PENGARUH HYBRID WORKING PASCA PANDEMI COVID-19 TERHADAP KEPUASAN KERJA DENGAN PEMEDIASI WORK LIFE BALANCE DAN MOTIVASI KERJA (STUDI PADA PEKERJA DI JAKARTA, BOGOR, TANGERANG)
Keywords:
Hybrid Working, Work Life Balance, Kepuasan Kerja, Motivasi Kerja
Abstract
Selama pandemi Covid-19, bekerja secara remote & hybrid telah menjadi sesuatu yang normal. Di tahun 2020 ketika pandemi Covid-19, tingkat kepuasan pegawai berada pada titik tertinggi. Namun kepuasan pegawai semakin menurun dan memburuk pada kuartal terakhir tahun 2023. Tantangan terbesar perusahaan pasca pandemi Covid-19 adalah bagaimana merumuskan kebijakan cara bekerja yang tepat dan memperbaiki tingkat kepuasan pegawai. Penelitian ini bertujuan untuk menganalisis dampak Hybrid Working terhadap Kepuasan Kerja dengan variabel mediasi Work Life Balance dan Motivasi Kerja. Penelitian ini mengunakan 135 data sampel yang dikumpulkan dari pegawai yang bekerja di Jakarta, Bogor dan Tangerang. Hasil penelitian menunjukan bahwa Hybrid Working memiliki pengaruh positif terhadap Work Life Balance, Motivasi Kerja dan Kepuasan Kerja. Motivasi Kerja memiliki pengaruh yang positif terhadap Kepuasan Kerja. Hasil berbeda ditemukan bahwa Work Life Balance tidak berpengaruh signifikan terhadap Kepuasan Kerja. Hybrid Working juga berpengaruh secara tidak langsung terhadap Kepuasan Kerja melalui Motivasi Kerja sebagai variabel mediasi.
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Allen, K. S., Grelle, D., Lazarus, E. M., Popp, E., & Gutierrez, S. L. (2024). Hybrid is here to stay: Critical behaviors for success in the new world of work. Personality and Individual Differences.
BambooHR (2024). Why Is Everyone So Unhappy at Work? BambooHR Employee Satisfaction SHows 2023 Holiday Blues. https://www.bamboohr.com/resources/guides/employee-happiness-q4-2023
Bangun, W. (2012). Manajemen Sumber Daya Manusia. jakarta: Penerbit Erlangga.
Brough, P., Timms, C., O'Driscoll, M. P., Kalliath, T., Siude, O.-L., Sitf, C., & Lo, D. (2014). Work–life balance: a longitudinal. The International Journal of Human.
Bloom, N., Han, R., & Liang, J. (2024). Hybrid working from Home improves retention without damaging performance. Nature
Clark, S. C. (2000). Work/family border theory: A new theory of worf/family balance. Human Relations.
Davidescu A. A., Apostu, S. A., Paul, A., Casuneanu, I. (2020). Work Flexibility, Job Satisfaction, and Job Performance among Romanian Employees Implications for Sustainable Human Resource Management. Sustainability journal of MDPI.
Endeka, R. F., Rumawas, W., & Tumbel, T. M. (2020). Worklife Balance dan Kompensasi terhadap Kepuasan Kerja Karyawan PT Hasjrat Abadi Cabang Kotamobagu. Productivity.
Furnhan, A., & Macrae, I. (2021). Measuring work motivation: The facets of the work values questionnaire. Scandinavian Journal of Psychology.
Gartner. (2023). Definition of Hybrid Work - Gartner Information Technology Glossary. https://www.gartner.com/en/information-technology/glossary/hybrid-work.
Irawanto, D. W., Novianti, K. R., & Roz, K. (2021). Work from Home: Measuring Satisfaction betweenWork–Life Balance and Work Stress during the Covid-19 Pandemic in Indonesia. Economic 9.
Juniari, N. K. E., Riana, I. G., Subudi, M. (2015). Pengaruh Motivasi Terhadap Kepuasan Kerja dan Kinerja Pegawai Negeri Sipil (PNS) di Sekolah Tinggi Pariwisata Nusa Dua Bali. E-Jurnal Ekonomi dan Bisnis Universitas Udayana.
Khatimah, H., Mardiana, R., Reni, A. (2022). Analysis of Remote Working and Hybrid Working Models on Employee Performance Through Work Life Balance (WLB) At BKAD Barru District. The Scientia Journal of Economics Issues.
