CONCEPTUAL MODEL OF MENTAL HEALTH AND FAMILY DISRUPTION AS MEDIATING VARIABLES TO ENHANCE THE ROLE OF TIME FLEXIBILITY ON EMPLOYEE PERFORMANCE
Abstract views: 19
,
Keywords:
flextime, task performance, family interference with work, mental health
Abstract
The transition to flexible work arrangements during the Covid-19 pandemic has changed employees work dynamics, influencing their well-being, family roles, and job performance. This research investigates the relationship between flextime and employees' performance through the mediating roles of mental health and family interference with work. Using the PLS-SEM approach, data collected from 413 employees in Indonesia working under the flexible work arrangement during the pandemic are analyzed. Results indicated that flextime has a positive effect on mental health and family interference with work. Moreover, enhanced mental health can improve task performance, while family interference with work negatively affects task performance. Additionally, the results show that flextime has an indirect impact on employee task performance through the mediation of mental health and work-family conflict. Given the evolving post-pandemic environment, companies may respond by creating flexible work policies that balance employees' personal and professional obligations.
Downloads
Download data is not yet available.
References
Agnoletto, M. (2024). Flexible working and well-being: evidence from the UK. Journal of Demographic Economics, 90(4), 589–625. https://doi.org/10.1017/dem.2024.16
Allen, T. D., Cho, E., & Meier, L. L. (2014). Work-family boundary dynamics. Annual Review of Organizational Psychology and Organizational Behavior, 1, 99–121. https://doi.org/10.1146/annurev-orgpsych-031413-091330
Allen, T. D., Johnson, R. C., Kiburz, K. M., & Shockley, K. M. (2013). Work-family conflict and flexible work arrangements: Deconstructing flexibility. Personnel Psychology, 66(2), 345–376. https://doi.org/10.1111/peps.12012
Cloninger, P. A., Selvarajan, T. T. (Rajan., Singh, B., & Huang, S. (Charlie). (2015). The mediating influence of work–family conflict and the moderating influence of gender on employee outcomes. International Journal of Human Resource Management, 26(18), 2269–2287. https://doi.org/10.1080/09585192.2015.1004101
De Menezes, L. M., & Kelliher, C. (2011). Flexible working and performance: A systematic review of the evidence for a business case. International Journal of Management Reviews, 13(4), 452–474. https://doi.org/10.1111/j.1468-2370.2011.00301.x
Gilboa, S., Shirom, A., Fried, Y., & Cooper, C. L. (2008). A meta-analysis of work demand stressors and job performance: Examining main and moderating effects. Personnel Psychology, 61, 227–271. https://doi.org/10.1057/9781137310651
Gnambs, T., & Staufenbiel, T. (2018). The structure of the General Health Questionnaire ( GHQ-12 ): two meta-analytic factor analyses The structure of the General Health Questionnaire ( GHQ-12 ): two meta-analytic factor analyses. Health Psychology Review, 12(2), 179–194. https://doi.org/10.1080/17437199.2018.1426484
Goldberg, D. P., Gater, R., Sartorius, N., Ustun, T. B., Piccinelli, M., Gureje, O., & Rutter, C. (1997). The validity of two versions of the GHQ in the WHO study of mental illness in general health care. Psychological Medicine, 27(1), 191–197. https://doi.org/10.1017/S0033291796004242
Greenslade, J. H., & Jimmieson, N. L. (2007). Distinguishing between task and contextual performance for nurses: Development of a job performance scale. Journal of Advanced Nursing, 58(6), 602–611. https://doi.org/10.1111/j.1365-2648.2007.04256.x
Hair, J. J., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2022). A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM) Third Edition.
Hapsari, T. T. (2023). Indonesia Business Coalition for Women Empowerment (IBCWE). The Success of Digiserve by Telkom Indonesia in Implementing Flexible Work Arrangements. https://ibcwe.id/the-success-of-digiserve-by-telkom-indonesia-in-implementing-flexible-work-arrangements/
Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44(3), 513–524.
