Effect of Flexible Working Arrangement and Work–Life Balance on Employee Work Motivation
DOI:
https://doi.org/10.54099/ijebm.v4i2.1663Keywords:
Flexible Working Arrangement, Work Life Balance, Work Motivation, SEM-PLSAbstract
Work motivation plays a crucial role in organizational performance, as highly motivated employees tend to work more productively and contribute optimally to achieving organizational goals. However, in the SSOFC Unit of PT ABC, employee motivation appears to be declining despite the implementation of a flexible working arrangement (FWA), as indicated by a high frequency of late check-ins and excessive overtime, which reflects poor work–life balance (WLB). This study aims to analyse the influence of FWA and WLB on employee work motivation in the SSOFC Unit of PT ABC. A quantitative approach with a causal explanatory design was applied, involving all 207 active employees selected through a saturated sampling technique. Data were collected using questionnaires and company documents, and analysed through Structural Equation Modeling–Partial Least Squares (SEM–PLS) to examine causal relationships among variables. The results show that the implemented FWA is categorized as flexible to highly flexible, while employees’ WLB and work motivation are relatively high. However, FWA does not significantly affect work motivation, whereas WLB has a positive and significant effect. The findings highlight that WLB is a more dominant determinant of employee motivation than FWA
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