Flexible work arrangements and innovative work behavior: The role of work–life balance among female employees in an emerging economy
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Author(s)Layla HafniLink to ORCID Index: https://orcid.org/0000-0001-5352-4068
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Surya SafariLink to ORCID Index: https://orcid.org/0009-0000-4784-0160
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Latifathun KasanahLink to ORCID Index: https://orcid.org/0009-0003-6527-9866
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DOIhttp://dx.doi.org/10.21511/ppm.24(3).2026.23
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Article InfoVolume 24 2026, Issue #3, pp. 357–372
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Creative Commons Attribution 4.0 International License
Type of the article: Research Article
Abstract
This study investigates how flexible work arrangements influence innovative work behavior, focusing on work–life balance and leader–member exchange among female employees in the formal sector. Using boundary theory and the theory of planned behavior, this study involved 135 female employees from the emerging formal economic sector in Riau, Indonesia. Female employees were selected as research subjects because they generally face greater challenges balancing work and family responsibilities than male employees. Data were collected via a survey. This study used partial least squares structural equation modeling (PLS-SEM) to test the proposed relationships. The findings indicate that flexible work arrangements have a positive and significant effect on work–life balance (β = 0.500, p < 0.000). Work–life balance has a positive and significant effect on innovative work behavior (β = 0.325, p < 0.048). Flexible work arrangements have a positive and significant effect on innovative work behavior (β = 0.427, p < 0.000). However, leader-member exchange has no significant effect on innovative work behavior (β = –0.111, p < 0.448). This study confirms that work–life balance does not mediate the relationship between flexible work arrangements and innovative work behavior (β = 0.162, p < 0.097). These results indicate that flexible work arrangements drive innovative work behavior. This study contributes to the literature on innovation and human resource management by explaining how flexible work arrangements shape innovative work behavior in formal organizations through work–life balance.
Acknowledgment
We would like to express our gratitude to the Pelita Indonesia Business and Technology Institute for providing research funding through an Institutional Research Grant, which has enabled this research to be carried out successfully and will continue in the years to come. This research publication was funded by the Indonesian Ministry of Higher Education, Science and Technology, Directorate General of Research and Development, based on Decree No. 0488/C/DT.06.01/2025 dated December 11, 2025.
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JEL Classification (Paper profile tab)D23, J24, O31
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References44
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Tables7
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Figures2
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- Figure 1. Research framework
- Figure 2. Final model
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- Table 1. Demographics
- Table 2. Outer loadings, composite reliability, and average variance extracted (AVE)
- Table 3. Fornell–Larcker matrix – Discriminant validity
- Table 4. Inner VIF for CMB
- Table 5. R-squared value
- Table 6. Path analysis
- Table A1. Operational variables
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The role of transformational leadership, work-life balance, and employee engagement on Gen Z’s organizational commitment in the Indonesian creative industry
Janitia Amirah Jasmine ,
Prio Utomo
doi: http://dx.doi.org/10.21511/ppm.22(4).2024.43
Problems and Perspectives in Management Volume 22, 2024 Issue #4 pp. 576-587 Views: 4421 Downloads: 2605 TO CITE АНОТАЦІЯAdapting retention strategies is essential to balancing Generation Z’s unique work values and preferences so that organizations can reduce turnover, enhance loyalty, and thrive in hybrid work environments. Therefore, this study aimed to investigate the role of transformational leadership, work-life balance, and employee engagement in Generation Z’s organizational work commitment. Using a cross-sectional quantitative method, the investigation adopted purposive sampling and partial least square structural equation modeling (PLS-SEM). The quantitative data were collected through an online survey of 130 Jakarta Generation Z employees of creative industry firms. In addition, the qualitative validation interview was conducted to support the quantitative data analysis, including group heads of employees from the creative agencies. The results showed that transformational leadership significantly impacted employee engagement and affective organizational commitment. The work-life balance had only significant relationships with employee engagement without affecting organizational commitment. Employee engagement fully mediated the relationship between work-life balance and affective organizational commitment. Generation Z employees considered engagement a critical factor affecting commitment to exert a more substantial influence than transformational leadership and work-life balance. The results emphasized the need for organizations to focus on enhancing employee engagement to improve commitment among Generation Z employees in the hybrid work environment.
Acknowledgment
Authors acknowledge with gratitude the financial, moral, and academic support extended by Universitas Multimedia Nusantara [Multimedia Nusantara University]. The institution’s commitment to excellence continues to motivate us in our endeavors. -
Understanding triangulated collaboration of work-life balance, personality traits and eudaimonic well-being
Pooja Soni ,
Kanupriya Misra Bakhru
doi: http://dx.doi.org/10.21511/ppm.17(2).2019.05
Problems and Perspectives in Management Volume 17, 2019 Issue #2 pp. 63-82 Views: 3231 Downloads: 758 TO CITE АНОТАЦІЯThis paper aims to understand the relationship between personality traits, work-life balance (WLB) and eudaimonic well-being (EWB) among individuals in education sector. It is hypothesized that big five personality traits are positively related to different components of WLB and further components of WLB are positively related to different components of EWB. Data were collected from 504 business school teachers through a structured questionnaire from national capital region (NCR) of India. Analysis is done using structural equation modeling. The result indicate that big five personality traits influence all the dimensions of WLB and, hence, are important predictor variables. Finding also suggests that work interference with personal life and health dimensions of WLB significantly impacts EWB. Whereas personal life interference with work and work personal life enhancement dimension of WLB were found to have significant impact on some dimensions of EWB, the outcomes have practical implication in dispositional job design, developing supportive policies, work-life culture and eudaimonia oriented interface for maximizing individual and organizational outcomes. The study reflects towards work-life balance in a novel socio-cultural context and promotes possibility of the mediating role of WLB to the relationships between personality traits and EWB.
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Bank employees’ problems due to the imbalance of work and family demands
Halid Hasan ,
Farika Nikmah ,
Sudarmiatin
doi: http://dx.doi.org/10.21511/bbs.17(1).2022.15
Banks and Bank Systems Volume 17, 2022 Issue #1 pp. 176-185 Views: 3075 Downloads: 1354 TO CITE АНОТАЦІЯWork-life balance is a common topic that has been brought up along with human necessity to maintain life balance, as employees currently have some considerations related to their high productivity at work. High self-efficacy is one thing that employees should have in order to stay in their workplace. Banks are among businesses that have fierce competition with regard to quality and customer service as well as employee management. This is the reason why this study was conducted in an Indonesian government-owned bank as the problem of employee turnover is considered relatively serious in order to get more benefits in one’s working life. This study aims to analyze the relationship between self-efficacy and work-life balance on employee engagement. The sample comprised 280 employees, and data analysis used was SEM PLS. The results showed that self-efficacy had 75% and work life balance had a 79% effect on employee engagement, which were proved by the fact that employees are professionally responsible for their duties at work without neglecting their family responsibilities. With such results, banks should consider reconstructing their employee management, since salary is no longer the top priority for employees to work but they also consider life balance. Employees need to spend their time with their families while remaining on their track in work productivity. They also need appreciation, recognition and pride to keep their self-efficacy in their work performance.
