FLEXIBLE WORKING AND JOB SATISFACTION: THE MODERATING ROLE OF EMPLOYEE RESILIENCE AMONG GIG ECONOMY WORKERS

Pandu Pujo Pangestu, Robby Shandy Dessyarti

Abstract


Abstrak

Penelitian ini bertujuan untuk menguji pengaruh Flexible Working terhadap Kepuasan Kerja serta menganalisis peran Employee Resilience sebagai variabel moderasi pada pekerja gig economy di Kota Madiun. Penelitian menggunakan pendekatan kuantitatif asosiatif dengan sampel 160 pekerja gig economy yang ditentukan melalui non probability sampling dengan teknik snowball sampling. Data dikumpulkan melalui kuesioner berskala Likert dan dianalisis menggunakan IBM SPSS Statistics 27 melalui uji validitas, reliabilitas, asumsi klasik, dan Moderated Regression Analysis (MRA). Hasil penelitian menunjukkan bahwa Flexible Working berpengaruh positif dan signifikan terhadap Kepuasan Kerja (koefisien regresi 1,516; signifikansi 0,000 < 0,05), sehingga H1 diterima. Employee Resilience juga terbukti memoderasi pengaruh tersebut (koefisien interaksi 0,017; signifikansi 0,000 < 0,05), sehingga H2 diterima. Semakin tinggi Employee Resilience yang dimiliki pekerja, semakin kuat pengaruh Flexible Working terhadap Kepuasan Kerja. Temuan ini diharapkan memperkaya kajian Manajemen Sumber Daya Manusia serta menjadi acuan bagi pekerja dan pengelola platform digital dalam merancang kebijakan kerja yang mendukung fleksibilitas dan penguatan resiliensi karyawan.

Kata Kunci: Flexible Working, Kepuasan Kerja, Employee Resilience, Gig Economy, Moderated Regression Analysis

Abstract 

This study examines whether flexible working translates into greater job satisfaction, with particular attention to how Employee Resilience alters that connection among gig economy workers in Madiun City, Indonesia. A quantitative associative design was employed with a sample of 160 gig economy workers selected through non-probability sampling using the snowball technique. Data were collected using a Likert-scale questionnaire and analyzed with IBM SPSS Statistics 27, including validity, reliability, classical assumption tests, and Moderated Regression Analysis (MRA). The results show that Flexible Working has a positive and significant effect on Job Satisfaction (regression coefficient = 1.516; significance = 0.000 < 0.05), so H1 is accepted. Employee Resilience is also proven to significantly moderate this relationship (interaction coefficient = 0.017; significance = 0.000 < 0.05), so H2 is accepted, indicating that workers with higher resilience derive greater job satisfaction benefits from flexible working arrangements. These findings extend Job Demands-Resources Theory in the gig economy context and offer practical guidance for workers and digital platform managers in designing work policies that support flexibility and strengthen employee resilience.

Keywords: Flexible Working, Job Satisfaction, Employee Resilience, Gig Economy, Moderated Regression Analysis


Full Text:

PDF

References


Anggara, B. (2025). Pengaruh flexible working dan work-life balance terhadap job satisfaction dengan work engagement sebagai variabel intervening pada pegawai negeri sipil di lingkungan Kantor Pertanahan Kota Medan.

Aura, N. A. M., & Desiana, P. M. (2023). Flexible working arrangements and work-family culture effects on job satisfaction: The mediation role of work-family conflicts among female employees. Jurnal Manajemen Teori Dan Terapan, 16(2), 381-398. https://doi.org/10.20473/jmtt.v16i2.45960

Aziz, R., & Iqbal, M. A. (2022). The influence of flexible working arrangements on turnover intention and productivity through job satisfaction on the millennial generation of private companies in Jakarta in 2022. International Journal of Social Service and Research. https://ijssr.ridwaninstitute.co.id/index.php/ijssr/

Azizah, M. S., Soemaryani, I., & Sartika, D. (2023). The influence of flexible working arrangement on job satisfaction and its impact on productive behavior in employees in Indonesian e-commerce companies. https://journal.afebi.org/index.php/ambr/article/view/764

Bakker, A. B., & Demerouti, E. (2014). Job demands-resources theory. In Wellbeing (pp. 1-28). Wiley. https://doi.org/10.1002/9781118539415.wbwell019

BPS Kota Madiun. (2025). Keadaan ketenagakerjaan Kota Madiun Agustus 2025. Badan Pusat Statistik Kota Madiun.

