ENGAGED AND COMMITTED IN THE HYBRID ERA: PATHWAYS TO EMPLOYEE PERFORMANCE
Abstract
The COVID-19 pandemic has accelerated the transition to hybrid work, encouraging adaptability and efficiency across a range of generational groups. This study proposes a conceptual framework to examine the complex relationship between hybrid work arrangements, employee engagement, commitment, and performance among Indonesian Gen Z and Millennials. This study posits that hybrid work arrangements promote work-life balance and productivity but may lower performance due to social isolation and lower work engagement. The model highlights the dual-edge nature of this work model and the necessity of efficient HR policies to improve performance and retention in hybrid settings.
References
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Alshibly, H. H., & and Alzubi, K. N. (2022). Unlock the black box of remote e-working effectiveness and e-HRM practices effect on organizational commitment. Cogent Business & Management, 9(1), 2153546. https://doi.org/10.1080/23311975.2022.2153546
Baker, M., & Weinberger, G. (2024). Gartner HR Research Finds High-Performers, Women, Millennials Are Greatest Flight Risks When Strict Return to Office Mandates Are Implemented. Gartner. https://www.gartner.com/en/newsroom/press-releases/2024-01-30-gartner-hr-research-finds-high-performers-women-millennials-are-greatest-flight-risks
Bloom, N., Han, R., & Liang, J. (2024). Hybrid working from home improves retention without damaging performance. Nature, 630(8018), 920-925. https://doi.org/10.1038/s41586-024-07500-2
Blumberga, S., & Lapkovska, L. (2021). Engagement and involvement of personnel during remote work. Proceedings of CBU in Social Sciences, 2, 48-56. https://doi.org/10.12955/pss.v2.201
Boccoli, G., Gastaldi, L., & Corso, M. (2023). The evolution of employee engagement: Towards a social and contextual construct for balancing individual performance and wellbeing dynamically. International Journal of Management Reviews, 25(1), 75-98. https://doi.org/https://doi.org/10.1111/ijmr.12304
Çelik, A. A., Kılıç, M., Altındağ, E., Öngel, V., & Günsel, A. (2021). Does the Reflection of Foci of Commitment in Job Performance Weaken as Generations Get Younger? A Comparison between Gen X and Gen Y Employees. Sustainability, 13(16), 9271. https://www.mdpi.com/2071-1050/13/16/9271
Ciarniene, R., & Vienazindiene, M. (2018). Flexible work arrangements from generation and gender perspectives: Evidence from Lithuania. Engineering Economics, 29(1), 84-92.
Çoban, S. (2022). Gender and telework: Work and family experiences of teleworking professional, middle-class, married women with children during the Covid-19 pandemic in Turkey. Gender, Work & Organization, 29(1), 241-255. https://doi.org/https://doi.org/10.1111/gwao.12684
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Fan, W., & Moen, P. (2023). Ongoing Remote Work, Returning to Working at Work, or in between during COVID-19: What Promotes Subjective Well-Being? Journal of Health and Social Behavior, 64(1), 152-171. https://doi.org/10.1177/00221465221150283
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Gajendran, R. S., Harrison, D. A., & Delaney-Klinger, K. (2015). Are Telecommuters Remotely Good Citizens? Unpacking Telecommuting's Effects on Performance Via I-Deals and Job Resources. Personnel Psychology, 68(2), 353-393. https://doi.org/https://doi.org/10.1111/peps.12082
Hajjami, O., & Crocco, O. S. (2024). Evolving approaches to employee engagement: comparing antecedents in remote work and traditional workplaces. European Journal of Training and Development, 48(3/4), 375-392. https://doi.org/10.1108/EJTD-10-2022-0103
