Pengaruh Fleksibilitas Kerja Terhadap Kinerja Staf Lembaga Swadaya Masyarakat Gemawan Kota Pontianak

AbstractThe purpose of this study is to investigate and assess the impact of work flexibility, including time flexibility, place flexibility, and workload flexibility, on the staff performance of Gemawan NGO in Pontianak. This study's sample size is 31 people, all of whom were chosen as research respondents using a non-probability selection approach, specifically a saturation sampling technique. A quantitative-associative research design was employed, and data analysis was conducted using SPSS version 25. In accordance with the results of this research, having time flexibility and workload flexibility has a beneficial and significant effect on performance. Meanwhile, place flexibility has no meaningful effect on staff performance of Gemawan NGO in Pontianak.Keywords: Time Flexibility, Place Flexibility, Workload Flexibility, Performance. REFERENSIAbid, S., & Barech, D. K. (2017). The impact of flexible working hours on the employees’ performance. International Journal of Economics, Commerce and Management, 5(7), 450-466.Altindag, E., & Siller, F. (2014). Effects of Flexible Working Method on Employee Performance: An Empirical Study in Turkey. Bus Eco J 2014, 5:3Atkinson, C., & Hall, L. (2011). Flexible Working and Happiness in The NHS. Employee Relations, 33, 88-105.Aumann, K., & Galinsky, E. (2012). The real “opt-out revolution” and a new model of flexible careers. Women who opt out: The debate over working mothers and work-family balance, 57-86.Carlson, D. S., Grzywacz, J. G., & Michele Kacmar, K. (2010). The relationship of schedule flexibility and outcomes via the work‐family interface. Journal of managerial psychology, 25(4), 330-355.Fakih, M. M. S. U. T. (2000). Sosial. Pengelolaan Ideologi LSM Indonesia, Jakarta: Pustaka Pelajar.Gajendran, R. S., & Harrison, D. A. (2007). The good, the bad, and the unknown about telecommuting: meta-analysis of psychological mediators and individual consequences. Journal of applied psychology, 92(6), 1524.Galinsky, E., Bond, J. T., & Hill, E. J., (2004). A Status Report On Workplace Flexibility: Who Has It? Who Wants It? What Difference Does It Make?. New York: Families & Work Institute.Gunawan, T. M. E., & Franksiska, R. (2020). Pengaruh Pengaturan Kerja yang Fleksibel Terhadap Kinerja Karyawan dengan Work Life Balance sebagai Variabel Mediasi. Procuratio: Jurnal Ilmiah Manajemen, 8(3), 308-321.Hadiwijoyo, S. S. (2012). Negara, Demokrasi, dan Civil Society. Yogyakarta: Graha Ilmu.Hashim, M., Ullah, M., & Khan, M. A. (2017). Impact of time flexibility on employees’ performance: A study of teaching faculty in government colleges of management sciences Peshawar. City University Research Journal, 2(2), 34-47.Jeffrey Hill, E., Grzywacz, J. G., Allen, S., Blanchard, V. L., Matz-Costa, C., Shulkin, S., & Pitt-Catsouphes, M. (2008). Defining and conceptualizing workplace flexibility. Community, Work and Family, 11(2), 149-163.Kossek, E. E., & Michel, J. S. (2011). Flexible work schedules. APA handbook of industrial and organizational psychology, Vol. 1. Building and developing the organization (pp. 535-572).Kossek, E. E., & Thompson, R. J. (2016). Workplace flexibility: Integrating employer and employee perspectives to close the research–practice implementation gap. The Oxford handbook of work and family, 255.Lumbantobing, P. (2011), Manajemen Knowledge Sharing Berbasis Komunitas, Knowledge Management Society Indonesia, Bandung.Mangkunegara, A. A. (2017). Manajemen Sumber Daya Manusia Perusahaan. Bandung: PT. Remaja Rosdakarya Offset.Nonik, M., & Slamet, M. R. (2019). The Effect of Salary, Flexible Working Hours and Stress Work on Employee Performance in Companies in Batam City. Journal of Applied Managerial Accounting, 3(1), 81-95.Nurman, A. (2012). Global Governance Pengambilalihan Negara dan Peran LSM Lokal. Jurnal Analisis Sosial 61.Pramesti, W. Y., Nurhidayah, N., & Priyono, A. A. (2022). Pengaruh Fleksibilitas Kerja Dan Spesialisasi Pekerjaan Terhadap Kinerja Karyawan (Studi Kasus Pada CV. Lestari Plastik Pagak Malang). Jurnal Ilmiah Riset Manajemen, 11(24).Rau, B. L., & Hyland, M. A. M. (2002). Role conflict and flexible work arrangements: The effects on applicant attraction. Personnel psychology, 55(1), 111-136.Shah, M. W., Khattak, P., & Shah, M. H. (2020). The impact of flexible working hours and psychological empowerment on team performance with the mediating role of work engagement. British Journal of Research, 7(1), 49.Shah, B., & Gregar, A. (2019). Workplace flexibility to improve organizational performance. Scientific papers of the University of Pardubice. Series D, Faculty of Economics and Administration. 45/2019.Sugiyono. (2017). Metode Penelitian Kuantitatif, Kualitatif, dan R&D. Bandung: Alfabeta, CV