9 Rhian Indradewa

Jurnal Ekonomi dan Bisnis, Volume 26 No.
2 Oktober 2023, 449 - 476
Jurnal Ekonomi dan Bisnis

Journal homepage: www.ejournal.uksw.edu/jeb
ISSN 1979-6471 E-ISSN 2528-0147
The influence of flexible working arrangements and work-life balance

on job satisfaction: A double-layered moderated mediation model
Rhian Indradewaa*, Agustinus Ayung Prasetiob

a
Faculty of Economics and Business, Esa Unggul University, Jakarta, Indonesia;
rhian.indradewa@esaunggul.ac.id*
b
Faculty of Economics and Business, Esa Unggul University, Jakarta, Indonesia;
ayung.prasetio@gmail.com
ARTICLE INFO ABSTRAK

Article History: Tujuan penelitian ini untuk menguji pengaruh pengaturan kerja
Received 07-02-2023 fleksibel terhadap keseimbangan kehidupan kerja dan kepuasan
Revised 09-26-2023 kerja dengan variabel moderasi stres kerja, kelelahan emosional
Accepted 11-16-2023
dan peningkatan kehidupan kerja pribadi. Metode pengumpulan
Kata Kunci: data dilakukan secara daring di wilayah Jakarta. Responden yang
Pengaturan kerja fleksibel, diteliti merupakan karyawan dan mahasiswa yang menerapkan
keseimbangan kehidupan kerja, prinsip pengaturan kerja fleksibel dalam rentang waktu bulan
stres kerja, kelelahan Maret – Mei 2023. Populasi penelitian ini melibatkan 229
emosional, peningkatan responden yang bertempat tinggal di wilayah Jakarta-Bogor-
kehidupan kerja pribadi, Depok-Tangerang-Bekasi. Metode analisis yang digunakan adalah
kepuasan kerja
PLS-SEM (Partial Least Square-Structural Equation Modeling)
Keywords: menggunakan aplikasi SmartPLS 3.0. Hasil penelitian
Flexible work arrangement, menunjukkan bahwa pengaturan kerja fleksibel memiliki pengaruh
work life balance, work stress, yang positif terhadap kepuasan kerja dan keseimbangan kehidupan
emotional exhaustion, personal kerja. Stres kerja tidak memiliki efek moderasi pada pengaruh
work life enhancement, job pengaturan kerja fleksibel terhadap keseimbangan kehidupan
satisfaction kerja. Peningkatan kehidupan kerja pribadi berpengaruh terhadap
stres kerja. Keseimbangan kehidupan kerja berpengaruh secara
positif terhadap kepuasan kerja. Kelelahan emosional memiliki efek
moderasi pada pengaruh keseimbangan kehidupan kerja terhadap
kepuasan kerja. Peningkatan kehidupan kerja pribadi berpengaruh
terhadap kelelahan emosional. Implikasi manajerial dari penelitian
ini untuk praktisi manajemen sumber daya manusia dalam
menerapkan kebijakan waktu yang fleksibel bagi organisasi dan
perusahaannya. Pengaturan kerja fleksibel dapat membuat
perusahaan lebih efisien karena bisa menghemat biaya sewa
ruangan kantor.
ABSTRACT
This study aimed to test the impact of flexible work arrangements
on work-life balance and job satisfaction with moderating
variables of work stress, emotional exhaustion, and improvement
of personal work life. The method of collecting data was carried
*Corresponding Author
450 The influence of flexible working arrangements (Indradewa, Prasetio)
out boldly in Jakarta. The respondents studied were employees &

students who applied the principles of flexible work arrangements
from March to May 2023. The research population involved 229
respondents who live in the Jakarta-Bogor-Depok-Tangerang-
Bekasi area. The analytical method used is PLS-SEM (Partial
Least Square-Structural Equation Modeling) through the
SmartPLS 3.0 application. The research results show that flexible
working arrangements positively influence job satisfaction and
work-life balance. Work stress does not have a moderating effect
in the impact of flexible working arrangements on work-life
balance. Work-personal life enhancement affect work stress.
Work-life balance has a positive effect on job satisfaction.
Emotional exhaustion has a moderating effect in the impact of
work life balance on job satisfaction. Work-personal life
enhancement impacts emotional exhaustion. The managerial
implications of this research for human resource management in
implementing flexible time policies for organizations and their
companies. The flexible working arrangement also can benefit the
company by reducing the cost due to the fee for renting a
workspace. This research can contribute to make an efficiency in
corporations.
INTRODUCTION
The Government of Indonesia via its Spokesperson of the COVID-19
Management Task Unit, Wiku Adisasmito stated the revocation of the COVID-19
emergency protocol. This policy discontinued or cancelled the health emergency
protocol that was in place for all businesses and organizations in the Jabodetabek
region (Jakarta, Bogor, Depok, Tangerang, and Bekasi). The Jabodetabek was the
pandemic hub in Indonesia, applying activity restrictions for employees. During the
pandemic, organizations and companies applied for work from home (WFH) policy
(Marina et al., 2021). The revocation of the pandemic emergency status impacted the
enactment of new normal conditions. Employees could work physically and contact
directly. Finally, traffic jams increased. The high traffic jams exhausted employees
physically and emotionally when leaving work (Jou et al., 2013). Employees had to
spend their time in the workplace so that their time for personal and social life reduced.
Hence, Low work satisfaction and productivity can be the outcome of this scenario for
employees (Useche et al., 2020).
The research conducted by Kowalski et al. (2022) showed that WFH
productivity influences job satisfaction. Also, WFH affects work-life balance since the
quality of life exists (Ghasemi, 2021). Jensen et al. (2017) examined the existing
influence of work-life balance on job satisfaction. Further, WFH is an application of
flexible working arrangements that affect organizations and companies (Bajzikova et
al., 2013). Therefore, researchers intend to analyze flexible working arrangements to
have broad coverage to observe their influence on job satisfaction and work-life
balance.
Jurnal Ekonomi dan Bisnis, Volume 26 No. 2 Oktober 2023, 449 - 476 451
In order to sustain their profitable and sustainable company, organizations and