Ingusci, E., Signore, F., Cortese, C. G., Molino, M., Pasca, P., & Ciavolino, E. (2023). Development and validation of the Remote Working Benefits & Disadvantages scale. Quality & Quantity, 57(2), 1159-1183. https://doi.org/10.1007/s11135-022-01364-2
Jindain, C., & Gilitwala, B. (2024). The factors impacting the intermediating variable of employee engagement toward employee performance in a hybrid working model. Rajagiri Management Journal, 18(2), 167-179. https://doi.org/10.1108/RAMJ-08-2023-0237
Keppler, S. M., & Leonardi, P. M. (2023). Building relational confidence in remote and hybrid work arrangements: novel ways to use digital technologies to foster knowledge sharing. Journal of Computer-Mediated Communication, 28(4), zmad020. https://doi.org/10.1093/jcmc/zmad020
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Korsakienė, R., Stankeviciene, A., & Nawal, A. (2024). Work engagement and individual performance of teachers: The role of job demands and job resources. Problems and Perspectives in Management, 22(3), 528-541. https://doi.org/http://dx.doi.org/10.21511/ppm.22(3).2024.40
Lamovšek, A., Radević, I., Mohammed, S. S., & Černe, M. (2025). Beyond the office walls: Work design configurations for task performance across on-site, hybrid and remote forms of work. Information Systems Journal, 35(1), 279-321. https://doi.org/https://doi.org/10.1111/isj.12542
Lauring, J., & Jonasson, C. (2025). What is hybrid work? Towards greater conceptual clarity of a common term and understanding its consequences. Human Resource Management Review, 35(1), 101044. https://doi.org/https://doi.org/10.1016/j.hrmr.2024.101044
Lub, X. D., Matthijs, B. P., J., B. R., & and Schalk, R. (2016). One job, one deal…or not: do generations respond differently to psychological contract fulfillment? The International Journal of Human Resource Management, 27(6), 653-680. https://doi.org/10.1080/09585192.2015.1035304
Mazzei, A., Ravazzani, S., Butera, A., Conti, S., & Fisichella, C. (2023). The affective commitment of newcomers in hybrid work contexts: A study on enhancing and inhibiting factors and the mediating role of newcomer adjustment [Original Research]. Frontiers in Psychology, Volume 13 - 2022. https://doi.org/10.3389/fpsyg.2022.987976
Molino, M., Ingusci, E., Signore, F., Manuti, A., Giancaspro, M. L., Russo, V., Zito, M., & Cortese, C. G. (2020). Wellbeing Costs of Technology Use during Covid-19 Remote Working: An Investigation Using the Italian Translation of the Technostress Creators Scale. Sustainability, 12(15), 5911. https://www.mdpi.com/2071-1050/12/15/5911
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Saputra, I. M. D. J. M., & Anak Agung Ngurah Oka Suryadinatha, G. (2024). The Role Of Organisational Commitment In Mediating Work-Life Balance On Employee Performance. Jurnal Manajemen, 28(2), 272 - 292. https://doi.org/10.24912/jm.v28i2.1885
Schaufeli, W. B., Shimazu, A., Hakanen, J., Salanova, M., & De Witte, H. (2019). An ultra-short measure for work engagement: The UWES-3 validation across five countries. European Journal of Psychological Assessment, 35(4), 577-591. https://doi.org/10.1027/1015-5759/a000430
Stasiła-Sieradzka, M., Sanecka, E., & Turska, E. (2023). Not so good hybrid work model? Resource losses and gains since the outbreak of the COVID-19 pandemic and job burnout among non-remote, hybrid, and remote employees. International Journal of Occupational Medicine and Environmental Health, 36(2), 229-249. https://doi.org/10.13075/ijomeh.1896.02026
Svenningsen, V., & Boxenbaum, E. (2015). I love my work but how do I make sense of it? The role of emotions in hybrid organizations. EGOS Colloquium 2015,
Tjahjono, H. K., Rahayu, M. K. P., & Putra, A. D. (2020). The mediating role of affective commitment on the effect of perceived organizational support and procedural justice on job performance of civil servant. Journal of Leadership in Organizations, 2(2).
