The Impact of Work From Home (WFH) on Employee Performance During COVID-19 With Adaptive Work Culture as a Mediator
Keywords:
Work From Home, Employee Performance, Adaptive Work Culture, COVID-19
Abstract
This study aims to examine the impact of Work From Home (WFH) on employee performance at the Financial Services Authority (OJK) during COVID-19, with adaptive work culture acting as a mediator. A quantitative approach was employed, using surveys distributed to employees and supervisors at OJK to assess the effects of WFH, adaptive work culture, and employee performance. The results indicate that WFH positively influences employee performance, both directly and indirectly, through an adaptive work culture. This study contributes to the understanding of how adaptive work culture mediates the relationship between WFH and employee performance, particularly in the context of financial sector oversight.
References
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Riwukore, S. A. (2022). The role of adaptive work culture in mediating the effects of remote work on employee performance. Journal of Business Strategy and Execution, 8(2), 112-125. https://doi.org/10.1016/j.busexe.2022.07.003
Rosidah, R., Zahra, M., & Riyanto, S. (2021). Work from home: Employee performance and well-being during the COVID-19 pandemic. Journal of Human Resource Management, 23(4), 87-95. https://doi.org/10.26634/jhrm.23.4.14321
Sukmana, A. (2023). Enhancing employee performance through adaptive work culture: The case of financial institutions in Indonesia. Journal of Organizational Effectiveness, 10(1), 55-73. https://doi.org/10.1108/JOE-10-2022-0119
Xenikou, A., & Simosi, M. (2006). Organizational culture and transformational leadership as predictors of business unit performance. Journal of Managerial Psychology, 21(6), 566-579. https://doi.org/10.1108/02683940610684409.
Alfanza, M. T. (2021). Telecommuting intensity in the context of COVID-19 pandemic: Job performance and work-life balance. Economics and Business, 35(1), 107-116.
Anisah, S., & Wisesa, A. A. (2021). The effects of work from home on employee performance in Indonesia. Journal of Business and Management, 23(2), 99-107. https://doi.org/10.1016/j.jbusres.2021.04.023
Bellmann, L., & Hübler, O. (2020). Working from home, job satisfaction and work-life balance—Robust or heterogeneous links? International Journal of Manpower, 41(2), 611-626. https://doi.org/10.1108/IJM-10-2018-0358
Costanza, D. P., Blacksmith, N., Coats, M. R., Severt, J. B., & DeCostanza, A. H. (2015). The relationship between adaptive organizational culture and performance: A meta- analytic review. Journal of Business Research, 68(6), 1341-1348. https://doi.org/10.1016/j.jbusres.2014.11.001
Denison, D. R., & Mishra, A. K. (1995). Toward a theory of organizational culture and effectiveness. Organization Science, 6(2), 204-223. https://doi.org/10.1287/orsc.6.2.204
Driyantini, E., Pramukaningtiyas, H. R. P., & Agustiani, Y. K. (2020). Flexible working space, budaya kerja baru untuk tingkatkan produktivitas dan kinerja organisasi. Jurnal Ilmu Administrasi: Media Pengembangan Ilmu dan Praktek Administrasi, 17(2), 206-220.
Garrett, R. K., & Danziger, J. N. (2007). Which telework attributes create more telework satisfaction? Government Information Quarterly, 24(1), 34-45. https://doi.org/10.1016/j.giq.2006.04.001
Ghozali, I., & Latan, H. (2015). Partial Least Squares: Concepts, Techniques and Applications Using SmartPLS 3.0 for Empirical Research. Badan Penerbit Universitas Diponegoro.
Gultom, F., & Wanasida, A. (2022). The Effect of Work from Home and Followership Style on Employee Performance Mediating by Work Motivation (A Case Study of PT. Sampang PSC at Post Acquisition). Budapest International Research and Critics Institute-Journal (BIRCI-Journal), 5(3), 21731-21743.
