PENGARUH DUKUNGAN ORGANISASI DAN MANAJEMEN SDM TERHADAP KINERJA KARYAWAN DALAM MODEL KERJA HYBRID

Abstract

This study aims to analyze the effect of Perceived Organizational Support (POS) and Human Resource Management (HRM) practices on Employee Performance (EP) with Employee Engagement (EE) mediation in Indonesian information technology (IT) companies that implement a hybrid work model. The research method used is a quantitative approach with a cross-sectional design. Data were collected through online questionnaires from 405 IT employees. The analysis used Structural Equation Modeling (SEM) based on Partial Least Squares (PLS). The study found that POS and HRM practices had a significant positive effect on EE (β = 0.377 and β = 0.480) and EP (β = 0.289 and β = 0.214). EE increased EP (β = 0.397) and fully mediated the POS-EP relationship and partially mediated the HRM-EP relationship. Employees with a remote-dominant hybrid model (>80% WFH) showed the highest EE. Practical implications of this study recommend that companies strengthen organizational support (emotional support, work instruments, recognition) and optimize HR practices (technical training, outcome-based evaluation, flexibility) to improve employee engagement and performance. This study fills the gap in the literature by examining the mediating role of EE in the context of hybrid work in the Indonesian IT sector, which has a high adoption rate (55-84%) but is vulnerable to declining employee engagement.