Karatepe, O. M. (2013). The effects of work overload and work-family conflict on job embeddedness and job performance: The mediation of emotional exhaustion. International Journal of Contemporary Hospitality Management, 25(4), 614–634. https://doi.org/10.1108/09596111311322952
Kelliher, C., & Anderson, D. (2008). For better or for worse? An analysis of how flexible working practices influence employees’ perceptions of job quality. International Journal of Human Resource Management, 19(3), 419–431. https://doi.org/10.1080/09585190801895502
Koopmans, L., Bernaards, C. M., Hildebrandt, V. H., Schaufeli, W. B., De Vet Henrica, C. W., & Van Der Beek, A. J. (2011). Conceptual frameworks of individual work performance: A systematic review. Journal of Occupational and Environmental Medicine, 53(8), 856–866. https://doi.org/10.1097/JOM.0b013e318226a763
Kossek, E. E., Perrigino, M. B., & Lautsch, B. A. (2023). Work-Life Flexibility Policies From a Boundary Control and Implementation Perspective: A Review and Research Framework. In Journal of Management (Vol. 49, Issue 6, pp. 2062–2108). SAGE Publications Inc. https://doi.org/10.1177/01492063221140354
Kundi, Y. M., Aboramadan, M., Elhamalawi, E. M. I., & Shahid, S. (2020). Employee psychological well-being and job performance: Exploring mediating and moderating mechanisms. International Journal of Organizational Analysis. https://doi.org/10.1108/IJOA-05-2020-2204
Makhija, M. (2003). Comparing the resource-based and market-based views of the firm: Empirical evidence from Czech privatization. Strategic Management Journal, 24(5), 433–451. https://doi.org/10.1002/smj.304
Michael Page. (2024). Bridging the Expectation Gap: How employers and employees can match their priorities in 2024. https://www.michaelpage.co.id/advice/market-insights/industry-reports/talent-trends-bridging-expectation-gap-employers-employees-priorities
Obrenovic, B., Jianguo, D., Khudaykulov, A., & Khan, M. A. S. (2020). Work-family conflict impact on psychological safety and psychological well-being: A job performance model. Frontiers in Psychology, 11(March), 1–18. https://doi.org/10.3389/fpsyg.2020.00475
Reimann, M., & Abendroth, A. K. (2022). Flexible working and its relations with work-life conflict and well-being among crowdworkers in Germany. Work, 74(2), 609–620. https://doi.org/10.3233/WOR-210908
Ringle, C. M., Wende, S., and Becker, J.-M. (2015). "SmartPLS 3." Boenningstedt: SmartPLS GmbH, http://www.smartpls.com.
Shiri, R., Turunen, J., Kausto, J., Leino-Arjas, P., Varje, P., Väänänen, A., & Ervasti, J. (2022). The Effect of Employee-Oriented Flexible Work on Mental Health: A Systematic Review. In Healthcare (Switzerland) (Vol. 10, Issue 5). MDPI. https://doi.org/10.3390/healthcare10050883
Shockley, K. M., & Allen, T. D. (2007). When flexibility helps: Another look at the availability of flexible work arrangements and work-family conflict. Journal of Vocational Behavior, 71(3), 479–493. https://doi.org/10.1016/j.jvb.2007.08.006
Solís, M. (2017). Moderators of telework effects on the work-family conflict and on worker performance. European Journal of Management and Business Economics, 26(1), 21–34. https://doi.org/10.1108/EJMBE-07-2017-002
Soomro, A. A., Breitenecker, R. J., & Shah, S. A. M. (2018). Relation of work-life balance, work-family conflict, and family-work conflict with the employee performance-moderating role of job satisfaction. South Asian Journal of Business Studies, 7(1), 129–146. https://doi.org/10.1108/SAJBS-02-2017-0018
Sverke, M., Låstad, L., Hellgren, J., Richter, A., & Näswall, K. (2019). A meta-analysis of job insecurity and employee performance: testing temporal aspects, rating source, welfare regime, and union density as moderators. International Journal of Environmental Research and Public Health, 16(14). https://doi.org/10.3390/ijerph16142536
Zappalà, S., Toscano, F., Bharti, D., & Pietrantoni, L. (2024). Unveiling the Relationship between Flextime and Job Performance: The Role of Family–Work Conflict and the Ability to Cope in a Moderated Mediation Model. Social Sciences, 13(6). https://doi.org/10.3390/socsci13060317