Toscano, F., González-Romá, V., & Zappalà, S. (2025). The Influence of Working from Home vs. Working at the Office on Job Performance in a Hybrid Work Arrangement: A Diary Study. Journal of Business and Psychology, 40(2), 497-512. https://doi.org/10.1007/s10869-024-09970-7
Uru, F. O., Gozukara, E., & Tezcan, L. (2022). The Moderating Roles of Remote, Hybrid, and Onsite Working on the Relationship between Work Engagement and Organizational Identification during the COVID-19 Pandemic. Sustainability, 14(24), 16828. https://www.mdpi.com/2071-1050/14/24/16828
Van Zoonen, W., & and Sivunen, A. E. (2022). The impact of remote work and mediated communication frequency on isolation and psychological distress. European Journal of Work and Organizational Psychology, 31(4), 610-621. https://doi.org/10.1080/1359432X.2021.2002299
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Wahab, M. A., Tatoglu, E., Glaister, A. J., & Demirbag, M. (2020). Countering uncertainty: high-commitment work systems, performance, burnout and wellbeing in Malaysia. The International Journal of Human Resource Management, 32(1), 24-48. https://doi.org/10.1080/09585192.2020.1833069
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/https://doi.org/10.1111/apps.12290
Wang, W., Albert, L., & Sun, Q. (2020). Employee isolation and telecommuter organizational commitment. Employee Relations: The International Journal, 42(3), 609-625. https://doi.org/10.1108/ER-06-2019-0246
Wheatley, D., Broome, M. R., Dobbins, T., Hopkins, B., & Powell, O. (2024). Navigating Choppy Water: Flexibility Ripple Effects in the COVID-19 Pandemic and the Future of Remote and Hybrid Working. Work, Employment and Society, 38(5), 1379-1402. https://doi.org/10.1177/09500170231195230
Yacine, L., & Karjaluoto, H. (2022). Hybrid work: Gen Z expectations and internal employer branding implications. In Re-envisioning organizations through transformational change (pp. 21-50). Productivity Press. https://doi.org/https://doi.org/10.4324/9781003267751-3
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Aksoy, C. G., Barrero, J. M., Bloom, N., Davis, S. J., Dolls, M., & Zarate, P. (2025). Working from Home in 2025: Five Key Facts. https://siepr.stanford.edu/publications/essay/working-home-2025-five-key-facts
Allen, N. J., & Meyer, J. P. (1990). The measurement and antecedents of affective, continuance and normative commitment to the organization. Journal of Occupational Psychology, 63(1), 1-18. https://doi.org/10.1111/j.2044-8325.1990.tb00506.x
Alshibly, H. H., & and Alzubi, K. N. (2022). Unlock the black box of remote e-working effectiveness and e-HRM practices effect on organizational commitment. Cogent Business & Management, 9(1), 2153546. https://doi.org/10.1080/23311975.2022.2153546
Baker, M., & Weinberger, G. (2024). Gartner HR Research Finds High-Performers, Women, Millennials Are Greatest Flight Risks When Strict Return to Office Mandates Are Implemented. Gartner. https://www.gartner.com/en/newsroom/press-releases/2024-01-30-gartner-hr-research-finds-high-performers-women-millennials-are-greatest-flight-risks
Bloom, N., Han, R., & Liang, J. (2024). Hybrid working from home improves retention without damaging performance. Nature, 630(8018), 920-925. https://doi.org/10.1038/s41586-024-07500-2
Blumberga, S., & Lapkovska, L. (2021). Engagement and involvement of personnel during remote work. Proceedings of CBU in Social Sciences, 2, 48-56. https://doi.org/10.12955/pss.v2.201
Boccoli, G., Gastaldi, L., & Corso, M. (2023). The evolution of employee engagement: Towards a social and contextual construct for balancing individual performance and wellbeing dynamically. International Journal of Management Reviews, 25(1), 75-98. https://doi.org/https://doi.org/10.1111/ijmr.12304
Çelik, A. A., Kılıç, M., Altındağ, E., Öngel, V., & Günsel, A. (2021). Does the Reflection of Foci of Commitment in Job Performance Weaken as Generations Get Younger? A Comparison between Gen X and Gen Y Employees. Sustainability, 13(16), 9271. https://www.mdpi.com/2071-1050/13/16/9271
Ciarniene, R., & Vienazindiene, M. (2018). Flexible work arrangements from generation and gender perspectives: Evidence from Lithuania. Engineering Economics, 29(1), 84-92.
Çoban, S. (2022). Gender and telework: Work and family experiences of teleworking professional, middle-class, married women with children during the Covid-19 pandemic in Turkey. Gender, Work & Organization, 29(1), 241-255. https://doi.org/https://doi.org/10.1111/gwao.12684