BPS RI. (2025). Keadaan ketenagakerjaan Indonesia Agustus 2025. Badan Pusat Statistik Republik Indonesia.

Deci, E. L., & Ryan, R. M. (2000). The "what" and "why" of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227-268.

Dwi Rahayu, I., Kurnia Ningsih, I., & Ardi Prahara, S. (2023). Can the perception of flexible work arrangements increase job satisfaction among online ride-hailing drivers? International Conference on Psychology UMBY, 5(2), 106-117.

Fazriansyah, L., & Dewanto, D. (2023). The effect flexible working hours and competence on job satisfaction. Journal of Management and Energy Business, 3(1). https://doi.org/10.54595/jmeb.v3i1.61

Ghozali, I. (2016). Aplikasi analisis multivariate dengan program IBM SPSS 23. Badan Penerbit Universitas Diponegoro.

Ghozali, I. (2018). Aplikasi analisis multivariate dengan program IBM SPSS 25 (9th ed.). Badan Penerbit Universitas Diponegoro.

Hair, J. F., Black, W. C., Babin, B. J., & Anderson, R. E. (2010). Multivariate data analysis (7th ed.). Pearson Prentice Hall.

Hasan, M., & Paul, H. P. (2026). Algorithmic control, financial precarity, and subjective well-being among Indonesian gig workers: Evidence from PLS-SEM using the job demands-resources framework. Open Access Indonesia Journal of Social Sciences, 9(1), 1-11. https://doi.org/10.37275/oaijss.v9i1.314

Indradewa, R., & Prasetio, A. A. (2023). The influence of flexible working arrangements and work-life balance on job satisfaction: A double-layered moderated mediation model. Jurnal Ekonomi Dan Bisnis, 26(October), 449-476.

Kuntz, J. R. C., Naswall, K., & Malinen, S. (2016). Resilient employees in resilient organizations: Flourishing beyond adversity. Industrial and Organizational Psychology, 9(2), 456-462. https://doi.org/10.1017/iop.2016.39

Possenriede, D., & Plantenga, J. (2011). Access to flexible work arrangements, working-time fit and job satisfaction. Tjalling C. Koopmans Research Institute. www.uu.nl/rebo/economie/discussionpapers

Purnawan, M. P., Sudarmadji, E., & Widyastuti, S. (2025). The effect of flexible work arrangements on work-life balance in small and medium-sized enterprises: A systematic literature review and meta-analysis. International Journal of Accounting and Economics Studies, 12(5), 969-981. https://doi.org/10.14419/1ep8ns78

Putra, K. C., Aris Pratama, T., Aureri Linggautama, R., & Wulan Prasetyaningtyas, S. (2020). The impact of flexible working hours, remote working, and work life balance to employee satisfaction in banking industry during Covid-19 pandemic period. Journal of Business Management Review, 1(5), 341-353. https://doi.org/10.47153/jbmr15.592020

Ramadhan, M. I., & Hayati, N. R. (2026). Pengaruh work life balance dan flexible working arrangement terhadap kepuasan kerja dengan employee engagement dan resilience employee sebagai variabel moderasi (Studi pada pekerja Generasi Z di Kota Bandung). JEMSI (Jurnal Ekonomi, Manajemen, Dan Akuntansi), 12(1), 811-822. https://doi.org/10.35870/jemsi.v12i1.6031

Siregar, I., & Panjaitan, N. (2025). Work support and resilience: Mediating roles of stress and health among Indonesian gig workers. Jurnal Ilmiah Manajemen Kesatuan, 13(5), 4051-4064. https://doi.org/10.37641/jimkes.v13i5.4060

Sugiyono. (2023). Metode penelitian kuantitatif, kualitatif, dan R&D. Alfabeta.

Viona Iradita, A., Christian, W., & Sholikhah. (2025). Pengaruh flexible working arrangements dan work-life balance terhadap karyawan swasta di Jabodetabek.

World Economic Forum. (2025). The future of jobs report 2025. World Economic Forum.


Refbacks

  • There are currently no refbacks.


 

 

 

 

 

 

 

Editorial Office:

Universitas PGRI Madiun

Kampus 3 Lantai 2

Fakultas Ekonomi dan Bisnis

Jl. Auri no. 14-16 Madiun