Allen, T. D., Cho, E., & Meier, L. L. (2014). Work-family boundary dynamics. Annual Review of Organizational Psychology and Organizational Behavior, 1, 99–121. https://doi.org/10.1146/annurev-orgpsych-031413-091330
Allen, T. D., Johnson, R. C., Kiburz, K. M., & Shockley, K. M. (2013). Work-family conflict and flexible work arrangements: Deconstructing flexibility. Personnel Psychology, 66(2), 345–376. https://doi.org/10.1111/peps.12012
Cloninger, P. A., Selvarajan, T. T. (Rajan., Singh, B., & Huang, S. (Charlie). (2015). The mediating influence of work–family conflict and the moderating influence of gender on employee outcomes. International Journal of Human Resource Management, 26(18), 2269–2287. https://doi.org/10.1080/09585192.2015.1004101
De Menezes, L. M., & Kelliher, C. (2011). Flexible working and performance: A systematic review of the evidence for a business case. International Journal of Management Reviews, 13(4), 452–474. https://doi.org/10.1111/j.1468-2370.2011.00301.x
Gilboa, S., Shirom, A., Fried, Y., & Cooper, C. L. (2008). A meta-analysis of work demand stressors and job performance: Examining main and moderating effects. Personnel Psychology, 61, 227–271. https://doi.org/10.1057/9781137310651
Gnambs, T., & Staufenbiel, T. (2018). The structure of the General Health Questionnaire ( GHQ-12 ): two meta-analytic factor analyses The structure of the General Health Questionnaire ( GHQ-12 ): two meta-analytic factor analyses. Health Psychology Review, 12(2), 179–194. https://doi.org/10.1080/17437199.2018.1426484
Goldberg, D. P., Gater, R., Sartorius, N., Ustun, T. B., Piccinelli, M., Gureje, O., & Rutter, C. (1997). The validity of two versions of the GHQ in the WHO study of mental illness in general health care. Psychological Medicine, 27(1), 191–197. https://doi.org/10.1017/S0033291796004242
Greenslade, J. H., & Jimmieson, N. L. (2007). Distinguishing between task and contextual performance for nurses: Development of a job performance scale. Journal of Advanced Nursing, 58(6), 602–611. https://doi.org/10.1111/j.1365-2648.2007.04256.x
Hair, J. J., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2022). A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM) Third Edition.
Hapsari, T. T. (2023). Indonesia Business Coalition for Women Empowerment (IBCWE). The Success of Digiserve by Telkom Indonesia in Implementing Flexible Work Arrangements. https://ibcwe.id/the-success-of-digiserve-by-telkom-indonesia-in-implementing-flexible-work-arrangements/
Hobfoll, S. E. (1989). Conservation of resources: A new attempt at conceptualizing stress. American Psychologist, 44(3), 513–524.
Karatepe, O. M. (2013). The effects of work overload and work-family conflict on job embeddedness and job performance: The mediation of emotional exhaustion. International Journal of Contemporary Hospitality Management, 25(4), 614–634. https://doi.org/10.1108/09596111311322952
Kelliher, C., & Anderson, D. (2008). For better or for worse? An analysis of how flexible working practices influence employees’ perceptions of job quality. International Journal of Human Resource Management, 19(3), 419–431. https://doi.org/10.1080/09585190801895502
Koopmans, L., Bernaards, C. M., Hildebrandt, V. H., Schaufeli, W. B., De Vet Henrica, C. W., & Van Der Beek, A. J. (2011). Conceptual frameworks of individual work performance: A systematic review. Journal of Occupational and Environmental Medicine, 53(8), 856–866. https://doi.org/10.1097/JOM.0b013e318226a763
Kossek, E. E., Perrigino, M. B., & Lautsch, B. A. (2023). Work-Life Flexibility Policies From a Boundary Control and Implementation Perspective: A Review and Research Framework. In Journal of Management (Vol. 49, Issue 6, pp. 2062–2108). SAGE Publications Inc. https://doi.org/10.1177/01492063221140354
Kundi, Y. M., Aboramadan, M., Elhamalawi, E. M. I., & Shahid, S. (2020). Employee psychological well-being and job performance: Exploring mediating and moderating mechanisms. International Journal of Organizational Analysis. https://doi.org/10.1108/IJOA-05-2020-2204