Hair, J. F., Hult, G. T. M., Ringle, C. M., & Sarstedt, M. (2014). A Primer on Partial Least Squares Structural Equation Modeling (PLS-SEM). SAGE Publications.
Hosseini, S. H., Hajipour, E., Kaffashpoor, A., & Darikandeh, A. (2020). The mediating effect of organizational culture in the relationship of leadership style with organizational learning. Journal of human Behavior in the social environment, 30(3), 279-288.
Lakshmi, V., Bhardwaj, S., & Bhattacharya, S. (2017). Work from home: A blessing or a burden? Journal of Management Research, 17(2), 78-91. https://doi.org/10.1016/j.jmres.2017.05.010
Lawrence, P. R., & Lorsch, J. W. (1967). Differentiation and integration in complex organizations. Administrative science quarterly, 1-47.
Lim, B. (1995). Examining the organizational culture and organizational performancelink. Leadership & organization development journal, 16(5), 16-21.
Narayanamurthy, G., & Tortorella, G. L. (2021). Impact of COVID-19 outbreak on employee performance–Moderating role of adaptive work culture. International Journal of Operations & Production Management, 41(3), 1-22. https://doi.org/10.1108/IJOPM-03-2021-0163
OJK. (2023). Implementation of Work From Home and Adaptive Work Culture in OJK. Financial Services Authority (OJK).
Pauline Ramos, J., & Tri Prasetyo, Y. (2020, September). The impact of work-home arrangement on the productivity of employees during COVID-19 pandemic in the Philippines: A structural equation modelling approach. In Proceedings of The 6th International Conference on Industrial and Business Engineering (pp. 135-140).
Podsakoff, P. M., MacKenzie, S. B., & Podsakoff, N. P. (2016). The critical role of adaptive work culture in team performance. Journal of Applied Psychology, 101(2), 147- 164. https://doi.org/10.1037/apl0000058
Pokojski, H., Nowicki, M., & Wysocki, K. (2022). Remote work during the COVID-19 pandemic: Opportunities and challenges. European Research Studies Journal, 25(1), 45-58. https://doi.org/10.35808/ersj/2664
Prasad, K. D. V., Vaidya, R. W., & Mangipudi, M. R. (2020). Effect of occupational stress and remote working on employee performance during COVID-19. Indian Journal of Industrial Relations, 56(1), 17-29.
Pulakos, E. D., Arad, S., Donovan, M. A., & Plamondon, K. E. (2000). Adaptability in the workplace: Development of a taxonomy of adaptive performance. Journal of Applied Psychology, 85(4), 612-624. https://doi.org/10.1037/0021-9010.85.4.612
Riwukore, S. A. (2022). The role of adaptive work culture in mediating the effects of remote work on employee performance. Journal of Business Strategy and Execution, 8(2), 112-125. https://doi.org/10.1016/j.busexe.2022.07.003
Rosidah, R., Zahra, M., & Riyanto, S. (2021). Work from home: Employee performance and well-being during the COVID-19 pandemic. Journal of Human Resource Management, 23(4), 87-95. https://doi.org/10.26634/jhrm.23.4.14321
Sukmana, A. (2023). Enhancing employee performance through adaptive work culture: The case of financial institutions in Indonesia. Journal of Organizational Effectiveness, 10(1), 55-73. https://doi.org/10.1108/JOE-10-2022-0119
Xenikou, A., & Simosi, M. (2006). Organizational culture and transformational leadership as predictors of business unit performance. Journal of Managerial Psychology, 21(6), 566-579. https://doi.org/10.1108/02683940610684409.
Published
2025-04-04
How to Cite
Sari, D., & Sawitri, H. (2025). The Impact of Work From Home (WFH) on Employee Performance During COVID-19 With Adaptive Work Culture as a Mediator. International Journal of Social Science Research and Review, 8(4), 222-233. https://doi.org/10.47814/ijssrr.v8i4.2599
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Copyright (c) 2025 Dhania Purba Sari, Hunik Sri Runing Sawitri
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