 88-105. https://doi.org/10.1108/01425451111096659

Baderi, F. (2019). Neraca: Producktivitas PNS Saat Ini? http://neraca.co.id/article/112979/produktivitas-pns-saat-ini

Balancing work and family after childbirth: A longitudinal analysis. Women's Health Issues, 21(1), 19-27. https://doi.org/10.1016/j.whi.2010.08.003

Berg, P., Kossek, E. E., Misra, K., & Belman, D. (2014). Work-life Flexibility Policies: Do unions affect employee access and use? Industrial & Labor Relations Review, 67(1), 111-137. https://doi.org/10.1177/001979391406700105

Bohle, P. (2016). Work-Life Conflict in ‘Flexible Work’: Precariousness, Variable Hours and Related Forms of Work Organization. In: Social and family issues in shift work and nonstandard working hours. Cham: Springer, pp. 91-105. https://doi.org/10.1007/978-3-319-42286-2_5

Cegarra-Leiva, D., Sanchez-Vidal, M. E., & Cegarra-Navarro, J. G. (2012) Work life balance and the retention of managers in Spanish SMEs. The International Journal of Human Resource Management, 23(1), 91-108. https://doi.org/10.1080/09585192.2011.610955

Choo, J. L. M., Desa, N. M., & Asaari, M. H. A. H. (2016). Flexible working arrangement toward organizational commitment and work-family conflict. Studies in Asian Social Science, 3(1), 21-36. https://doi.org/10.5430/sass.v3n1p21

Chung, H., & Van der Lippe, T. (2018). Flexible working, work–life balance, and gender equality: Introduction. Social Indicators Research, 151(2020), 365–381. https://doi.org/10.1007/s11205-018-2025-x

Dex, S., & Smith, C. (2002) The nature and pattern of family friendly employment policy in Britain, Bristol/York: The Policy Press/Joseph Rowntree Foundation.

Eisenberger, R., Hungtington, R., Hutchison, S., & Sowa, D. (1986). Perceived Organizational Support. Journal of Applied Psychology, 71, 500-507. https://doi.org/10.1037/0021-9010.71.3.500

Frinaldi, A. (2012). Analisis budaya kerja disiplin pegawai negeri sipil: studi pada beberapa pemerintah Daerah di Sumatera Barat. Jurnal Ilmu Administrasi Negara, 11(1), 123-140.

Ghani, R. A., Nordin, F., & Mamat, L. (2004). Organizational commitment among the academic staff in the Distance Education Program. The International Journal of Education Development, 1, 29-43.

Grice, M. M., McGovern, P. M., Alexander, B. H., Ukestad, L., & Hellerstedt, W. (2011).

Balancing work and family after childbirth: A longitudinal analysis. Women's Health Issues, 21(1), 19-27.

Gudep, V. K. (2019). An Empirical Study of The Relationships between The Flexible Work Systems (FWS), Organizational Commitment (O.C.), Work Life Balance (WLB) and Job Satisfaction (J.S.) For the Teaching Staff in The United Arab Emirates (UAE). International Journal of Management, 10(5), 11-27. https://doi.org/10.34218/IJM.10.5.2019.002

Hair Jr., J. F. et al. (2015). Essentials of business research methods. 2nd ed. London: Routledge. https://doi.org/10.4324/9781315716862

Haley, M. R., & Miller, L. A. (2015). Correlates of flexible working arrangements, stress, and sleep difficulties in the U.S. workforce: does the flexibility of the flexibility matter? Empirical Economics, 48(4), 1395-1418. https://doi.org/10.1007/s00181-014-0836-4

Hämmig, O., & Bauer, G. F. (2014). Work, work–life conflict and health in an industrial work environment. Occupational Medicine, 64(1), 34-38. https://doi.org/10.1093/occmed/kqt127

Hill, J. E., Jacob, J., Shannon, L, Brennan, R, Blanchard, V., & Martinengo, G. (2008). Exploring the relationship of workplace flexibility, gender, and life stage to family-to-work conflict, and stress and burnout. Community, Work & Family, 11(2), 165-181. https://doi.org/10.1080/13668800802027564