corporations must take into account the prior policy (the implementation of WFH) in
the post-pandemic environment. Daniarsyah & Rahayu (2020) stated that WFH is an
attribution of flexible working arrangements by easing work presence from office to
home. Employees who work on office tasks from home are assisted with computer
technology and the internet. They can choose when to start and finish their work based
on time requirements established by their organization or company. Akyildiz & Durna
(2021) explained that flexible working arrangements require work management
performed by an organization, government or company. Therefore, employees feel
free and easy to finish their work. The flexible working arrangement has diverse terms
but covers some issues, such as remote work or work from home. A study conducted
by Hara (2014) described that the percentage of employees conducting flexible
working arrangements is rapidly growing. The growth of flexible working
arrangements is driven by the opportunity for employees to participate in training
provided by the company. Then, it impacts employees' productivity. Therefore, further
research is necessary to know the role and influence of flexible working arrangements
for employees of the Jabodetabek area in the post-pandemic COVID-19.
The implementation of flexible working arrangements by organizations and
companies impacts work-life balance. Work-life balance becomes a concern of human
resources management. According to McCarthy et al. (2010), fatigue due to excessive
workload can influence quality of life. Therefore, work-life balance is required.
Research by Ghasemi (2021) argued that a significant increase in workload during
COVID-19 trigger stress level at work. The work-life balance is needed to support the
utilization of information technology during a new normal situation. Kaya & Karatepe
(2020) examined work-life balance and related topics, such as "work-social support",
"work-family balance", "family-supportive environment", and "family-friendly
policies". They also noted a relationship between anti-social, inflexible working hours
and excessive workload. Consequently, it produces an unbalanced work-life that has a
negative impact, such as attendance list, desire to move workplace, low commitment
and worse work satisfaction as well as dissatisfaction with marriage. Therefore, a
review of work-life balance on work and non-work is required.
Kaya & Karatepe (2020) postulated that employees' work and non-work
balance influences job satisfaction. According to Wnuk (2017), job satisfaction is a
significant factor in the work environment since job satisfaction affects workers'
interrelation, which can increase productivity. Xu et al. (2022) showed that job
satisfaction and work motivation are mutually important relations and interconnecting.
Since job satisfaction can boost employees' trust and ultimately affect performance in
the organization or company, it is crucial for learning organizations to achieve optimal
results (Na-Nan et al., 2021).
Based on previous studies, such as Kowalski et al. (2022), WFH is the used
variable of the research, but they intend to analyze broader about flexible working
arrangements. Specifically, Kowalski et al. (2022) applied LISREL measurement to