Ding, Y., & Ma, M. (2024). Return-to-Office Mandates. Academy of Management Proceedings, 2024(1), 21245. https://doi.org/10.5465/AMPROC.2024.21245abstract
Elliott, B. (2024). Return-to-office mandates: How to lose your best performers. MIT Sloan Management Review, 65(4), 80-82. https://sloanreview.mit.edu/article/return-to-office-mandates-how-to-lose-your-best-performers/
Eng, I., Michaela, T., & and Champoux-Larsson, M.-F. (2024). Hybrid workers describe aspects that promote effectiveness, work engagement, work-life balance, and health. Cogent Psychology, 11(1), 2362535. https://doi.org/10.1080/23311908.2024.2362535
Fan, W., & Moen, P. (2023). Ongoing Remote Work, Returning to Working at Work, or in between during COVID-19: What Promotes Subjective Well-Being? Journal of Health and Social Behavior, 64(1), 152-171. https://doi.org/10.1177/00221465221150283
Fatfouta, R., & Schwarzinger, D. (2024). A toxic mix: Explicit and implicit narcissism and counterproductive work behavior. Applied Psychology, 73(2), 863-876. https://doi.org/https://doi.org/10.1111/apps.12482
Faul, F., Erdfelder, E., Buchner, A., & Lang, A.-G. (2009). Statistical power analyses using G*Power 3.1: Tests for correlation and regression analyses. Behavior Research Methods, 41(4), 1149-1160. https://doi.org/10.3758/BRM.41.4.1149
Future Forum. (2023). Future Forum Pulse. https://futureforum.com/research/future-forum-pulse-winter-2022-2023-snapshot/
Gajendran, R. S., Harrison, D. A., & Delaney-Klinger, K. (2015). Are Telecommuters Remotely Good Citizens? Unpacking Telecommuting's Effects on Performance Via I-Deals and Job Resources. Personnel Psychology, 68(2), 353-393. https://doi.org/https://doi.org/10.1111/peps.12082
Hajjami, O., & Crocco, O. S. (2024). Evolving approaches to employee engagement: comparing antecedents in remote work and traditional workplaces. European Journal of Training and Development, 48(3/4), 375-392. https://doi.org/10.1108/EJTD-10-2022-0103
Ingusci, E., Signore, F., Cortese, C. G., Molino, M., Pasca, P., & Ciavolino, E. (2023). Development and validation of the Remote Working Benefits & Disadvantages scale. Quality & Quantity, 57(2), 1159-1183. https://doi.org/10.1007/s11135-022-01364-2
Jindain, C., & Gilitwala, B. (2024). The factors impacting the intermediating variable of employee engagement toward employee performance in a hybrid working model. Rajagiri Management Journal, 18(2), 167-179. https://doi.org/10.1108/RAMJ-08-2023-0237
Keppler, S. M., & Leonardi, P. M. (2023). Building relational confidence in remote and hybrid work arrangements: novel ways to use digital technologies to foster knowledge sharing. Journal of Computer-Mediated Communication, 28(4), zmad020. https://doi.org/10.1093/jcmc/zmad020
Koopmans, L., Bernaards, C. M., Hildebrandt, V. H., van Buuren, S., van der Beek, A. J., & de Vet, H. C. (2014). Improving the Individual Work Performance Questionnaire using Rasch analysis. J Appl Meas, 15(2), 160-175.
Korsakienė, R., Stankeviciene, A., & Nawal, A. (2024). Work engagement and individual performance of teachers: The role of job demands and job resources. Problems and Perspectives in Management, 22(3), 528-541. https://doi.org/http://dx.doi.org/10.21511/ppm.22(3).2024.40
Lamovšek, A., Radević, I., Mohammed, S. S., & Černe, M. (2025). Beyond the office walls: Work design configurations for task performance across on-site, hybrid and remote forms of work. Information Systems Journal, 35(1), 279-321. https://doi.org/https://doi.org/10.1111/isj.12542
Lauring, J., & Jonasson, C. (2025). What is hybrid work? Towards greater conceptual clarity of a common term and understanding its consequences. Human Resource Management Review, 35(1), 101044. https://doi.org/https://doi.org/10.1016/j.hrmr.2024.101044
Lub, X. D., Matthijs, B. P., J., B. R., & and Schalk, R. (2016). One job, one deal…or not: do generations respond differently to psychological contract fulfillment? The International Journal of Human Resource Management, 27(6), 653-680. https://doi.org/10.1080/09585192.2015.1035304
Mazzei, A., Ravazzani, S., Butera, A., Conti, S., & Fisichella, C. (2023). The affective commitment of newcomers in hybrid work contexts: A study on enhancing and inhibiting factors and the mediating role of newcomer adjustment [Original Research]. Frontiers in Psychology, Volume 13 - 2022. https://doi.org/10.3389/fpsyg.2022.987976
Molino, M., Ingusci, E., Signore, F., Manuti, A., Giancaspro, M. L., Russo, V., Zito, M., & Cortese, C. G. (2020). Wellbeing Costs of Technology Use during Covid-19 Remote Working: An Investigation Using the Italian Translation of the Technostress Creators Scale. Sustainability, 12(15), 5911. https://www.mdpi.com/2071-1050/12/15/5911