Hofäcker, D., & König, S. (2013). Flexibility and work-life conflict in times of crisis: a gender perspective. International Journal of Sociology and Social Policy, 33(9/10), 613-635. https://doi.org/10.1108/IJSSP-04-2013-0042

Hyman, J., Baldry, C., Scholarios, D., & Bunzel, D. (2003). Work-life imbalance in call centres and software development. British Journal of Industrial Relations, 41(2), 215-239. https://doi.org/10.1111/1467-8543.00270

Kattenbach, R., Demerouti, E., & Nachreiner, F. (2010). Flexible working times: effects on employees' exhaustion, work‐nonwork conflict and job performance. Career Development International, 15(3). 279-295. https://doi.org/10.1108/13620431011053749

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

Ketchand, A. A., & Strawser, J. R. (2001). Multiple dimensions of organizational commitment: Implications for future accounting research. Behavioral Research in Accounting, 13(1), 221-251. https://doi.org/10.2308/bria.2001.13.1.221

Kossek, E. E., & Michel, J. S. (2011). Flexible work schedules. In Zedeck S. (Ed.), Handbook of industrial and organizational psychology: Building and developing the organization (pp.535–572). Washington, DC: American Psychological Association. https://doi.org/10.1037/12169-017

Kotey, B. A., & Sharma, B. (2019). Pathways from flexible work arrangements to financial Performance. Personnel Review, 48(3), 731-747. https://doi.org/10.1108/PR-11-2017-0353

Krejcie, R. V., & Morgan, D. W. (1970). Determining sample size for research activities. Educational and psychological measurement, 30(3), 607-610. https://doi.org/10.1177/001316447003000308

Kremer, I. (2016). The relationship between school-work-family-conflict, subjective stress, and burnout. Journal of Managerial Psychology, 31(4), 805-819. https://doi.org/10.1108/JMP-01-2015-0014

Kwon, M. (2019). Effects of recognition of flexible work systems, organizational commitment, and quality of life on turnover intentions of healthcare nurses. Technology and Health Care, 27(5), 499-507. https://doi.org/10.3233/THC-191734

Kwon, M., Cho, Y. J., & Song, H. J. (2019). How do managerial, task, and individual factors influence flexible work arrangement participation and abandonment? Asia Pacific Journal of Human Resources, 1(2019), 1-24. https://doi.org/10.1111/1744-7941.12251

Lee, S. Y., & Hong, J. H. (2011). Does family-friendly policy matter? Testing its impact on turnover and performance. Public Administration Review, 71(6), 870-879. https://doi.org/10.1111/j.1540-6210.2011.02416.x

Lott, Y. (2017). Stressed despite or because of flexible work arrangements? Flexible work arrangements, job pressure and work-to-home conflict for women and men in Germany (No. 046). Working Paper Forschungsförderung.

Mansoor, M., Fida, S., Nasir, S., & Ahmad, Z. (2011). The impact of job stress on employee job satisfaction a study on telecommunication sector of Pakistan. Journal of Business Studies Quarterly, 2(3), 50-56.

Masuda, A. D., Poelmans, S. A., Allen, T. D., Spector, P. E., Lapierre, L. M., Cooper, C. L., … Lu, L. (2012). Flexible work arrangement availability and their relationship with work‐to‐family conflict, job satisfaction, and turnover intentions: A comparison of three country clusters. Applied psychology, 61(1), 1-29. https://doi.org/10.1111/j.1464-0597.2011.00453.x

Matondang, D. (2017). detiknews: Polling: Polisi dan Rekrutmen CPNS Sektor Terkorup di Indonesia. https://news.detik.com/berita/d-3567421/polling-polisi-dan-rekrutmen-cpns-sektor-terkorup-di-indonesia

Meyer, J. P., & Allen, N. J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1, 61-89. http://dx.doi.org/10.1016/1053-4822(91)90011-Z

