FLEXIBLE WORK ARRANGEMENTS AND LECTURER PERFORMANCE: THE MODERATING ROLE OF PERCEIVED ORGANIZATIONAL SUPPORT AMONG MILLENNIAL ACADEMICS IN INDONESIA
Downloads
The rapid evolution of technology and changing workforce expectations have led higher education institutions to adopt Flexible Work Arrangements (FWAs) as a strategic response to modern academic challenges. For millennial lecturers, flexibility has become a key factor in maintaining motivation, balance, and performance sustainability. This study investigates the effect of FWAs on Work Engagement (WE) and In-role Performance (INR) among millennial lecturers, and examines the moderating role of Perceived Organisational Support (POS) in this relationship. Employing a quantitative survey method, data were collected from 250 lecturers across various Indonesian universities and analysed using Partial Least Squares Structural Equation Modelling (PLS-SEM). The results reveal that FWAs have a significant positive impact on work engagement, which subsequently enhances in-role performance. However, POS does not significantly moderate the engagement–performance relationship, indicating that its influence operates more indirectly by shaping employees’ perceptions of fairness and recognition. These findings highlight the importance of FWAs as a motivational job resource within the Job Demands–Resources (JD-R) framework, emphasising that institutional support is essential for maximising the benefits of flexibility. Practical implications are discussed for universities, lecturers, and students in fostering sustainable academic performance and well-being.
Akinbobola, O. I. (2024). The Reciprocation of Perceived organizational support on Work engagement and Extra-role performance. Ife Social Sciences Review, 32(1), 17–28. https://issr.oauife.edu.ng/index.php/issr/article/view/239
Allen, J., Alpass, F. M., Szabó, Á., & Stephens, C. V. (2021). Impact of Flexible Work Arrangements on Key Challenges to Work Engagement Among Older Workers. Work, Aging and Retirement, 7(4), 404–417. https://doi.org/10.1093/workar/waab010
Bakker, A. B., Demerouti, E., & Sanz-Vergel, A. I. (2014). Burnout and work engagement: The JD–R approach. Annual Review of Organizational Psychology and Organizational Behavior, 1(2014), 389–411.
Black, K. J., Britt, T. W., Lane, M. E., & Adler, A. B. (2019). Newcomer engagement and performance strategies in a high-risk occupational context. Sport, Exercise, and Performance Psychology, 8(3), 334.
Demerouti, E., & Bakker, A. B. (2023). Job demands-resources theory in times of crises: New propositions. Organizational Psychology Review, 13(3), 209–236.
Eisenberger, R., Rhoades Shanock, L., & Wen, X. (2020). Perceived Organizational Support: Why Caring About Employees Counts. Annual Review of Organizational Psychology and Organizational Behavior, 7, 101–124. https://doi.org/https://doi.org/10.1146/annurev-orgpsych-012119-044917
Gaši?, D., Berber, N., Slavi?, A., Strugar Jela?a, M., Mari?, S., Bjeki?, R., & Aleksi?, M. (2024). The Key Role of Employee Commitment in the Relationship Between Flexible Work Arrangements and Employee Behavior. Sustainability (Switzerland), 16(22). https://doi.org/10.3390/su162210067
Ghimire, B., Dahal, R. K., Joshi, S. P., & Shrestha, I. (2024). Factors affecting virtual work arrangements and organizational performance: Assessed within the context of Nepalese organizations. Intangible Capital, 20(1), 89–102.
Ghonim, A., Awad, A., Shemais, M., Shma, T., & Aziz, A. (2025). Exploring the impact of flexible work arrangements on employee engagement in telecommunications: case of Egypt. Problems and Perspectives in Management, 23(2), 198–207. https://doi.org/10.21511/ppm.23(2).2025.13
Hair, J. F., Hult, G. T. M., Ringle, C. M., Sarstedt, M., Danks, N. P., & Ray, S. (2021). Partial Least Squares Structural Equation Modeling (PLS-SEM) Using R. In Practical Assessment, Research and Evaluation (Vol. 21, Issue 1).
Islam, T., Zulfiqar, I., Aftab, H., Alkharabsheh, O. H. M., & Shahid, M. K. (2024). Testing the waters! The role of ethical leadership towards innovative work behavior through psychosocial well-being and perceived organizational support. Journal of Organizational Change Management, 37(5), 1051–1072. https://doi.org/10.1108/JOCM-09-2023-0382
Jaya, L. H. S., & Ariyanto, E. (2021). The Effect of Vigor, Dedication and Absorption on the Employee Performance of PT Garuda Indonesia Cargo. European Journal of Business and Management Research, 6(4), 311–316. https://doi.org/10.24018/ejbmr.2021.6.4.1006
Kalidindi, J. R. krishnam raju, Prasad, S., & Divya, S. (2023). The Influence of Remote Work Technology On Employee Productivity During The Post-Pandemic Era.