Naqshbandi, M. M., Ishak, N. A., Kabir, I., & Islam, M. Z. (2025). Thriving in the hybrid workspace: how task variety and self-control affect job performance. Management Decision, ahead-of-print(ahead-of-print). https://doi.org/10.1108/MD-06-2024-1266
Osorio, M. L., & Madero, S. (2025). Explaining Gen Z’s desire for hybrid work in corporate, family, and entrepreneurial settings. Business Horizons, 68(1), 83-93. https://doi.org/https://doi.org/10.1016/j.bushor.2024.02.008
Prasad, K. D. V., Vaidya, R., & Rani, R. (2023). Remote working and occupational stress: Effects on IT-enabled industry employees in Hyderabad Metro, India [Original Research]. Frontiers in Psychology, Volume 14 - 2023. https://doi.org/10.3389/fpsyg.2023.1069402
Saputra, I. M. D. J. M., & Anak Agung Ngurah Oka Suryadinatha, G. (2024). The Role Of Organisational Commitment In Mediating Work-Life Balance On Employee Performance. Jurnal Manajemen, 28(2), 272 - 292. https://doi.org/10.24912/jm.v28i2.1885
Schaufeli, W. B., Shimazu, A., Hakanen, J., Salanova, M., & De Witte, H. (2019). An ultra-short measure for work engagement: The UWES-3 validation across five countries. European Journal of Psychological Assessment, 35(4), 577-591. https://doi.org/10.1027/1015-5759/a000430
Stasiła-Sieradzka, M., Sanecka, E., & Turska, E. (2023). Not so good hybrid work model? Resource losses and gains since the outbreak of the COVID-19 pandemic and job burnout among non-remote, hybrid, and remote employees. International Journal of Occupational Medicine and Environmental Health, 36(2), 229-249. https://doi.org/10.13075/ijomeh.1896.02026
Svenningsen, V., & Boxenbaum, E. (2015). I love my work but how do I make sense of it? The role of emotions in hybrid organizations. EGOS Colloquium 2015,
Tjahjono, H. K., Rahayu, M. K. P., & Putra, A. D. (2020). The mediating role of affective commitment on the effect of perceived organizational support and procedural justice on job performance of civil servant. Journal of Leadership in Organizations, 2(2).
Toscano, F., González-Romá, V., & Zappalà, S. (2025). The Influence of Working from Home vs. Working at the Office on Job Performance in a Hybrid Work Arrangement: A Diary Study. Journal of Business and Psychology, 40(2), 497-512. https://doi.org/10.1007/s10869-024-09970-7
Uru, F. O., Gozukara, E., & Tezcan, L. (2022). The Moderating Roles of Remote, Hybrid, and Onsite Working on the Relationship between Work Engagement and Organizational Identification during the COVID-19 Pandemic. Sustainability, 14(24), 16828. https://www.mdpi.com/2071-1050/14/24/16828
Van Zoonen, W., & and Sivunen, A. E. (2022). The impact of remote work and mediated communication frequency on isolation and psychological distress. European Journal of Work and Organizational Psychology, 31(4), 610-621. https://doi.org/10.1080/1359432X.2021.2002299
Vartiainen, M., & Vanharanta, O. (2024). True nature of hybrid work [Original Research]. Frontiers in Organizational Psychology, Volume 2 - 2024. https://doi.org/10.3389/forgp.2024.1448894
Wahab, M. A., Tatoglu, E., Glaister, A. J., & Demirbag, M. (2020). Countering uncertainty: high-commitment work systems, performance, burnout and wellbeing in Malaysia. The International Journal of Human Resource Management, 32(1), 24-48. https://doi.org/10.1080/09585192.2020.1833069
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/https://doi.org/10.1111/apps.12290
Wang, W., Albert, L., & Sun, Q. (2020). Employee isolation and telecommuter organizational commitment. Employee Relations: The International Journal, 42(3), 609-625. https://doi.org/10.1108/ER-06-2019-0246
Wheatley, D., Broome, M. R., Dobbins, T., Hopkins, B., & Powell, O. (2024). Navigating Choppy Water: Flexibility Ripple Effects in the COVID-19 Pandemic and the Future of Remote and Hybrid Working. Work, Employment and Society, 38(5), 1379-1402. https://doi.org/10.1177/09500170231195230
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Published
2025-10-16
How to Cite
ZHAFIRA, Nabila Hilmy; MAKMUN, Abu Hassan; YUSNAIDI, Yusnaidi.
ENGAGED AND COMMITTED IN THE HYBRID ERA: PATHWAYS TO EMPLOYEE PERFORMANCE.
Proceedings of the International Conference of Islamic Economics and Business (ICONIES), [S.l.], v. 11, n. 1, p. 1475-1484, oct. 2025.
ISSN 2541-3333.
Available at: <https://conferences.uin-malang.ac.id/index.php/iconies/article/view/3425>. Date accessed: 15 may 2026.
Section
Articles
This work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License.
