Hybrid Working and Employee Job Performance in Felcra Berhad: An Examination of The Moderating Role of Job Satisfaction
Abstract
In today's dynamic work environment, understanding the impact of hybrid working on job performance is crucial. Many organizations, including FELCRA Berhad, adopted hybrid working during the COVID-19 pandemic to enhance employee efficiency and flexibility. This study explores FELCRA Berhad's job performance and satisfaction during the pandemic and evaluates the potential success of hybrid working post-pandemic. Using a quantitative research design and purposive sampling, data were collected from FELCRA Berhad employees through online and physical questionnaires. The data were analyzed with IBM SPSS Version 28 to examine the relationship between hybrid working (working conditions, work-life balance, and recognition) and job performance, with job satisfaction as a moderating factor. The results indicated a significant positive relationship between working conditions and job performance. While work-life balance and recognition showed moderate positive relationships with job performance, they were not statistically significant. Job satisfaction did not significantly moderate these relationships. However, the group effect for hybrid working remained significant across all dimensions. In conclusion, the study confirms a significant positive relationship between hybrid work conditions and job performance, providing a foundation for FELCRA Berhad to consider implementing hybrid work practices based on their direct effects on job performance.
Downloads
References
Aprilina, R., & Martdianty, F. (2023). The role of Hybrid-Working in improving employees’ satisfaction, perceived productivity, and organizations’ capabilities. Jurnal Manajemen Teori Dan Terapan/Jurnal Manajemen Teori Dan Terapan, 16(2), 206–222. https://doi.org/10.20473/jmtt.v16i2.45632 DOI: https://doi.org/10.20473/jmtt.v16i2.45632
Bailey, D. E., & Kurland, N. B. (2002). A review of telework research: findings, new directions, and lessons for the study of modern work. Journal of Organizational Behavior, 23(4), 383–400. DOI: https://doi.org/10.1002/job.144
Bellmann, L., & Hübler, O. (2020). Working from home, job satisfaction and work-life balance – robust or heterogeneous links? International Journal of Manpower, 42(3), 424–441. DOI: https://doi.org/10.1108/IJM-10-2019-0458
Bhumika, B. (2020). Challenges for work-life balance during COVID-19 induced nationwide lockdown: exploring gender difference in emotional exhaustion in the Indian setting. Gender in Management: An International Journal, 35(7/8), 705–718. https://doi.org/10.1108/gm-06-2020-0163 DOI: https://doi.org/10.1108/GM-06-2020-0163
Budhkar, P. S., & Salve, A. (2023). Effect of WLB practices and working culture on hybrid employee job Satisfaction: Study on the IT industry. Anveshak: International Journal of Management, 12(1), 155. https://doi.org/10.15410/aijm/2023/v12i1/173018 DOI: https://doi.org/10.15410/aijm/2023/v12i1/173018
Corral, R. (2024). Impact of hybrid and on-site work arrangements on employee motivation and job satisfaction in the BPO industry: a cross-sectional study. Open Journal of Social Sciences, 12(02), 205-230. DOI: https://doi.org/10.4236/jss.2024.122013
Cooper, C. A. (2020). Maybe they’re not so different after all: personality and job satisfaction among government and non-government workers. Journal of Public and Non-profit Affairs, 6(1), 63–78. https://doi.org/10.20899/jpna.6.1.63-78 DOI: https://doi.org/10.20899/jpna.6.1.63-78
Covid-19 and Work in Malaysia: How Common is Working from Home? (2020, November 23). LSE Southeast Asia Blog. https://blogs.lse.ac.uk/seac/2020/11/23/covid-19-and-work-in-malaysia-how-common-is-working-from-home/
Colley, L. (2010). Central policies, local discretion: A review of employee access to WLB arrangements in a public sector agency. Australian Bulletin of Labour, 36(2), 214-237.