obtain structural equation modeling (SEM). Therefore, they use a different application,
which is SmartPLS 3.0. Additionally, a previous study has not been supported by basic
theories. So, they add the basic theory of organizational behavior (Kasidin, 2010),
explaining the study of human behavior, attitude, and performance in an organization.
Since the object of the previous study was related to WFH, the current object of the
research is the influence of flexible working arrangements on other primary variables.
Then, this research intends to analyze the positive influence of flexible working
arrangements on job satisfaction and work-life balance. Therefore, it can contribute to
the knowledge and science of practitioners of human resources and be applied by each
organization and company. The flexible working arrangement also can benefit the
company by reducing the cost due to the fee for renting a workspace. This research
can contribute to make an efficiency in corporations.
LITERATURE REVIEW
Flexible Working Arrangements
Bajzikova et al. (2013) described that flexible working arrangements are the
idea of an organization implementing flexibility policies for changes, such as flexible
work, flexible working hours, flexible workplaces, and flexible organizations, which
impact knowledge and interest in maximizing work efficiency. Marina et al. (2021)
explained that, during the pandemic, work from home has been implemented, which
is part of the flexible working arrangements and part of the organization's strategy to
complete the job. Furthermore, productive workers tend to complete the targets set by
the employer and, if necessary, obtain instructions from the employer to complete the
assigned tasks. The flexible working arrangements increase worker productivity.
Baker et al. (2007); Frolick et al. (1993); Singh et al. (2017) viewed the importance of
the impact of productivity and job satisfaction.
Furthermore, Yustrianthe (2008) examined that professionals with flexible
working hours that are part of flexible working arrangements tend to remain in the
organization and have high professional work standards. There was an argument that
working at home allowed employees to avoid stress at work and office politics
(Golden, 2008; Lim & Teo, 2000). Every business is concerned with employee
performance since workers influence the organisation's success (Haryadi et al., 2016).
Work-Life Balance
Salehi & Gholtash (2011) defined work-life balance as the presence of a work-
family balance, which is a harmony between work and family. Work and family
balance are important as causalities, reflecting employees' orientation toward their
work. Work-life balance is an individual concern that can take advantage of the
balance between work demands and non-work activities. Kalliath & Brough (2008);
Powell et al. (2019) stated that work-life balance is a self-determined condition that
may differ between individuals and is not easy to practice. Therefore, this variable
needs to be investigated.
Some individuals can manage work-life balance by managing work demands
at the workplace and daily demands at home, while others may not achieve a pleasant
balance between these two. Zheng et al. (2016) emphasized that individuals who
cannot manage both demands will be depressed. Research by Gragnano et al. (2020);
Greenhaus & Allen (2011); Guest (2002); Kossek et al. (2011); Powell et al. (2019)
stated that work-life balance has a positive relationship with commitment to the
organization. The same statement by Emre & De Spiegeleare (2021); Haar et al.
(2014); Maertz & Boyar (2011) that commitment to the organization is related to job
satisfaction. Jackson & Fransman (2018); Mushfiqur et al. (2018); Singh et al. (2020)
also stated that social demands relate to increasing productivity.
Work Stress
Griep et al. (2023) explained that work stress is a severe depression state,
which is categorized as a burdensome illness psychologically, such as fatigue and
excessive worrisome. Some works trigger stress in the individual. Rodríguez et al.
(2019); Yunita & Saputra (2019) argued that work stress can occur from a
psychosocial work environment, increasing workloads, ambiguous roles, role conflict,
and lack of superior support. Stressful conditions can also occur due to a mismatch
between workers' ability and work demands or incompetence (Sivagnanam et al.,
2022).
Ayoko & Ashkanasy (2021) stated that stressful conditions can arise from an
environment that is completely uncertain so that employees cannot conduct their duties
properly. Aruldoss et al. (2021); Zaheer (2016) identified that work stress can occur
in job and role conflicts. This is corroborated by Beehr & Glazer (2015), which stated
that there was a disintegration condition and increasing demands from superiors.
Aruldoss et al. (2021); Zaheer (2016) examined a negative relationship between
employees' physical health and work-life balance. It is confirmed by Bell et al. (2012),
that an unhealthy employee negatively impacts the work-life balance, and vice versa.
Emotional Exhaustion
Charoensukmongkol (2022) described emotional exhaustion is someone's
emotional feelings due to extraordinary and chronic affective feelings because of
tension. The definition of emotional exhaustion is affirmed by Santika & Sudibia
(2017), who explain that fatigue suffered by an individual was related to feelings
characterized by helplessness and depression. It is preceded by excessive anxiety that
causes frustration, anger, apathy, and cynicism. Cordes & Dougherty (1993);
Demerouti et al. (2001) stated that when employees have overload work, they feel tired
and realize that their energy is running out. Substantial evidence shows that emotional
exhaustion has detrimental consequences, such as low performance, high turnover, and
low commitment. Similarly, Civelek & Pehlivanoğlu (2019); Halbesleben & Bowler
(2007) confirmed it.
Maslach & Jackson (1981) were the first to construct that emotional exhaustion
is an important component of physical exhaustion. There is a consensus among
organizational scholars that performance urgency and stress produce emotional
exhaustion, which has a negative impact on satisfaction (Alarcon, 2011; Bowling et
al., 2015). Prastio et al. (2020) stated that work stress shows individuals who have
reached a point of collapse in their adaptive capacity to their emotions. This emotional
collapse can interfere with professional or interpersonal relationships between
employees and the organization.
Work Personal Life Enhancement
Twenge & King (2005) postulated that human needs according to Sigmund
Freud are "lieben und arbeiten" (to love and work). It reflects the two dimensions of
humans, maintaining their personal life and performing their jobs. Brough et al. (2014)
stated that the label of work-life enrichment or work-personal life enhancement is
related to "how the positive experiences at work and non-work life (at home) interact
with productivity earns in satisfaction, health, and performance". Meanwhile, a
supportive organizational climate, social support from colleagues, and human resource
management strategies that support families are the antecedents for work-personal life
enhancement. The results include work involvement, performance, commitment, and
work and family satisfaction. It is similar with Allis & O’Driscoll (2008); Brough et
al. (2005); Grzywacz & Marks (2000).
Sumirat & Indradewa (2023) argued that satisfaction and fatigue are the
psychological consequences of working in an organization that has a relationship
between an individual's satisfaction and exhaustion levels. This relationship confirms
that a person's stress level can influence a person's work and personal life
enhancement. Purwanti & Indradewa (2022) emphasized that employee behavior is
influenced by a better and more supportive work environment. So, it can increase
employee enthusiasm to work more effectively and efficiently. Shrier & Shrier (2009)
concluded that a person's behavior is influenced by the experience of gender
discrimination, sexual harassment, professional health, work problems, work habits,
alternative seekers, gap generation, drug consumption, changes in work culture,
paradigm, enrichment, and enforcement of roles.
Job Satisfaction (JS)
Judge et al. (2001) defined job satisfaction as "a pleasant or positive emotional
state that results from someone's work evaluation or work experience". Baeriswyl et
al. (2016); Zembylas & Papanastasiou (2004) conveyed that job satisfaction is a global
measure involving individual evaluation of work situations and various aspects. In this
research, job satisfaction concerning how productively workers complete their task
from home. Akla & Indradewa (2020) emphasized that job satisfaction is a pleasant
emotional attitude of love for their work. This job satisfaction uses intrinsic and
extrinsic dimensions and six indicators: basic salary, bonuses, facilities, partners,
opportunities for self-improvement, and leadership (Hapsari et al., 2019). In addition,
job satisfaction can be increased through attention and good relations between leaders
and subordinates so that employees feel involved as an important part of the company.
Baqi & Indradewa (2021) stated that employee compensation significantly
influences job satisfaction regarding employee length and employment status.
Therefore, proportional compensation is required, which equals employees' loyalty,
who can survive in the company. It has affected compensation and organizational
climate on employee commitment and performance. One of the factors to improve
employee performance is high organizational commitment. Organizational
commitment is one of the main factors affecting employee performance.
Compensation and organizational climate positively relate to organizational
commitment (Imron et al., 2020).
HYPOTHESES DEVELOPMENTS
The Impact of Flexible Working Arrangements and Job Satisfaction
The relationship between flexible working arrangements and job satisfaction
was studied by applying flexible working arrangements policy in companies that
provided flexibility during the pandemic to their employees (Bao et al., 2022). Baker
et al. (2007); Lim & Teo (2000); Singh et al. (2017) explained some benefits of flexible
working arrangements in increasing performance and reducing the total employee
turnover to increase job satisfaction.
The relationship between productivity and job satisfaction had been studied for
ages in organizational behavior and industrial psychological literacies as presented by
Iaffaldano & Muchinsky (1985); Judge et al. (2001). All relationships regarding
productivity and job satisfaction can be used as a reference in implementing the
concept of flexible working arrangements (Kowalski et al., 2022). However, Bowling
(2007); Rodríguez et al. (2019) stated that the relationship between
productivity/performance and job satisfaction is not positively related because there
are unknown causalities. Still, an important study proves that when an employee
becomes highly productive, it affects employees who are satisfied with their work
results (Aruldoss et al., 2021). Based on these explanations, we develop the following
hypothesis:
H1: Flexible Working Arrangements had a positive effect on Job Satisfaction.
The Impact of Flexible Working Arrangements on Work-Life Balance

