Hybrid Working, Organizational Support, And Employee Performance: The Mediating Role Of Employee Engagement
Keywords:
Hybrid Working, Organizational Support, Employee Engagement, Employee Performance
Abstract
The implementation of hybrid working systems has significantly changed organizational work patterns and employee experiences in modern workplaces. Flexible working arrangements provide efficiency and adaptability, yet they also create challenges related to communication quality, work coordination, and employee attachment toward organizations. This study aims to examine the influence of hybrid working and organizational support on employee performance through employee engagement. A quantitative approach was applied using a survey method involving 182 employees working in educational institutions, cooperatives, MSMEs, and service sectors. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM). The findings indicate that hybrid working and organizational support positively affect employee engagement and employee performance. Employee engagement also significantly influences employee performance and mediates the relationships between hybrid working, organizational support, and employee performance. Supportive organizational systems, flexible working arrangements, and effective communication strengthen employee enthusiasm, emotional attachment, and work productivity. The findings extend Job Demands–Resources Theory by emphasizing the role of organizational resources in maintaining employee engagement and performance in hybrid working systems. Practical implications highlight the importance of strengthening organizational support, communication systems, and engagement strategies to maintain employee performance in flexible working environments.
References
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Kniffin, K. M., Narayanan, J., Anseel, F., Antonakis, J., Ashford, S. P., Bakker, A. B., Bamberger, P., Bapuji, H., Bhave, D. P., Choi, V. K., Creary, S. J., Demerouti, E., Flynn, F. J., Gelfand, M. J., Greer, L., Johns, G., Kesebir, S., Klein, P. G., Lee, S. Y., … Wilmot, M. P. (2020). COVID-19 and the Workplace: Implications, Issues, and Insights for Future Research and Action Mark van Vugt.
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Kumar, M. A., Adarsh, M., & Matolya, K. (2025). Hybrid Work Models And Their Influence On Team Collaboration. In International Journal of Creative Research Thoughts (Vol. 13, Number 6). www.ijcrt.org
Liu, X., Huang, Y., Kim, J., & Na, S. (2023). How Ethical Leadership Cultivates Innovative Work Behaviors in Employees? Psychological Safety, Work Engagement and Openness to Experience. Sustainability (Switzerland), 15(4). https://doi.org/10.3390/su15043452
Mandalahi, S. H., Damayanti, S., Prasanti, T. A., & Maharani, A. (2024). Impact of Flexible Work Environments on Employee Performance: Mediating Roles of Stress and Work-Life Balance. Ilomata International Journal of Management, 5(3), 1042–1061. https://doi.org/10.61194/ijjm.v5i3.1235
Mazzetti, G., Robledo, E., Vignoli, M., Topa, G., Guglielmi, D., & Schaufeli, W. B. (2023). Work Engagement: A meta-Analysis Using the Job Demands-Resources Model. In Psychological Reports (Vol. 126, Number 3, pp. 1069–1107). SAGE Publications Inc. https://doi.org/10.1177/00332941211051988
Molino, M., Cortese, C. G., & Ghislieri, C. (2020). The promotion of technology acceptance and work engagement in industry 4.0: From personal resources to information and training. International Journal of Environmental Research and Public Health, 17(7). https://doi.org/10.3390/ijerph17072438
Pradhan, R. K., & Jena, L. K. (2017). Employee Performance at Workplace: Conceptual Model and Empirical Validation. Business Perspectives and Research, 5(1), 69–85. https://doi.org/10.1177/2278533716671630
Sari, A. P., & Wening, N. (2025). The Impact of Hybrid Work System Implementation on Employee Performance in the Digital Era. Journal of Social Work and Science Education, 6(2), 773–788.
Siddika, B. A. (2025). Effect of hybrid working on employee engagement. Annals of Human Resource Management Research, 5(2), 85–97. https://doi.org/10.35912/ahrmr.v5i2.2892
Surveyandini, M., Zuhaena, F., Program, ), Manajemen, S., Ekonomika, F., Bisnis, D., Purwokerto, W., Raya, J., Karangsalam, B., 25, N., Banyumas, K., Tengah, J., & Raya, P. J. (2022). Peningkatan Kualitas Kinerja Karyawan Melalui Program Pelatihan Dan Pengembangan Yang Tepat. In WIKUACITYA: Jurnal Pengabdian Kepada Masyarakat (Vol. 1, Number 1). https://wikuacitya.unwiku.ac.id/JurnalWikuacitya:JurnalPengabdianMasyarakat//105
Taranekar, P. (2025). Reimagining Employee Engagement in Hybrid Work Models: A Strategic Approach for Sustained Productivity and Connection. www.ijirmps.org
Wahyutomo, D., Hakim, L., & Oktayani, D. (2025). Driving Employee Performance in Hybrid Work Environments: The Role of Engagement, Support, Trust, and Respect. Journal of Business Management and Economic Development, 3(01), 120–130. https://doi.org/10.59653/jbmed.v3i01.1221
Wang, B., Liu, Y., Qian, J., & Parker, S. K. (2021). Achieving Effective Remote Working During the COVID-19 Pandemic: A Work Design Perspective. Applied Psychology, 70(1), 16–59. https://doi.org/10.1111/apps.12290
Yamin, R. A., & Pusparini, E. S. (2022). The Effect of Flexible Work Arrangement and Perceived Organizational Support on Employee Job Performance: The Mediating Role of Employee Engagement.