Choudhury, P., Koo, W. W., & Li, X. (2020). Working (from home) during a crisis: Online social contributions by workers during the coronavirus shock. Harvard Business School Technology & Operations Mgt. Unit Working Paper, (20-096). DOI: https://doi.org/10.2139/ssrn.3560401
Davidescu, A. A., Apostu, S., Paul, A., & Casuneanu, I. (2020). Work Flexibility, Job Satisfaction, and Job Performance among Romanian Employees—Implications for Sustainable Human Resource Management. Sustainability, 12(15), 6086. https://doi.org/10.3390/su12156086 DOI: https://doi.org/10.3390/su12156086
Deshpande, Advait; Sharp, Helen; Barroca, Leonor and Gregory, Peggy (2016). Remote Working and Collaboration in Agile Teams. In: International Conference on Information Systems, 11-14, Dublin, Ireland.
Devi, P. and Lahkar, N. (2021). Occupational stress and job performance among university library professionals of north-east India. Evidence-Based Library and Information Practice, 16(2), 2-21. https://doi.org/10.18438/eblip29821 DOI: https://doi.org/10.18438/eblip29821
De Lucas Ancillo, A., Del Val Núñez, M. T., & Gavrila, S. G. (2020). Workplace change within the COVID-19 context: a grounded theory approach. Economic Research-Ekonomska Istraživanja, 34(1), 2297–2316. https://doi.org/10.1080/1331677x.2020.1862689DOS, 2020. Report of Special Survey on Effects of COVID-19 on Economy & Individual – Round 1. Department of Statistics. DOI: https://doi.org/10.1080/1331677X.2020.1862689
Erdfelder, E., Faul, F., & Buchner, A. (1996). POWER: A general power analysis program. Behavior Research Methods, Instruments, &Amp; Computers, 28(1), 1–11. https://doi.org/10.3758/bf03203630 DOI: https://doi.org/10.3758/BF03203630
European Union. (2020, April 24). How usual is it to work from home? EUROSTAT. https://ec.europa.eu/eurostat/web/products-eurostat-news/-/DDN-20200424-
Fisher, C. D., & Ashkanasy, N. M. (2019). The emerging role of emotions in work and organizational psychology: A review of current research. Frontiers in Psychology, 10, 2107. https://doi.org/10.3389/fpsyg.2019.02107 DOI: https://doi.org/10.3389/fpsyg.2019.02107
Gayathiri, R., Ramakrishnan, L., Babatunde, S. A., Banerjee, A., & Islam, M. Z. (2013). Quality of work life– Linkage with job satisfaction and performance. International Journal of Business and Management Invention, 2(1), 1–8.
Grzegorczyk, M., M. Mariniello, L. Nurski and T. Schraepen (2021) 'Blending the physical and virtual: a hybrid model for the future of work', Policy Contribution 14/2021, Bruegel Policy Contribution, Issue n?14/21 | June 2021
Hair Jr, J. F., Babin, B. J., & Anderson, R. E. (2010). A global perspective. Kennesaw: Kennesaw State University, 2186-2212.
Hassan, S. (2012). Does fair treatment in the workplace matter? An assessment of organizational fairness and employee outcomes in government. The American Review of Public Administration, 43(5), 539-557. https://doi.org/10.1177/0275074012447979 DOI: https://doi.org/10.1177/0275074012447979
Hosseini, E., Tajpour, M., & Lashkarbooluki, M. (2020). The impact of entrepreneurial skills on manager's job performance. International Journal of Human Capital in Urban Management, 5(4).
Herzberg, F. M., & Mausner, B. (1959). B. and Snyderman, BB (1959) The motivation to work. Aufl., New York-London.