Asumadu et al. (2018); Darcy et al. (2012) stated that the productivity of
flexible working arrangements influences work-life balance. The use of more flexible
working hours and flexible working arrangements in workplaces demonstrated that
workers were more productive. At the same time, it could maintain their health care
(Dolcos & Daley, 2009). Companies had implemented a similar system, such as
imposing work flexibility in remote areas within a few weeks to arrange their work
and personal needs to maintain a work-life balance (Kowalski et al., 2022).
Irshad et al. (2021); Lonska et al. (2021) viewed that the global pandemic has
forced many employees to work from home. So, they can maintain physical distance
to prevent transmission. It is a policy imposed by governments around the world.
When workers are more productive and under less pressure, there is a favorable
correlation between flexible work arrangements and work-life balance. When
employees work with lower productivity, the demands from employers will be high.
Workers cannot follow them to focus on life demands (Kowalski et al., 2022). Based
on these explanations, we develop the following hypothesis:
H2: Flexible Working Arrangements had a positive effect on Work-Life
Balance.
Moderation Effect of Work Stress

Zaheer (2016) set out that work stress has a negative effect on the physical
health of workers and an influence on work-life balance. The direct influence of work
stress on job satisfaction and commitment can affect flexible working arrangements
with work-life balance. A negative relationship between work stress and work-life
balance could be found in several studies conducted by Aruldoss et al. (2021);
Kowalski et al. (2022); Zaheer (2016). They explained the role of work stress as a
mediator affects flexible working arrangements and work-life balance.
A study of 369 banking and high technology employees in Taiwan, employees
who had worked for a long period would affect their work stress and work-life balance
(Hsu et al. (2019). Arslan et al. (2021); Kowalski et al. (2022); Saleem et al. (2021)
found that there has been stress at work which has affected the performance of
employees. The work stress has a significant effect on flexible working arrangements
and work-life balance. Other literacy shown by Galbraith et al. (2021); Magnavita et
al. (2020) that ignoring the stress and mental health of frontline workers during the
pandemic has resulted in anxiety and affected work-life balance. Based on these
explanations, we develop the following hypothesis:
H2a: There is a moderation effect of Work Stress on the impact of Flexible
Working Arrangements on Work-Life Balance.
The Impact of Work-Personal Life Enhancement on Work Stress

