Depok, July 4, 2025 — Flexible Work Arrangements (FWA) have been recognized since the 1970s, but their adoption grew significantly when companies around the world implemented them during the COVID-19 pandemic. Today, many organizations and companies continue to apply FWA in their operations.

Bagus Adi Luthfi, a doctoral graduate from the Faculty of Administrative Sciences, Universitas Indonesia (FIA UI), defended his dissertation titled “The Impact of Flexible Work Arrangement on Employee Performance: The Mediating Role of Employee Well-Being and the Moderating Role of E-Work Self-Efficacy, Work Autonomy, and Social Support in a Pluralist Frame of Reference.”

“According to an IDC Indonesia report in 2024, more than 65% of technology sector companies in Indonesia have adopted hybrid work models post-pandemic, and over 80% of large tech companies continue to maintain FWA policies,” explained Dr. Bagus.

In his speech, Dr. Bagus presented several key challenges identified in his research. One major issue is the resource access gap, where 40% of ICT companies in Indonesia face difficulties in providing supporting infrastructure for FWA, such as reliable internet connections and adequate work devices.

Dr. Bagus also highlighted that a lack of social support remains a problem. Around 38% of fully remote employees report not having colleagues to discuss work challenges with, and 25% experience decreased work motivation due to limited social interaction.

“This research examines two perspectives on FWA: flexibility as a burden and flexibility as an enabler. Flexibility as a burden negatively affects employee performance — including task, contextual, and adaptive performance — as it leads to stress and exhaustion. On the other hand, flexibility as an enabler boosts performance across all aspects by improving work-life balance, reducing stress, and increasing satisfaction,” said Dr. Bagus.

He further explained that not all aspects of employee well-being significantly mediate the relationship between FWA and performance. Digital skills (e-work self-efficacy), work autonomy, and social support also play important roles in influencing how flexibility impacts performance and well-being, although their effects vary.

Dr. Bagus recommended that organizations ensure the availability of supporting technology for FWA. Companies should develop clear FWA guidelines so that all employees understand the arrangements. It is also important to implement performance appraisal systems based on outcomes rather than working hours and to provide employees with training in time management and digital technologies.

The doctoral promotion committee was chaired by Prof. Dr. Irfan Ridwan Maksum, M.Si., with Dr. Pantius Drahen Soeling, M.Si. as the main supervisor and Prof. Dr. Chandra Wijaya, M.Si., M.M. as the co-supervisor. The committee members included Budi W. Soetjipto, Ph.D., Dr. Dwi Untoro Pudji Hartono, S.H., M.H., Dr. Janry Haposan Simanungkalit, M.Si., Prof. Dr. Amy Yayuk Sri Rahayu, M.Si., and Vishnu Juwono, MIA, Ph.D.