Hussain, S. D., Khaliq, A., Nisar, Q. A., Kamboh, A. Z., & Ali, S. (2019). The impact of employees’ recognition, rewards and job stress on job performance: Mediating role of perceived organization support. SEISENSE Journal of Management, 2(2), 69-82. DOI: https://doi.org/10.33215/sjom.v2i2.121
Hopkins, J. and Figaro, K. (2021). The great resignation: an argument for hybrid leadership. International Journal of Business and Management Research, 9(4), 393-400. https://doi.org/10.37391/ijbmr.090402 DOI: https://doi.org/10.37391/IJBMR.090402
Judge, T. A., & Bono, J. E. (2001). Relationship of core self-evaluation traits—self-esteem, generalized self-efficacy, locus of control, and emotional stability—with job satisfaction and job performance: A meta-analysis. Journal of Applied Psychology, 86(1), 80–92. https://doi.org/10.1037/0021-9010.86.1.80 DOI: https://doi.org/10.1037//0021-9010.86.1.80
Kori, F. A., & Omar, M. K. (2022). Individual, Organizational, and Environmental Factors Affecting WLB among Malaysian Lecturers Amidst COVID-19 Pandemic. Clinical Case Reports: Open Access, 5(4). https://doi.org/10.46527/2582-5038.235 DOI: https://doi.org/10.46527/2582-5038.235
Katebi, A., HajiZadeh, M. H., Bordbar, A., & Salehi, A. M. (2021). The Relationship between “Job Satisfaction” and “Job Performance”: A Meta-analysis. Global Journal of Flexible Systems Management, 23(1), 21–42. https://doi.org/10.1007/s40171-021-00280-y DOI: https://doi.org/10.1007/s40171-021-00280-y
Kossek, E. E., & Lautsch, B. A. (2018). Work-life flexibility for whom? Occupational Status and Work-Life inequality in upper, middle, and lower level jobs. Academy of Management Annals, 12(1), 5–36. https://doi.org/10.5465/annals.2016.0059 DOI: https://doi.org/10.5465/annals.2016.0059
Kossek, E. E., Gettings, P., & Misra, K. (2021). The future of flexibility at work. Harvard Business Review, 28.
Kim, P. B., Lee, G., & Jang, J. (2017). Employee empowerment and its contextual determinants and outcome for service workers: A cross-national study. Management Decision, 55(5), 1022-1041. DOI: https://doi.org/10.1108/MD-02-2016-0089
Kline, R.B. (2011). Methodology in the Social Sciences: Principles and practice of structural equation modelling. Guilford Press.
Kraj?ík, M., Schmidt, D. A., & Baráth, M. (2023). Hybrid Work Model: An approach to Work-Life flexibility in a changing environment. Administrative Sciences, 13(6), 150. https://doi.org/10.3390/admsci13060150 DOI: https://doi.org/10.3390/admsci13060150
Lartey, F. M. (2021). Impact of career planning, employee autonomy, and manager recognition on employee engagement. Journal of Human Resource and Sustainability Studies, 09(02),135–158. https://doi.org/10.4236/jhrss.2021.92010 DOI: https://doi.org/10.4236/jhrss.2021.92010
López-Igual, P., & Rodríguez-Modroño, P. (2020). Who is Teleworking and Where from? Exploring the Main Determinants of Telework in Europe. Sustainability, 12(21), 8797. https://doi.org/10.3390/su12218797 DOI: https://doi.org/10.3390/su12218797
Manzoor, F., Wei, L., & Asif, M. (2021). Intrinsic rewards and employee’s performance with the mediating mechanism of employee’s motivation. Frontiers in Psychology, 12. https://doi.org/10.3389/fpsyg.2021.563070 DOI: https://doi.org/10.3389/fpsyg.2021.563070
ILO. 2021 From potential to practice: Preliminary findings on the numbers of workers working from home during the COVID-19 pandemic. (2021). International Labour Organization. https://www.ilo.org/resource/brief/potential-practice-preliminary-findings-numbers-workers-working-home-during