The study by Panda & Sahoo (2021) conducted on 283 employees working in
the information technology sector. They explained that work-personal life
enhancement positively affects work-life balance and employee retention. Further,
Kreiner et al. (2006) stated that workers have different sides in managing their work
and life. Some people can be successfully taught techniques and methods to combat
imbalances by concentrating on their strong points, but their lifestyle is their biggest
asset. Based on these explanations, we develop the following hypothesis:
H2b: Work Personal Life had a positive effect on Work Stress.
The Impact of Work-Life Balance on Job Satisfaction

Ferguson et al. (2012) argued that although the concept of work-life balance
has been implemented, it requires to be maintained. In a study conducted by Haar et
al. (2014) on 1416 employees from 7 (seven) countries (Malaysian, Chinese, New
Zealand Maori, New Zealand European, Spanish, French, and Italian), work-life
balance has a highly firm positive impact on job satisfaction (Kowalski et al., 2022).
Moreover, Koubova & Buchko (2013); Kurkland & Bailey (1999) stated that
individual happiness at home impacts job satisfaction. In Indonesia, Irawanto et al.
(2021) mentioned that work-life balance positively impacts job satisfaction.
Employees who have a high life balance tend to have job satisfaction. It was supported
by other studies conducted by Jackson & Fransman (2018); Singh et al. (2020); Sirgy
& Lee (2018); Yadav & Sharma (2023). Those studies supported that work-life
balance positively correlates with job satisfaction, job performance, organizational
commitment, and life satisfaction. Based on these explanations, we develop the
following hypothesis:
H3: Work-Life Balance had a positive effect on Job Satisfaction.
Moderation Effect of Emotional Exhaustion

Joo & Lee (2017); Shaffer et al. (2016) explained that work-life balance
positively influenced job satisfaction. From an employee's point of view, a significant
issue had to be considered, such as emotional exhaustion, which was associated with
physical fatigue affecting job satisfaction (Maslach & Jackson, 1981). Cordes &
Dougherty (1993); Halbesleben & Bowler (2007) conducted the same research tests
that were carried out by Cropanzano et al. (2003). When workers experience emotional
exhaustion, it will impact employee turnover, commitment, and worker performance.
A similar study in Norwegian public schools by Skaalvik (2023) discovered that
emotional exhaustion can negatively affect job satisfaction.
Chao et al. (2020) described the effects of emotional exhaustion on
performance and job satisfaction that impacted ambiguity, workload, and individual
performance. It was consistent with the moderating effect on emotional exhaustion on
job satisfaction. Similarly, the issues occurred to workers worldwide during a global
pandemic. Santarone et al. (2020) found that workers experience severe emotional
exhaustion. The moderation effect of emotional exhaustion intended to prove whether
work-life balance and job satisfaction depended on the strength of emotional
exhaustion. Based on these explanations, we develop the following hypothesis:
H3a: There is a Moderation Role of Emotional Exhaustion in the impact of
Work-Life Balance on Job Satisfaction
The Impact of Work-Personal Life Enhancement on Emotional Exhaustion

Grzywacz et al. (2002); Hsieh & Pearson (2005) argued that work-personal life
enhancement provides a significant role for employees. Job satisfaction and emotional
exhaustion play a part in the negative effects of employees' personal lives (Kowalski
et al., 2022). Meanwhile, Brough et al. (2014); Zhang et al. (2006) found a positive
relationship between organizational intervention and workers' family life on job
satisfaction. Further research might examine the moderating effect of work-personal
life enhancement on individual output regarding job commitment, productivity, and
satisfaction (Kowalski et al., 2022). Work-personal life enhancement played a vital
role in smoothing the relationship between work-life balance and job satisfaction by
reducing the negative effects of emotional exhaustion (Kowalski et al., 2022).
Based on these explanations, we develop the following hypothesis:
H3b: Work Personal Life Enhancement had a positive effect on Emotional
Exhaustion.
Figure 1 below describes the research model based on the preceding