Meyer, J. P., & Herscovitch, L. (2001). Commitment in the workplace: Toward a general model. Human Resource Management Review, 11, 299-326. http://dx.doi.org/10.1016/S1053-4822(00)00053-X

Meyer, J. P., Allen, N., & Smith, C. A. (1993). Commitment to Organizations and Occupations: Extension and Test of a Three-Component Conceptualization. Journal of Applied Psychology, 78(4), 538-551. https://doi.org/10.1037/0021-9010.78.4.538

Netemeyer, R. G., Boles, J. S., & McMurrian, R. (1996). Development and validation of work–family conflict and family–work conflict scales. Journal of applied psychology, 81(4), 400-410. https://doi.org/10.1037/0021-9010.81.4.400

Nikbakhsh, R., Afarinesh Khaki, A., & Sharififar, F. (2020). Assessment Factors Related to Turnover Intention in Sports Organizations. Journal of Health Promotion Management, 9(1), 33-41

O’Driscoll, M. P., Brough, P., & Kalliath, T. J. (2004). Work/family conflict, psychological well-being, satisfaction, and social support: A longitudinal study in New Zealand. Equal opportunities international, 23(1/2), 36-56. https://doi.org/10.1108/02610150410787846

Paille', P., Grima, F., & Dufour, M. (2015). Contribution to social exchange in public organizations: examining how support, trust, satisfaction, commitment and work outcomes are related. The International Journal of Human Resource Management, 26(4), 520-546. https://doi.org/10.1080/09585192.2012.654809

Pallant, J. (2013). SPSS Survival Manual. U.K.: McGraw-Hill Education.

Parker, D. F., & DeCotiis, T. A. (1983). Organizational determinants of job stress. Organizational behaviour and human performance, 32(2), 160-177. https://doi.org/10.1016/0030-5073(83)90145-9

Posthuma, R. A., Campion, M. C., Masimova, M., & Campion, M. A. (2013). A high-performance work practices taxonomy: integrating the literature and directing future research. Journal of Management, 39(5), 1184-1220. https://doi.org/10.1177/0149206313478184

Putra, L. M. (2016). Kompas: Menpan RB: 64 Persen PNS Hanya Juru Ketik, Bagaimana Negara Mau Maju. https://nasional.kompas.com/read/2016/10/18/20470811/menpan.rb.64.persen.pns.

Ramasamy, C. (2019, January 28). It is a scandal that working mothers are 40% more stressed. than other people. The Guardian. https://www.theguardian.com/lifeandstyle/2019/jan/28/scandal-working-mothers-40-per-cent-more-stressed-other-people

Rendon, R. A. (2016). Work-Life Balance Among Working Married Women: What Social Workers Need to Know. Unpublished dissertation. California State University, San Bernardino

Ridho, S. L. Z., & Al Rasyid, M. N. (2010). Partisipasi angkatan kerja perempuan dan rasio jenis kelamin: Studi kasus negara anggota ASEAN. http://www.bappenas.go.id/blog/?p=297

Ross, P., & Ali, Y. (2017). Normative commitment in the ICT sector: Why professional commitment and flexible work practices matter. International Journal of Employment Studies, 25(1), 44.

Russell, H., O'Connel, P. J., & McGinnity, F. (2007). The Impact of Flexible Working Arrangements on Work-Life Conflict and Work Pressure in Ireland. Gender Work and Organization, 16(1), 73-97. https://doi.org/10.1111/j.1468-0432.2008.00431.x

Saputra, M. B. (2018). The Diplomat: Who Wants to Be an Indonesian Civil Servant? Almost Everyone. https://thediplomat.com/2018/10/who-wants-to-be-an-indonesian-civil-servant-almost-everyo

Saunders, M., Lewis, P., & Thornhill, A., (2016). Research methods for business students. Harlow: Financial Times Prentice Hall.

Sekaran, U. (2010). Research methods for business. 5th ed. New York: John Wiley & Sons.