Zuhaena, F., & Sumatri, Pe. (2022). Peran Organizational Citizenship Behavior (OCB) Pada UMKM Kabupaten Banyumas.
Bagis, F. (2022). Examine The Effect of Job Satisfaction on The Performance of Hospital Employees Through Organizational Commitment. Business and Accounting Research (IJEBAR) Peer Reviewed-International Journal, 6(4), 2276–2283. https://jurnal.stie-aas.ac.id/index.php/IJEBAR
Bagis, F., & Adawiyah, W. (2022). Work-Life balance and Work Culture on Employee Loyalty in Construction Companies: The Mediating Role of Job Satisfaction. 1–7. https://doi.org/10.4108/eai.10-8-2022.2320908
Bagis, F., Adawiyah, W. R., & Sudjadi, A. (2024). Employee’s Spiritual Well-Being: Diminishing the Negative Fibs of Job Stress, Ego Depletion and Cyberloafing. Revista de Gestão Social e Ambiental, 18(16), 1–23. https://doi.org/10.55908/sdgs.v11i12.2077
Bagis, F., Adawiyah, W. R., & Sudjadi, A. (2026). Examining the Role of Spiritual Leadership and Islamic Spiritual Well-Being in Mitigating Workplace Deviant Behaviour. Qubahan Academic Journal, 6(1), 395–408. https://doi.org/10.48161/qaj.v6n1a1860
Bakker, A. B., & de Vries, J. D. (2021). Job Demands–Resources theory and self-regulation: new explanations and remedies for job burnout. Anxiety, Stress and Coping, 34(1), 1–21. https://doi.org/10.1080/10615806.2020.1797695
Bakker, A. B., Demerouti, E., & Sanz-Vergel, A. (2026). Annual Review of Organizational Psychology and Organizational Behavior Job Demands-Resources Theory: Ten Years Later. Annu. Rev. Organ. Psychol. Organ. Behav. 2023, 10, 24. https://doi.org/10.1146/annurev-orgpsych-120920
Bakker, A. B., Demerouti, E., & Sanz-Vergel, A. I. (2014). Burnout and Work Engagement: The JDR Approach. In Annual Review of Organizational Psychology and Organizational Behavior (Vol. 1, pp. 389–411). Annual Reviews Inc. https://doi.org/10.1146/annurev-orgpsych-031413-091235
Bonaiuto, F., Fantinelli, S., Milani, A., Cortini, M., Vitiello, M. C., & Bonaiuto, M. (2022). Perceived organizational support and work engagement: the role of psychosocial variables. Journal of Workplace Learning, 34(5), 418–436. https://doi.org/10.1108/JWL-11-2021-0140
Caesens, G., & Stinglhamber, F. (2023). Perceived Organizational Support.
Chen, L., Wen, T., Wang, J., & Gao, H. (2022). The Impact of Spiritual Leadership on Employee’s Work Engagement–A Study Based on the Mediating Effect of Goal Self-Concordance and Self-Efficacy. International Journal of Mental Health Promotion, 24(1), 69–84. https://doi.org/10.32604/ijmhp.2022.018932
Choudhury, P., Foroughi, C., Larson, B., & Professor of Management, E. (2020). Work-From-Anywhere: The Productivity Effects of Geographic Flexibility.
Contreras, F., Baykal, E., & Abid, G. (2020). E-Leadership and Teleworking in Times of COVID-19 and Beyond: What We Know and Where Do We Go. In Frontiers in Psychology (Vol. 11). Frontiers Media S.A. https://doi.org/10.3389/fpsyg.2020.590271
Demerouti, E. (2025). Job demands-resources and conservation of resources theories: How do they help to explain employee well-being and future job design? Journal of Business Research, 192. https://doi.org/10.1016/j.jbusres.2025.115296
Eisenberger, Robert., Huntington, Robin., Hutchison, Steven., & Sowa, Debpra. (1986). Percieve Organisational Support. Journal of Applied Psychology, 71(3), 500–507.
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, Number 1).
Hakim, A. N., Bagis, F., Astuti, H. J., & Kharismasyah, A. Y. (2025). Supportive Work Environment and Employee Retention: Examining the Mediating Role of Organizational Commitment and Person-Organization Fit. International Journal of Asian Business and Management, 4(2), 383–406. https://doi.org/10.55927/ijabm.v4i2.209
Ipsen, C., van Veldhoven, M., Kirchner, K., & Hansen, J. P. (2021). Six key advantages and disadvantages of working from home in europe during covid-19. International Journal of Environmental Research and Public Health, 18(4), 1–19. https://doi.org/10.3390/ijerph18041826
Khaerana Pangesti, S., Zuhaena, F., & Pahlevi, A. (2025). The Effect Of Work Motivation, Compensation, Work Discipline And Work Environment On Employee Work Productivity At Pt Hyup Sung Purbalingga (Vol. 2, Number 1).