hypothetical framework.
Figure 1
Research Framework
RESEARCH METHOD
The research measured 6 variables, such as flexible working arrangements,
work life balance, job satisfaction, work stress, work-personal life enhancement, and
emotional exhaustion. Data measurement in this study used a questionnaire that
adopted from previous studies. The variable measurement of flexible working
arrangements consisted of 10 questions that applied dimensions adapted from (Neufeld
& Fang, 2005). Then, the variable measurement of the work-life balance comprised 8
questions using the dimensions adapted from Fisher et al. (2009); Helmle et al. (2014);
Shukla & Srivastava (2016). The variable measurement of job satisfaction employed
dimensions from previous studies, comprising 5 questions. The variable measurement
of work stress utilized dimensions adapted from Lait & Wallace (2022), containing 6
questions.
Furthermore, the variable measurement of work-personal life enhancement
used dimensions from previous studies which consisted of 4 questions. The variable
measurement of emotional exhaustion employed dimensions from previous studies,
which consisted of 4 questions. The total of adopted measurements was 37 questions
that had been adapted to respondents in Indonesia.
By dispersing questionnaires online, the study used a purposive sampling
survey to obtain data. The respondents of this study were workers or employees in
governmental organizations in the Jabodetabek (Jakarta-Bogor-Depok-Tangerang-
Bekasi) area. The respondents were selected in position middle managerial level
(Echelon III above) in each department. Online data collection techniques used Google
Forms, which was filled in by respondents independently. Further, the study used a
research method adapted from a previous study using 6 types of construct based on
tested and validated sources using the five-point Likert scale (5 = strongly agree; 1 =
strongly disagree) to measure the construct. Also, the study was quantitative research
using the Structural Equation Model (SEM) method. The data processing and analysis
employed SmartPLS 3.0 software. Next, the writer conducted the validity and
reliability test using Cronbach's Alpha measurement. The value of Cronbach's Alpha
close to 1, indicated a better reliability test. The testing used the structural equation
method with Partial Least Squares (PLS-SEM) approach (Boubker & Douayri, 2020).
After the distribution of the preliminary questionnaire (pretest) to 100
respondents was complete, the variable of flexible working arrangements had 8 valid
questions and 2 invalid questions. The invalid questions indicated "Work leader
worries about my welfare during flexible working arrangements and I accept technical
assistance from the workplace to finish my work during flexible working
arrangements". Meanwhile, the variable of working-life balance, job satisfaction, work
stress, work-personal life enhancement, and emotional exhaustion were valid
questions. After conducting the analysis results of the pretest and obtaining invalid
instruments, the research, previously using 37 questions, only used valid questions,
such as 35. Referring to the table of sample size determined by Comrey & Lee (2013),
the recommended sample size was more than 500, considered excellent (100 = poor;
200 = fair; 300 = good; 500 = excellent; 1000 or more = outstanding). The results of
this research were considered accurate and represented if the total of representative
respondents was minimally 200.
RESULTS
The total respondents were 229, consisting of 47.3% male and 52.7% female.
The majority lived in Jakarta of 58.1%. Most respondents worked as private employees
of 64.5%. Their term service ranged from 1-5 years of 33.8%, 11-20 years of 23.7%,
6-10 years of 19.7%, and over 20 years of 16.2%. Most respondents had an educational
background, such as Undergraduate (45.2%) and Master/Doctor (37.3%).
Moreover, the test of construct validity presented by Boubker & Douayri
(2020) stated that the approach of construct validity measurement on research will be
valid (Average Variance Extracted or AVE > 0.50). In addition, the composite
reliability (CR) value is the requirement of construct reliability, where the CR value
must be above 0.70 to satisfy the requirements. Therefore, the value is acceptable
(Boubker & Douayri, 2020). The research obtained the results of all variables that the
calculation of AVE value was above 0.50 and CR value was above 0.70, such as
flexible working arrangements (CR=0.915; AVE=0.576), work life balance
(CR=0.917; AVE=0.582), JS (CR=0.920; AVE=0.697), WS (CR=0.922;
AVE=0.666), EE (CR=0.914; AVE=0.726), and WPLE (CR=0.893; AVE=0.726).
In addition, the results of the research that had been processed using SmartPLS
are depicted on the following structural model equipped with the T-Value diagram, as
follows:
Figure 2
Structural Path Diagram of PLS-SEM Bootstrapping
Through Figure 2 above comes from PLS bootstrapping, the hypothesis testing
of the research model can be presented in the following results:
Table 1
Hypothesis Test of Research Model
Hypothesis Statement of hypothesis P-Value Conclusion
H1 Flexible Working Arrangements (FWA) had a 0.001 Accept the
positive impact on Job Satisfaction (JS) hypothesis
H2 Flexible Working Arrangements (FWA) had a 0.000 Accept the
positive impact on Work-Life Balance (WLB) hypothesis
H2a The Moderation Role of Work Stress (WS) in the 0.356 Reject the
Impact of Flexible Working Arrangements (FWA) hypothesis
on Work-Life Balance (WLB)
H2b The Impact of Work-Personal Life Enhancement 0.045 Accept the
(WPLE) on Work Stress (WS) hypothesis
H3 Work-Life Balance (WLB) had a positive impact 0.003 Accept the
on Job Satisfaction (JS) hypothesis
H3a The Moderation Role of Emotional Exhaustion 0.000 Accept the
(EE) in the Impact of Work Life Balance (WLB) hypothesis
on Job Satisfaction (JS)
H3b The Impact of Work-Personal Life Enhancement 0.000 Accept the
(WPLE) on Emotional Exhaustion (EE) hypothesis
Based on Table 1, the hypotheses 2a had a higher p-value than 0.05.

