Hunik Sri Runing Sawitri

The Covid-19 outbreak has forced various organizations to adjust work designs to comply with health protocols. Flexible work arrangement is a model that is widely used, including flextime and work from home. This study analyzes the impact of flexible work arrangements on affective commitment, job satisfaction, organizational citizenship behavior, and work engagement, which lead to employee happiness. A total of 405 respondents who work in local governments in Indonesia participated in an online survey using the snowball sampling technique. Data were analyzed using partial least squares. This study found a significant effect of flexible work arrangements on affective commitment and organizational citizenship behavior. It means that employees perceive a flexible work arrangement policy as an organizational effort to protect employees from Covid-19. Thus, it makes employees showing their affective commitment and willingness to have organizational citizenship behavior. In addition, job satisfaction, organizational citizenship behavior, and work engagement have been shown to affect employee happiness. This finding has implications for leaders to develop flexible work arrangements as alternative work designs, especially during times of crises such as a pandemic. Further research recommendations are emphasized to examine other flexible work arrangements according to contextual needs.

Type of the article: Research Article

Abstract
Employee turnover affects operational efficiency and service quality in the logistics industry, particularly in rapidly growing urban economies. This study investigates how self-efficacy and workplace support influence turnover intention, with job satisfaction and affective commitment as mediating variables. Addressing a gap in the literature, the study emphasizes the joint influence of psychological and organizational factors on employee retention. Data were collected in 2024 from 215 employees of medium to large logistics firms in Solo Raya, Indonesia, an emerging logistics hub that reflects broader workforce challenges in similar economies. Using structural equation modeling (SEM), results show that self-efficacy (β = 0.410; t = 6.111; p < 0.001) and workplace support (β = 0.427; t = 6.667; p < 0.001) significantly enhance job satisfaction, which in turn reduces turnover intention (β = −0.201; t = 2.386; p = 0.017). Both self-efficacy (β = −0.186; t = 2.094; p = 0.037) and workplace support (β = −0.182; t = 2.175; p = 0.030) also have direct effects on lowering turnover intention. Mediation analysis reveals the role of affective commitment between satisfaction and turnover intention (β = −0.162; t = 2.303; p = 0.022), and of satisfaction between self-efficacy (β = −0.083; t = 2.110; p = 0.035) and support (β = −0.086; t = 2.395; p = 0.017) in influencing turnover. These findings underscore the strategic importance of psychological and organizational support in retaining employees through enhanced job satisfaction and emotional commitment, particularly in dynamic and labor-intensive sectors such as logistics.

Acknowledgments
This study was supported by Sebelas Maret University. The authors express gratitude to logistics professionals and policymakers who participated in the study.