Kumar, N., Liu, Z., & Jin, Y. (2022). Evaluation of Employee Empowerment on Taking Charge Behaviour: An Application of Perceived Organizational Support as a Moderator. Psychology Research and Behavior Management, 15, 1055–1066. https://doi.org/10.2147/PRBM.S355326
Lee, H. (2021). Changes in workplace practices during the COVID-19 pandemic: the roles of emotion, psychological safety and organisation support. Journal of Organizational Effectiveness: People and Performance, 8(1), 97–128. https://doi.org/10.1108/JOEPP-06-2020-0104
Marcel, W., & Karl, H. B. (2020). The influence of flexible work arrangements on employee engagement?: an exploratory study. SA Journal of Human Resource Management, 18(1), 1–18. https://doi.org/10.4102/sajhrm.v18i0.1209
Naqshbandi, M. M., Kabir, I., Ishak, N. A., & Islam, M. Z. (2023). The future of work: work engagement and job performance in the hybrid workplace. The Learning Organization: An International Journal, 31(1), 5–26. https://doi.org/10.1108/TLO-08-2022-0097
Ngala, E., Lapalelo, B., & Imran, T. (2025). Intrinsic Motivation and Employee Performance Improvement in Educational Organizations. Research Horizon, 5(4), 1437–1452. https://doi.org/10.54518/rh.5.4.2025.740
O’Meara, K., Sandmann, L. R., Saltmarsh, J., & Giles Jr, D. E. (2011). Studying the professional lives and work of faculty involved in community engagement. Innovative Higher Education, 36(2), 83–96.
Opoku, F. K., & Boateng, R. K. (2024). Employee engagement, perceived organizational support, and job performance of medical staff at the Cape Coast Teaching Hospital. PLOS ONE, 19(12), e0315451. https://doi.org/10.1371/journal.pone.0315451
Saleem, M. S., Isha, A. S. N., Yusop, Y. M., Awan, M. I., & Naji, G. M. A. (2022). The Role of Psychological Capital and Work Engagement in Enhancing Construction Workers’ Safety Behavior. Frontiers in Public Health, 10. https://doi.org/10.3389/fpubh.2022.810145
Sheikh, A. M. (2022). Impact of perceived organizational support on organizational commitment of banking employees: role of work-life balance. Journal of Asia Business Studies, 17(1), 79–99. https://doi.org/10.1108/JABS-02-2021-0071
Shifrin, N. V, & Michel, J. S. (2022). Flexible work arrangements and employee health: A meta-analytic review. Work & Stress, 36(1), 60–85. https://doi.org/10.1080/02678373.2021.1936287
Susanto, A. (2024). Analisis Pengaruh Fleksibilitas Kerja Dan Pendapatan Dosen Terhadap Kinerja Dosen Studi Kasus Di Kampus IT&B Medan. Jurnal Ekuivalensi, 10(2), 249–263. https://doi.org/10.51158/yzbe9383
Tang, J., & Ishak, N. (2025). Exploring the Relationship Between Flexible Work Arrangements, Employee Engagement, and Innovative Work Behavior in Shenzhen’s IT Information Technology Industry. Uniglobal Journal of Social Sciences and Humanities, 4(1), 126–135. https://doi.org/10.53797/ujssh.v4i1.14.2025
Wang, L., & Xie, T. (2023). Double-Edged Sword Effect of Flexible Work Arrangements on Employee Innovation Performance: From the Demands–Resources–Individual Effects Perspective. In Sustainability (Vol. 15, Issue 13). https://doi.org/10.3390/su151310159
Wu, T.-J., Pan, Q., Zhang, K., & Zhang, R.-X. (2024). Flexible working on employees’ quality of work life: the role of locus of control through psychological perspective. Current Psychology, 43(43), 33307–33322.
Zhang, J., Hong, Y., & Smith, A. P. (2022). The Relationship between Role Ambiguity and Workers’ Creativity during the COVID-19 Pandemic in China. International Journal of Environmental Research and Public Health, 19(23). https://doi.org/10.3390/ijerph192315977
Copyright (c) 2025 Kusnulia Rosita, Cinthia Annisa Vinahapsari, Abdullahi Ndagi
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