Meanwhile, the other 6 hypotheses had a lower p-value than 0.05.
DISCUSSION
Kowalski et al. (2022) analyzed that the influence of work-from-home
productivity during the COVID-19 pandemic has affected work-life balance and job
satisfaction. However, we intended to explain the positive influence of flexible
working arrangements on job satisfaction. Our findings depict that a firm correlation
or positive influence of flexible working arrangements on job satisfaction was
available. The data analysis results demonstrated that the data supported the
hypothesis. Our findings show that flexible working arrangements applied to dynamic
companies positively impacts organizations. The dynamic organization always
reviewed worker status either full-time or part-time. Organizations that provided work
opportunities with flextime and part-time policies could influence performance
(Bajzikova et al., 2013). An organization's flexible working arrangement policy could
influence employees' work commitment. Higher work commitment could enhance
organization-related performance achievement to a higher level. Therefore, the
employees can contribute more to an organization (Anderson & Kelliher, 2009).
Higher employee commitment allowed a corporation to offer job satisfaction because
each worker felt like they represented all the parts and actively contributed (Anderson
& Kelliher, 2009).
The results of hypothesis showed flexible working arrangements positively
impacts work-life balance. The study's findings demonstrate that the data supported
the hypothesis. Work-life balance was an important part that had to be considered by
an organization. The flexible working arrangements implemented by an organization
boosted employees' new energy. Other employees could sense this new energy since
there was balance between work, social, and personal life. Employees could share their
time for work and family so that both issues became a priority that could be applied
altogether. Finally, the new energy of employees would contribute to a company
(Subramaniam et al., 2015). The existence of a life balance between work and family
or the existence of a work-life balance for employees could provide opportunities to
manage their life. The impact was that employees would bind themselves to the
organization because their needs for work-life balance had been satisfied
(Subramaniam et al., 2015).
The hypothesis' findings show no moderating impact of work stress on the
association between flexible work arrangements and work-life balance. The study's
findings demonstrated that none of the data supported the hypothesis. In business
competition and certain situations, an organization could provide work pressure on its
employees. Consecutive work demands beyond working hours without break would
provide an exhaustion impact on employees. Exhausted and demanded employees to
work beyond working hours could increase the extent of experienced stress levels. The
higher the extent of stress level experienced by employees, the lesser the work-life
balance felt by employees (Juniartha et al., 2020). The higher level of stress
experienced by employees could cause conflict among employees. The more stressed
the employee, the higher the misunderstanding and miscommunication experienced by
employees. Emotional binding between employees became lower which could lead to
higher conflict between them. As a result, the work stress experienced by employees
could influence their work-life balance (Muis et al., 2021). However, flexible working
arrangements could reduce employee conflict and avoid excessive workload.
Therefore, employees could easily get stress and enjoy work-life balance.
According to the hypothesis, work personal life enhancement affect work
stress. The inability of someone to manage his or her personal life depended on his or
her environment. This inability could increase someone's anxiety level. The higher
level of anxiety that someone experiences could trigger stress levels and influence
someone's life balance and it would impact work performance. Thus, organizations
must support their employees to enhance work-personal life, which could reduce
anxiety levels in their personal life (Grant-Vallone & Ensher, 2001). Enhancements to
one's personal life at work did not directly affect stress levels at work. Other external
personal issues may also impact workplace stress. Grant-Vallone & Ensher, (2001)
explained that work-personal life enhancement experienced by employees could
influence employees' stress levels or work stress that would affect their work-life
balance. The conflict happened between employees could be influenced by personal
life. The experience of employees' personal life could be in various personal activities,
such as couples, families, social activities, and sports or hobbies. Various personal
activities influenced the extent of employees' well-being and anxiety. The higher the
anxiety level of someone to himself or herself, the higher the stress level of someone
to experience.
Our study provided evidence that work-life balance has a positive impact on
job satisfaction. Work-life balance became important attention by organizations and
companies. The high workload, exhaustion, and work pressure could influence work-
life balance. Therefore, the employees had difficulty managing their job and social life
roles. Work-life balance would be disrupted if it were difficult to balance work and
social life (Kaya & Karatepe, 2020). Organizational or corporate policymakers must
be concerned about work-life balance management, a crucial component of human
resources management. Well-management of work-life balance could assist an
organization to maximize human resources' ability to work optimally. Subsequently,
the impact of work-life balance provided by organizations to employees would provide
a better experience for employees during their work. As a result, worker satisfaction
may increase (McCarthy et al., 2010).
According to our hypothesis, the relationship between job satisfaction and
work-life balance is moderated by emotional exhaustion. Emotional exhaustion was
someone's excessive and drained emotional feelings influencing their psychological
state. Emotional exhaustion was an important factor that could stimulate and inhibit
employees' comfort. Employees experiencing emotional exhaustion could obstruct
employees to manage their work-life balance. Employees' inability to manage their
emotional exhaustion could impact their work-life balance and job satisfaction
(Abdalla et al., 2021). The extent of an employee's emotional exhaustion could
influence stress levels and cause burnout. Then, this burnout could result in employees'
sleep issues. If an employee had a sleep issue, it could disturb his or her emotional
state or unstable emotions and decline physical condition until he or she got sick (Li
et al., 2020). Sickness and physical decline could impact job satisfaction and work-life
balance. Work-life balance could reduce stress levels experienced by employees.
Therefore, every employee could maintain job satisfaction.
The hypothesis's findings indicate that improving one's work and personal life
affects emotional exhaustion. This research explains that someone's condition could
influence emotional exhaustion. According to Twenge & King (2005), Sigmund Freud
propose the balance of "love and work". The statement explained that someone did not
only require work acknowledgment but also life personal balance. His or her personal
life correlated with someone' mental health. This mental health could be a religious
activity, forgiveness, tenderness and loyalty, and interpersonal relationship that
influenced someone's emotional state (Twenge & King, 2005). Unmanaged life
personal would influence someone's emotional condition. The more distributed his or
her satisfaction level or personal life, the higher his or her emotional exhaustion.
Employee turnover intention would improve if excessive emotional exhaustion was
not well-managed (Abdalla et al., 2021).
CONCLUSIONS
The research intends to study the positive impact of flexible working
arrangements on job satisfaction and work-life balance. The organization might also
benefit from the flexible working arrangement by cutting costs associated with
workspace rental. This research can contribute to make an efficiency in corporation.
The work-life balance can reduce stress and employee exhaustion due to in efficiency
time during traveling from home to office. In addition, the flexible working
environment can increase the quality of life due to increased personal life
enhancement.
There are several limitations on this study. The current respondents' population
is considered sufficient since the total of surveyed respondents are 229 respondents.
So, the 500 respondents should increase the minimum total of respondents. The limited
total of respondents will affect the results of the research. Limitations of the
respondents' population in this research are unavailable. The respondents'
characteristics are wide-ranging and generic. Area limitation is conducted around the
Jabodetablek. So, the area of this study is sufficiently wide. Then, the bias of the
research's results may occur. Also, industrial limitations are unavailable in this
research. The analyzed industry may have diversity, which impacts the large total of
representative samples. The focus of the research object intends to analyze the impacts
of the research on job satisfaction and moderation variables. There is no positive
impact of the examined moderation variable on other variables. Thus, the research
object does not satisfy the researcher's curiosity.
The following research requires conducting some issues. The total population
in a certain area determines the total number of respondents used as the sample. Thus,
limitation of respondent category should be required, such as every employee of
private or civil servant implementing flexible working arrangement. The respondent
category is limited by adding total respondents, approaching good criteria (300
respondents). The restriction on the total responders should consider specific
Indonesian city (e.g., Jakarta) and industry constraints (e.g., consultants and researcher
industry). The next research should review the influence of work engagement and job
performance. The review of the study will be beneficial for post-pandemic
organizations to still apply flexible working arrangements policy. A further review
also should be conducted to examine moderation variables with accurate research
methods and satisfying results.
Based on the limitations that have been mentioned, a further review that can
provide an overview of the implementation of flexible working arrangements should
be performed. This research can provide a maximal contribution to implementing the
post-COVID-19 pandemic policy. Flexible working arrangements positively influence
work-life balance and job satisfaction. The favorable effect is advantageous for human
resource professionals working in both public and commercial sectors, and it can be
useful for professionals evaluating employee engagement and job performance inside
a company or organization.
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Jurnal Ekonomi dan Bisnis, Volume 26 No.