Shagvaliyeva, S., & Yazdanifard, R. (2014). Impact of Flexible Working Hours on Work-Life Balance. American Journal of Industrial and Business Management, 4(1), 20-23. https://doi.org/10.4236/ajibm.2014.41004

Solanki, K. R. (2013). Flexitime association with job satisfaction, work productivity, motivation & employees' stress. Journal of Human Resource Management, 1(1), 9-14. https://doi.org/10.11648/j.jhrm.20130101.12

Sundaresan, S. (2014). Work-life balance–implications for working women. OIDA International Journal of Sustainable Development, 7(7), 93-102.

Tabachnick, B. G., & Fidell, L, S. (2007). Using multivariate statistics (5th Ed.). Boston: Pearson Education Inc.

Takeuchi, R., Chen, G., & Lepak, D. P. (2009). Through the looking glass of a social system: cross-level effects of high-performance work systems on employees’ attitudes. Personnel Psychology, 62(1), 1-29. https://doi.org/10.1111/j.1744-6570.2008.01127.x

The World Bank (2018). Indonesia - World Bank Open Data - World Bank Group. https://data.worldbank.org/country/Indonesia

The World Bank (2020). The World Bank in Indonesia. https://www.worldbank.org/en/country/indonesia/overview

The World Bank (2018a). Mapping Indonesia’s Civil Service. http://documents1.worldbank.org/curated/en/643861542638957994/pdf/126376-Mapping-Indonesia-Civil-Service-14977.pdf

Thevamanohar, A. (2020, July 15). Millennials, Gen Z view Covid-19 period as opportunity to reset — Deloitte. The EDGE Markets. https://www.theedgemarkets.com/article/millennials-gen-z-view-covid19-period-opportunity-reset-%E2%80%94-deloitte

Timms, C., Brough, P., O'Driscoll, M., Kalliath, T., Siu, O. L., Sit, C., & Lo, D. (2015). Flexible work arrangements, work engagement, turnover intentions, and psychological health. Asia Pacific Journal of Human Resources, 53(1), 83-103. https://doi.org/10.1111/1744-7941.12030

Tjiptoherijanto, P. (2018). Reform of the Indonesian Civil Service: Looking for Quality. Economics World, 6(6), 433-443. https://doi.org/10.17265/2328-7144/2018.06.002

Torrington, D., Taylor, S., Hall, L., & Atkinson, C., 2011. Human Resource Management. New Jersey: Financial Times Prentice Hall.

U.N. Women, (2012). Women are integral part of Indonesian success. http://www.unwomen.org/en/news/stories/2012/12/women-are-integral-part-of-indonesian-success

Wang, S., Yi, X., Lawler, J., & Zhang, M. (2011). Efficacy of high-performance work practices in Chinese companies. International Journal of Human Resource Management, 22(11), 2419-2441.

White, M. et al. (2003). High-Performance Management Practices, Working hours and Work-Life Balance. British Journal of Industrial Relations, 41(2), 175-195. https://doi.org/10.1111/1467-8543.00268

Yapp, R. (2018). Working Women still do housework. Daily Mail http://www.dailymail.co.uk/news/article-206381/Working-women-housework.html

Yoo, M. J., & Kim, J. K. (2016). A structural model of hospital nurses’ turnover intention: Focusing on organizational characteristics, job satisfaction, and job embeddedness. The Journal of Korean Nursing Administration Academic Society, 22(3), 292-302. https://doi.org/10.11111/jkana.2016.22.3.292




DOI: https://doi.org/10.5296/ijhrs.v11i2.18458

Copyright (c) 2021 Andi Aisyah Nurul Alifyanti Hidayah, Jugindar Singh Kartar Singh, Ibiwani Alisa Hussain

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

International Journal of Human Resource Studies  ISSN 2162-3058

Email: ijhrs@macrothink.org

Copyright © Macrothink Institute  

To make sure that you can receive messages from us, please add the 'macrothink.org' domain to your e-mail 'safe list'. If you do not receive e-mail in your 'inbox', check your 'bulk mail' or 'junk mail' folders.

------------------------------------------------------------------------------------------------------------------------------------------------------