Makhija, M. (2003). Comparing the resource-based and market-based views of the firm: Empirical evidence from Czech privatization. Strategic Management Journal, 24(5), 433–451. https://doi.org/10.1002/smj.304
Michael Page. (2024). Bridging the Expectation Gap: How employers and employees can match their priorities in 2024. https://www.michaelpage.co.id/advice/market-insights/industry-reports/talent-trends-bridging-expectation-gap-employers-employees-priorities
Obrenovic, B., Jianguo, D., Khudaykulov, A., & Khan, M. A. S. (2020). Work-family conflict impact on psychological safety and psychological well-being: A job performance model. Frontiers in Psychology, 11(March), 1–18. https://doi.org/10.3389/fpsyg.2020.00475
Reimann, M., & Abendroth, A. K. (2022). Flexible working and its relations with work-life conflict and well-being among crowdworkers in Germany. Work, 74(2), 609–620. https://doi.org/10.3233/WOR-210908
Ringle, C. M., Wende, S., and Becker, J.-M. (2015). "SmartPLS 3." Boenningstedt: SmartPLS GmbH, http://www.smartpls.com.
Shiri, R., Turunen, J., Kausto, J., Leino-Arjas, P., Varje, P., Väänänen, A., & Ervasti, J. (2022). The Effect of Employee-Oriented Flexible Work on Mental Health: A Systematic Review. In Healthcare (Switzerland) (Vol. 10, Issue 5). MDPI. https://doi.org/10.3390/healthcare10050883
Shockley, K. M., & Allen, T. D. (2007). When flexibility helps: Another look at the availability of flexible work arrangements and work-family conflict. Journal of Vocational Behavior, 71(3), 479–493. https://doi.org/10.1016/j.jvb.2007.08.006
Solís, M. (2017). Moderators of telework effects on the work-family conflict and on worker performance. European Journal of Management and Business Economics, 26(1), 21–34. https://doi.org/10.1108/EJMBE-07-2017-002
Soomro, A. A., Breitenecker, R. J., & Shah, S. A. M. (2018). Relation of work-life balance, work-family conflict, and family-work conflict with the employee performance-moderating role of job satisfaction. South Asian Journal of Business Studies, 7(1), 129–146. https://doi.org/10.1108/SAJBS-02-2017-0018
Sverke, M., Låstad, L., Hellgren, J., Richter, A., & Näswall, K. (2019). A meta-analysis of job insecurity and employee performance: testing temporal aspects, rating source, welfare regime, and union density as moderators. International Journal of Environmental Research and Public Health, 16(14). https://doi.org/10.3390/ijerph16142536
Zappalà, S., Toscano, F., Bharti, D., & Pietrantoni, L. (2024). Unveiling the Relationship between Flextime and Job Performance: The Role of Family–Work Conflict and the Ability to Cope in a Moderated Mediation Model. Social Sciences, 13(6). https://doi.org/10.3390/socsci13060317
Published
2025-04-17
How to Cite
Nikmah, U. (2025). CONCEPTUAL MODEL OF MENTAL HEALTH AND FAMILY DISRUPTION AS MEDIATING VARIABLES TO ENHANCE THE ROLE OF TIME FLEXIBILITY ON EMPLOYEE PERFORMANCE. JMD : Jurnal Riset Manajemen & Bisnis Dewantara, 7(2), 73 - 82. https://doi.org/10.26533/jmd.v7i2.1340
Section
Section
Copyright (c) 2025 Uliyatun Nikmah, Uliyatun Nikmah
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
Authors who publish with this journal agree to the following terms:
- Copyright on any article is retained by the author(s).
- The author grants the journal, right of first publication with the work simultaneously licensed under a Creative Commons Attribution License that allows others to share the work with an acknowledgment of the work’s authorship and initial publication in this journal.
- Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal’s published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgment of its initial publication in this journal.
- Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work.
- The article and any associated published material is distributed under the Creative Commons Attribution-ShareAlike 4.0 International License
