Adam Sasando, Primadia Putri Harmastuti, Ahmad Muzakir Bin Ahmad Faizal

PENGARUH FLEXIBLE WORK DAN WORK ENGAGEMENT TERHADAP JOB SATISFACTION DENGAN PERFORMANCE SEBAGAI MEDIASI

Introduction

Pengaruh flexible work dan work engagement terhadap job satisfaction dengan performance sebagai mediasi. Analisis pengaruh kerja fleksibel, work engagement & kinerja terhadap kepuasan kerja Generasi Z di Semarang. Temukan peran mediasi kinerja dan pentingnya kerja fleksibel.

Abstract

This study aims to analyze the influence of flexible work, work engagement, and performance on job satisfaction, and to test the mediating role of performance in the relationship between flexible work and job satisfaction in generation Z in Semarang City. The approach used is quantitative with the Partial Least Square–Structural Equation Modeling (PLS-SEM) method. The results of the study indicate that work flexibility has a positive and significant effect on performance and job satisfaction. Performance also has a significant effect on job satisfaction, as well as being a significant mediator in the relationship between work flexibility and job satisfaction. However, work engagement does not show a significant effect on job satisfaction. The evaluation model shows that all constructs have validity and reliability criteria, and have adequate predictive ability based on the R-Square and Q-Square values. These findings emphasize the importance of implementing flexible work to improve performance and job satisfaction, especially in generation Z.

Review

This study delves into a highly relevant and contemporary topic, investigating the influence of flexible work and work engagement on job satisfaction, with performance as a mediator, specifically among Generation Z in Semarang City. The quantitative approach, employing PLS-SEM, appears well-suited for analyzing these intricate relationships. A key strength lies in the findings regarding flexible work, which is shown to positively and significantly impact both performance and job satisfaction. Furthermore, the study effectively demonstrates performance as a significant mediator in the relationship between flexible work and job satisfaction, offering crucial insights for modern organizational practices. The reported validity, reliability, and predictive ability of the model lend credibility to these results. While the study provides valuable insights, there are aspects that warrant further discussion and clarification. Most notably, the finding that work engagement does not significantly affect job satisfaction is surprising and somewhat counter-intuitive, especially for a generation often characterized by a search for meaning and purpose in their work. This result demands a more in-depth theoretical explanation within the manuscript, perhaps exploring unique characteristics of Gen Z in the local context or specific moderating factors that might explain this deviation from established literature. Additionally, the abstract does not specify the nature of "performance" (e.g., self-reported, objective, task-based, contextual), which is critical for fully appreciating its mediating role. Despite these points, the research offers significant practical implications, particularly for organizations aiming to attract, retain, and motivate Generation Z employees. The strong emphasis on flexible work as a pivotal factor for enhancing both individual performance and job satisfaction provides a clear actionable strategy for human resource management. Future research stemming from this study could benefit from further exploring the nuanced relationship between work engagement and job satisfaction in this demographic, as well as providing a more detailed operationalization of performance measures. Overall, this study makes a meaningful contribution to the understanding of contemporary work dynamics and offers valuable guidance for shaping effective workplace policies.

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