Ntimba, D. I., Lessing, K. F., & Swarts, I. (2021). Job Satisfaction and Dissatisfaction as Outcomes of Psychological Contract: Evidence from the South African Workplace. Journal of Human Resource and Sustainability Studies, 09(03), 484–502. https://doi.org/10.4236/jhrss.2021.93031 DOI: https://doi.org/10.4236/jhrss.2021.93031
Naz, S., Li, C., Nisar, Q. A., Khan, M. a. S., Ahmad, N., & Anwar, F. (2020). A study in the relationship between supportive work environment and employee retention: Role of Organizational Commitment and Person–Organization fit as Mediators. SAGE Open, 10(2), https://doi.org/10.1177/2158244020924694 DOI: https://doi.org/10.1177/2158244020924694
Palumbo, R. (2020). Let me go to the office! An investigation into the side effects of working from home on WLB. International Journal of Public Sector Management, 33(6/7), 771–790. https://doi.org/10.1108/ijpsm-06-2020-0150 DOI: https://doi.org/10.1108/IJPSM-06-2020-0150
Pandya, J. (2024). Intrinsic & extrinsic motivation & its impact on organizational performance at Rajkot city: a review. Journal of Management Research and Analysis, 11(1), 46-53. https://doi.org/10.18231/j.jmra.2024.009 DOI: https://doi.org/10.18231/j.jmra.2024.009
Sampat, B., Raj, S., Behl, A., & Schöbel, S. (2022). An empirical analysis of facilitators and barriers to the hybrid work model: a cross-cultural and multi-theoretical approach. Personnel Review, 51(8), 1990-2020. https://doi.org/10.1108/pr-02-2022-0176 DOI: https://doi.org/10.1108/PR-02-2022-0176
Shrout, M. (2024). Dyadic, biobehavioral, and sociocultural approaches to romantic relationships and health: implications for research, practice, and policy. Social and Personality Psychology Compass, 18(2). https://doi.org/10.1111/spc3.12943 DOI: https://doi.org/10.1111/spc3.12943
Stasi?a-Sieradzka, M., Sanecka, E., & Turska, E. (2023). Not so good hybrid work model? Resource losses and gains since the outbreak of the COVID-19 pandemic and job burnout among non-remote, hybrid, and remote employees. International Journal of Occupational Medicine and Environmental Health, 36(2), 229. DOI: https://doi.org/10.13075/ijomeh.1896.02026
Singer-Velush, N., Sherman, K., & Anderson, E. (2020). Microsoft analyzed data on its newly remote workforce. Harvard Business Review, 15.
Soomro, B. A., & Shah, N. (2019). Determining the impact of entrepreneurial orientation and organizational culture on job satisfaction, organizational commitment, and employee performance. South Asian Journal of Business Studies, 8(3), 266–282. https://doi.org/10.1108/sajbs-12-2018-0142 DOI: https://doi.org/10.1108/SAJBS-12-2018-0142
Shaw, W. S., Main, C. J., Findley, P. A., Collie, A., Kristman, V. L., & Gross, D. P. (2020). Opening the Workplace After COVID-19: What Lessons Can be Learned from Return-to-Work Research? Journal of Occupational Rehabilitation, 30(3), 299–302. https://doi.org/10.1007/s10926-020-09908-9 DOI: https://doi.org/10.1007/s10926-020-09908-9
Sharma, V., & Yadav, R. (2023). Hybrid workplace: Unveiling the work-life imbalance factors and implications in the post-pandemic era. Asian And Pacific Economic Review, 16(1), 318-330.
Sokolic, D. (2022). Remote work and hybrid work organizations. Economic and social development: Book of proceedings, 202-213.
Soares, S., Bonnet, F., Berg, J., & Labouriau, R. (2021). From potential to practice: Preliminary findings on the numbers of workers working from home during the COVID-19 pandemic. ILO policy brief WCMS, 765806.
Sekaran, U., & Bougie, R. (2013). Research Methods for Business: A Skill-Building Approach (7th Edition). Wiley, New York.