2 Oktober 2023, 449 - 476

Jurnal Ekonomi dan Bisnis

The influence of flexible working arrangements and work-life balance

Rhian Indradewaa*, Agustinus Ayung Prasetiob

ARTICLE INFO ABSTRAK

out boldly in Jakarta. The respondents studied were employees &

In order to sustain their profitable and sustainable company, organizations and

arrangements. Specifically, Kowalski et al. (2022) applied LISREL measurement to

The Impact of Flexible Working Arrangements on Work-Life Balance

Moderation Effect of Work Stress

The Impact of Work-Personal Life Enhancement on Work Stress

The Impact of Work-Life Balance on Job Satisfaction

Moderation Effect of Emotional Exhaustion

The Impact of Work-Personal Life Enhancement on Emotional Exhaustion

Figure 1 below describes the research model based on the preceding

Based on Table 1, the hypotheses 2a had a higher p-value than 0.05.

not well-managed (Abdalla et al., 2021).

influence of work-life balance on employees’ commitment among bankers in

Work & Stress, 29(2), 95–113.

lodging managers. Journal of Human Resources in Hospitality & Tourism,

job performance relationship: A qualitative and quantitative review.

Personality and Individual Differences, 163(March), 110046.

employee engagement, organizational commitment and job satisfaction in the

Subramaniam, A. G., Overton, B. J., & Maniam, C. B. (2015). Flexible working

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