Mengikat Karyawan Dengan Telecommuting (Studi Keterikatan Kerja Karyawan Telecommuting)

Sadida, Nuri; Febriani, Zulfa

doi:10.24854/jps.v4i1.522

Cited by 6 publications

(6 citation statements)

References 0 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Remote working sudah ada sejak tahun 1970 yang dicetuskan oleh Jack Nilles dengan kata lain yaitu Telecommuting. Telecommuting merupakan pekerjaan yang dapat dilakukan di tempat yang tidak membutuhkan banyak waktu untuk pulang dan pergi ke tempat kerja, pekerjaan yang dapat dilakukan di dalam rumah atau berada pada lokasi lain, serta difasilitasi oleh jaringan internet/ komputer / telepon dan termasuk peralatan kerja lain (Sadida & Febriani, 2016). Menurut Amstad et al 2011, telecommuting merupakan sistem pengaturan kerja yang memungkinkan karyawan untuk dapat bekerja di rumah atau tempat yang disetujui menggunakan teknologi informasi untuk berkomunikasi dengan atasan.…”

Section: Remote Workingunclassified

The Impact of Flexible Working Hours, Remote Working, and Work Life Balance to Employee Satisfaction in Banking Industry during Covid-19 Pandemic Period

Putra

Pratama

Linggautama

et al. 2020

JBMR

View full text Add to dashboard Cite

During the situation like Coronavirus COVID -19 pandemic that happened in 2020, forcing various banking companies to make adjustments and changes to their work system. The flexible working system is one of the most widely used, which has an impact on workers especially during this pandemic conditions. The impact of the change in work system in banking sector is interesting to study, especially since the banking industry in Indonesia still mostly uses conventional work systems. . This study aims to measure the impact of flexible working hours (FWH), remote working (RW), and work life balance (WLB) on employee job satisfaction in the banking industry during the pandemic. In this study, data were collected using quantitative, non-probability, purposive sampling methods via online questionnaires, which were distributed to employees in the banking sector during the pandemic period in Jabodetabek area. With total of 160 respondents who were used to perform analysis using the PLS-SEM method which was carried out with the SMART-PLS software. This study found that in pandemic conditions, achieving WLB conditions will have a positive impact on job satisfaction. The implementation of the RW system itself has a positive impact in helping to achieve the WLB conditions that are felt by banking workers in the Jabodetabek area, in contrast to the FWH system which does not have a similar effect on WLB. In addition, this study also provides an academic basis for the use of flexible working hour and remote working systems to increase job satisfaction, especially in the banking industry.

show abstract

Section: Remote Workingunclassified

The Impact of Flexible Working Hours, Remote Working, and Work Life Balance to Employee Satisfaction in Banking Industry during Covid-19 Pandemic Period

Putra

Pratama

Linggautama

et al. 2020

JBMR

View full text Add to dashboard Cite

show abstract

“…That way, drivers can work more productively, enthusiastically, and in prime condition. This condition is increasing day by day, which will make drivers become engaged in the work they do (Sadida & Febriani, 2016).…”

Section: Discussionmentioning

confidence: 99%

“…On the other hand, Sadida & Febriani (2016) and Abednego (2015) mention that a flexible work system can also provide positive values and overcome several employee problems. According to Ali (2019), flexible working arrangements can increase employee engagement through the leader-member exchange.…”

Section: Introductionmentioning

confidence: 99%

The Effect of Flexible Working Arrangements on Work Engagement of Online Motorcycle Taxi Drivers

Farida

2020

pri

View full text Add to dashboard Cite

This study aims to determine the effect of flexible working arrangements on the work engagement of online motorcycle taxi drivers. This research used a quantitative approach and included ex-post facto research. This study used 297 online motorcycle taxi drivers in the Special Region of Yogyakarta. The data collection technique used a measuring instrument in the form of a psychological scale that has been tested for validity and reliability. The psychological scale is the work engagement scale with Cronbach's Alpha 0.881 and the flexible working arrangements scale with Cronbach's Alpha 0.910. The data analysis technique to test the research hypothesis used a simple regression test. Based on the data analysis, the regression coefficient was 1.636 and sig. 0.000<0.005 with R Square=0.671. These results indicate an effect of flexible working arrangements to work engagement positively and significantly by 67,1%.

show abstract

“…But eventually Indonesia will lead to this. The results of research conducted by Sadida et al [26] states that with the commuting work system, this can reduce work stress and increase productivity and job satisfaction. In addition to the commuting work system, the group of commuting employees showed a significantly higher level of work engagement compared to the centralized group of employees 3.…”

Section: Multiple Regression Analysismentioning

confidence: 99%

The Effect of Financial Compensation and Flexibility of Working Hours on Telecommuting Employee Performance

Saragih*¹,

Tania²,

Idris³

et al. 2019

IJRTE

View full text Add to dashboard Cite

The 4.0 industrial revolution in business changed the way of working, including changes in the work patterns of employees, who had to work at office to work at home using the internet, called as telecommuting employees. The purpose of this study is to determine the effect of financial compensation and flexibility of working hours provided by e-commerce companies on the performance of their telecommuters. In this quantitative study, it was released that the financial compensation variable based on the T test had a coefficient of 0.126 and Sig. 0.195, which means there is no influence between financial compensation and telecommuting employee performance. As for the second independent variable, the flexibility of working hours based on the T test has a coefficient of 0.607 with Sig. 0,000, which means that employee flexibility is very influential in employee performance.

show abstract

Mengikat Karyawan Dengan Telecommuting (Studi Keterikatan Kerja Karyawan Telecommuting)

Cited by 6 publications

References 0 publications

The Impact of Flexible Working Hours, Remote Working, and Work Life Balance to Employee Satisfaction in Banking Industry during Covid-19 Pandemic Period

The Impact of Flexible Working Hours, Remote Working, and Work Life Balance to Employee Satisfaction in Banking Industry during Covid-19 Pandemic Period

The Effect of Flexible Working Arrangements on Work Engagement of Online Motorcycle Taxi Drivers

The Effect of Financial Compensation and Flexibility of Working Hours on Telecommuting Employee Performance

Contact Info

Product

Resources

About