Abstract
Flexible work arrangements (FWA) have been shown in various literature to drive better performance, but from the perspective of female workers, this is still very limited. Moreover, women often face conflicts of interest between work and family. This study examines how FWA affects the performance of female workers, also considering the role of worklife balance and engagement as mediators. A quantitative survey was conducted in the study, using a questionnaire as the survey data. Involving 200 female civil servants in South Sulawesi Province from four regions, the data analysis used SEM-AMOS. The results found that FWA significantly improves work-life balance, as well as employee engagement and performance, with FWA having a greater impact on work-life balance (WLB) than on performance. WLB also has a substantial influence on engagement, even becoming more dominant in driving employee performance compared to work engagement. The influence of FWA on performance is also indirect through work-life balance and engagement. The implication of these findings is that public organizations in South Sulawesi need to consider the implementation of FWA policies in the workplace, especially for female workers, due to their comprehensive impact on employees. On the other hand, these results support the expansion of the Job Demands-Resources framework in the context of developing countries.
Keywords: Flexible Working Arrangement, Performance of Female Civil Servants, SDGs 5, Work Engagement, Worklife Balance.