Krajčík, M., Schmidt, D. A., & Baráth, M. (2023). Hybrid Work Model: An Approach to Work–Life Flexibility in a Changing Environment. Administrative Sciences.
Lee, D., & Kim, S. Y. (2016). A Quasi-Experimental Examination of Telework Eligibility and Participation in the U.S. Federal Government. Review of Public Personnel Administration.
Maharani, C., Kinanti, A. D., Yogiswara, A., Syahputri, D. A., Farisandy, E. D. (2023). Pengaruh Work Life Balance terhadap Kepuasan Kerja pada Karyawan di Bintaro. Jurnal Psikologi Perseptual.
McKinsey. (2022). The Future of Hybrid Work. https://www.mckinsey.com/featured-insights/future-of-asia/future-of-asia-podcasts/the-future-of-hybrid-work
Microsoft. (2021). What Is Hybrid Work? Definition & Tips. https://www.microsoft.com/en-us/microsoft-teams/hybrid-work-from-Home
Munir, R. I., & Rahman, R. A. (2016). Determining Dimensions of Job Satisfaction using Factor Analysis. Procedia Economics and Finance.
Palumbo, R. (2020). Let me go to the office! An investigation into the side effects of working from Home on work-life balance. International Journal of Public Sector Management.
Radonić, Milenko, Vukmirović, Valentina, Miloš, & Milosavljević. (2021). The Impact Of Hybrid Workplace Models On Intangible Assets: The Case Of An Emerging Country. Amfiteatru Economic.
Santillan, E. G., Santillan, E. T., Doringo, J. B., Pigao, K. J. F., Mesina, V. F. C. (2023). Assessing the Impact of a Hybrid Work Model on Job Execution, Work-Life Balance, and Employee Satisfaction in a Technology Company. Journal of Business and Management Studies
Siregar, P. I., & Rachmawati, R. (2023). The Effect of Telework and Social Isolation on Job Satisfaction Mediating Job Stress and Work Life Balance in Indonesia. Jurnal Riset Manajemen Sains Indonesia.
Smite, D., Moeb, N. B., Hildrum, J., & Gonzalez-Huerta, J. (2023). Work-from-Home is here to stay: Call for flexibility in post-pandemic. The Journal of Systems & Software.
Sukur, M., I., S., Susanty, A., I. (2022). Pengaruh Work Life Balance Terhadap Kepuasan Kerja Karyawan Pt Mnc Investama Tbk (Studi Pada Divisi Sosial Media Dan Media Manajemen). e-Proceeding of Management.
Stefanie, K., Suryani, E., & Maharani, A. (2020). Flexible Work Arrangement, Work Life Balance, Kepuasan Kerja, dan Loyalitas Karyawan Pada Situasi Covid-19. Jurnal Ilmiah Manajemen, Ekonomi, & Akuntansi (MEA).
Suzana, D., & Siagian, H. L. (2022). Dampak Work From Home, Work From Office Dan Hybird Working Terhadap Motivasi Kerja Karyawan. Journal of Telenursing (JOTING).
The Chartered Institute of Personnel and Development. (2021). Hybrid working Practical Guidance. https://www.cipd.org/globalassets/media/knowledge/knowledge-hub/guides/2024-pdfs/hybrid-working-taskforce-guide-feb2024.pdf.
Tsauri, S. (2013). Manajemen Sumber Daya Manusia. Jember: SAIN Jember Press.
Varma, C. (2017). Importance of Employee Motivation & Job Satisfaction for Organizational Performance. International Journal of Social Science & Interdisciplinary Research.
Williamson, S., Pearce, A., Dickinson, H., Weeratunga, V., & Bucknall, F. (2021). Future of Work Literature Review. https://www.unsw.adfa.edu.au/sites/default/files/documents/Future_of_Work_Literature_Review.pdf
Za’ra, R., Puspitosari, D., & Rahmadini. (2023). Pengaruh Sistem Hybrid Working, Gaya Kepemimpinan Dan Motivasi Pekerja Terhadap Kepuasan Kerja Karyawan Selama Pandemi Covid-19. Jurnal Sosial dan Sains.
Published
2025-01-28
Section
Articles
Copyright (c) 2025 Endi Dwinugraha, Anies Lastiati
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.