Talukder, A. K. M. M. H., & Galang, M. C. (2021). Supervisor Support for Employee Performance in Australia: Mediating role of Work?Life Balance, job, and life attitude. Journal of Employment Counselling, 58(1), 2–22. https://doi.org/10.1002/joec.12154 DOI: https://doi.org/10.1002/joec.12154
Teräs, M., Suoranta, J., Teräs, H., & Curcher, M. (2020). Post-Covid-19 Education and Education Technology ‘Solutionism’: a Seller’s Market. Postdigital Science and Education, 2(3), 863–878. https://doi.org/10.1007/s42438-020-00164-x DOI: https://doi.org/10.1007/s42438-020-00164-x
Vyas, L., & Butakhieo, N. (2021). COVID-19 and Work from Home Arrangement in Hong Kong: Implications and Challenges. In Springer eBooks (pp. 1–6). https://doi.org/10.1007/978-3-319-31816-5_4238-1 DOI: https://doi.org/10.1007/978-3-319-31816-5_4238-1
Vyas, L. (2022). “New normal” at work in a post-COVID world: work-life balance and labor markets. Policy and Society, 41(1), 155–167. https://doi.org/10.1093/polsoc/puab011 DOI: https://doi.org/10.1093/polsoc/puab011
Wang, H., Lu, C., & Siu, O. (2020). Job satisfaction and performance: A reciprocal model of work motivation. Journal of Organizational Behavior, 41(7), 563-579. https://doi.org/10.1002/job.2455 DOI: https://doi.org/10.1002/job.2455
Xiao, Y., Becerik-Gerber, B., Lucas, G., & Roll, S. C. (2020). Impacts of Working from Home During COVID-19 Pandemic on Physical and Mental Well-Being of Office Workstation Users. Journal of Occupational and Environmental Medicine, 63(3), 181–190. https://doi.org/10.1097/jom.0000000000002097 DOI: https://doi.org/10.1097/JOM.0000000000002097
Yee, W. M., Mamun, A. A., Xueyun, Z., Hussain, W. M. H. W., & Yang, Q. (2023). Modelling the significance of psychological, social, and situational factors on work efficiency and the preference for working from home in Southeast Asia. Heliyon, 9(6), e17561. https://doi.org/10.1016/j.heliyon.2023.e17561 DOI: https://doi.org/10.1016/j.heliyon.2023.e17561
Yang, E., Kim, Y., & Hong, S. (2021). Does working from home work? Experience of working from home and the value of hybrid workplace post-COVID-19. Journal of Corporate Real Estate. https://doi.org/10.1108/jcre-04-2021-0015 DOI: https://doi.org/10.1108/JCRE-04-2021-0015
Yunus, N. H., & Kamal, N. H. (2017). Moderating Effect Job Satisfaction on The Determinants of Herzberg’s Two-Factor Theory towards Job Performance among Customer Service Representatives at In-House Call Center in the Banking Sector, Klang Valley. ADVANCES IN BUSINESS RESEARCH INTERNATIONAL JOURNAL, 3(1), 49. https://doi.org/10.24191/abrij.v3i1.10037 DOI: https://doi.org/10.24191/abrij.v3i1.10037
Zainal, N. S. B., Wider, W., Lajuma, S., Ahmad Khadri, M. W. A. B., Taib, N. M., & Joseph, A. (2022). Employee retention in the service industry in Malaysia. Frontiers in sociology, 7, 928951. DOI: https://doi.org/10.3389/fsoc.2022.928951
Copyright (c) 2024 Wan Muhd Fauzi Bin Wan Aziz, Noor Azzah Said
This work is licensed under a Creative Commons Attribution 4.0 International License.
Author (s) should affirm that the material has not been published previously. It has not been submitted and it is not under consideration by any other journal. At the same time author (s) need to execute a publication permission agreement to assume the responsibility of the submitted content and any omissions and errors therein. After submission of revised paper in the light of suggestions of the reviewers, the editorial team edits and formats manuscripts to bring uniformity and standardization in published material.
This work will be licensed under Creative Commons Attribution 4.0 International (CC BY 4.0) and under condition of the license, users are free to read, copy, remix, transform, redistribute, download, print, search or link to the full texts of articles and even build upon their work as long as they credit the author for the original work. Moreover, as per journal policy author (s) hold and retain copyrights without any restrictions.