Kniffin, K. M., Narayanan, J., Anseel, F., Antonakis, J., Ashford, S. P., Bakker, A. B., Bamberger, P., Bapuji, H., Bhave, D. P., Choi, V. K., Creary, S. J., Demerouti, E., Flynn, F. J., Gelfand, M. J., Greer, L., Johns, G., Kesebir, S., Klein, P. G., Lee, S. Y., … Wilmot, M. P. (2020). COVID-19 and the Workplace: Implications, Issues, and Insights for Future Research and Action Mark van Vugt.
Koopmans, L., Bernaards, C. M., Hildebrandt, V. H., De Vet, H. C. W., & Van Der Beek, A. J. (2014). Measuring individual work performance: Identifying and selecting indicators. Work, 48(2), 229–238. https://doi.org/10.3233/WOR-131659
Kumar, M. A., Adarsh, M., & Matolya, K. (2025). Hybrid Work Models And Their Influence On Team Collaboration. In International Journal of Creative Research Thoughts (Vol. 13, Number 6). www.ijcrt.org
Liu, X., Huang, Y., Kim, J., & Na, S. (2023). How Ethical Leadership Cultivates Innovative Work Behaviors in Employees? Psychological Safety, Work Engagement and Openness to Experience. Sustainability (Switzerland), 15(4). https://doi.org/10.3390/su15043452
Mandalahi, S. H., Damayanti, S., Prasanti, T. A., & Maharani, A. (2024). Impact of Flexible Work Environments on Employee Performance: Mediating Roles of Stress and Work-Life Balance. Ilomata International Journal of Management, 5(3), 1042–1061. https://doi.org/10.61194/ijjm.v5i3.1235
Mazzetti, G., Robledo, E., Vignoli, M., Topa, G., Guglielmi, D., & Schaufeli, W. B. (2023). Work Engagement: A meta-Analysis Using the Job Demands-Resources Model. In Psychological Reports (Vol. 126, Number 3, pp. 1069–1107). SAGE Publications Inc. https://doi.org/10.1177/00332941211051988
Molino, M., Cortese, C. G., & Ghislieri, C. (2020). The promotion of technology acceptance and work engagement in industry 4.0: From personal resources to information and training. International Journal of Environmental Research and Public Health, 17(7). https://doi.org/10.3390/ijerph17072438
Pradhan, R. K., & Jena, L. K. (2017). Employee Performance at Workplace: Conceptual Model and Empirical Validation. Business Perspectives and Research, 5(1), 69–85. https://doi.org/10.1177/2278533716671630
Sari, A. P., & Wening, N. (2025). The Impact of Hybrid Work System Implementation on Employee Performance in the Digital Era. Journal of Social Work and Science Education, 6(2), 773–788.
Siddika, B. A. (2025). Effect of hybrid working on employee engagement. Annals of Human Resource Management Research, 5(2), 85–97. https://doi.org/10.35912/ahrmr.v5i2.2892
Surveyandini, M., Zuhaena, F., Program, ), Manajemen, S., Ekonomika, F., Bisnis, D., Purwokerto, W., Raya, J., Karangsalam, B., 25, N., Banyumas, K., Tengah, J., & Raya, P. J. (2022). Peningkatan Kualitas Kinerja Karyawan Melalui Program Pelatihan Dan Pengembangan Yang Tepat. In WIKUACITYA: Jurnal Pengabdian Kepada Masyarakat (Vol. 1, Number 1). https://wikuacitya.unwiku.ac.id/JurnalWikuacitya:JurnalPengabdianMasyarakat//105
Taranekar, P. (2025). Reimagining Employee Engagement in Hybrid Work Models: A Strategic Approach for Sustained Productivity and Connection. www.ijirmps.org
Wahyutomo, D., Hakim, L., & Oktayani, D. (2025). Driving Employee Performance in Hybrid Work Environments: The Role of Engagement, Support, Trust, and Respect. Journal of Business Management and Economic Development, 3(01), 120–130. https://doi.org/10.59653/jbmed.v3i01.1221
Wang, B., Liu, Y., Qian, J., & Parker, S. K. (2021). Achieving Effective Remote Working During the COVID-19 Pandemic: A Work Design Perspective. Applied Psychology, 70(1), 16–59. https://doi.org/10.1111/apps.12290
Yamin, R. A., & Pusparini, E. S. (2022). The Effect of Flexible Work Arrangement and Perceived Organizational Support on Employee Job Performance: The Mediating Role of Employee Engagement.
Zuhaena, F., & Sumatri, Pe. (2022). Peran Organizational Citizenship Behavior (OCB) Pada UMKM Kabupaten Banyumas.
Published
2026-05-24
How to Cite
Zuhaena, F., Harsuti, & Herwiek Diyah Lestari. (2026). Hybrid Working, Organizational Support, And Employee Performance: The Mediating Role Of Employee Engagement. International Journal of Economics, Business and Innovation Research, 5(03), 2823-2840. https://doi.org/10.63922/ijebir.v5i03.3697
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